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Generation Program Manager I, II - TGS Generators
Duke Energy Corporation
This job focuses on developing and implementing strategic programs for the electric generators within the RRE fleet, excluding hydro & nuclear. The role involves financial analysis, technical evaluation, operational impacts, and complex project management.
21d ago
Expert & Leadership (13+ years)
Full Time
Holly, NC
Hybrid
Company Size
26,413 Employees
Service Specialisms
Energy Services
Utility Management
Electric Power Generation
Renewable Energy
Infrastructure Development
Energy Efficiency
Environmental Services
Transmission and Distribution
Sector Specialisms
Utilities
Coal & Natural Gas Power
Wind Power
Electric Power
Gas Distribution
Renewable Energy
Electric Grid Upgrades
Natural Gas
Role
What you would be doing
industry benchmarking
gap analysis
vendor management
technical reporting
initiative management
technical leadership
- Attends industry meetings and conferences to benchmark best practices. Leads peer groups to ensure company involvement with emerging issues. Implements industry best practices into Duke Energy's fleet initiatives.
- Establish and develop relationships and collaborative opportunities that benefit Operations, Employees, Growth, and Customers.
- Formulate innovative strategies in work practices, services, and technological advancements to maintain competitiveness in engineering and corporate operations.
- Conduct regular program evaluations to identify gaps and issues. Assist RRE stations during audits, assessments, and outage preparation and execution activities. Develop tools and templates for gap analysis in key programmatic areas and prioritize recommendations for improvement plans.
- Respond to emergent service requests based on station needs, including potential weekend/night support.
- Provide regular reports of program metrics to show overall program status and impact on the fleet. Adjust initiatives as needed in response to evolving industry/fleet trends and priorities.
- Cultivate and manage relationships with OEMs and vendors to meet safety, quality, value, financial needs, and warranty requirements. Identify opportunities for cost savings and long-term vendor partnerships. Assist in resolving commercial issues that arise beyond the project level to have fleet-wide impact.
- Provide governance, oversight, and support to business unit leaders and station management. Maintain knowledge of industry codes, standards, and operating experiences relevant to the program. Influence leaders on consistent implementation of standards across the unit.
- Regularly evaluate generator fleet events, industry trends, supplier modifications and upgrades, environmental regulations, regulatory factors, and corporate strategic goals to identify opportunities for improving the efficiency and cost-effectiveness of program strategies.
- Manages the development and scope of new improvement initiatives throughout the fleet to ensure adherence to standards, company governance, and policies.
- Provides technical leadership for program execution.
- Develop comprehensive reports, white-papers, or presentations that address technical complexities and financially significant matters to inform and influence fleet strategies.
- Maintain effective relationships with Suppliers, Stations, Supply Chain, and the TGS Engineering and Programs teams.
- Communicates initiative results to senior management and other stakeholders. Builds consensus and secures project approval and funding when necessary.
What you bring
bachelor’s degree
p.e. license
ms office
data analytics
power generation
leadership skills
- Ability to collaborate with internal and external resources to implement innovative solutions.
- Demonstrated ownership and accountability for deliverables
- Proficiency in data analytics and reporting tools to compile large datasets into manageable reports.
- Ability to clearly communicate vision for strategic oversight and program improvements
- Proficiency in organization and project management.
- Bachelor’s Degree with 8 years of related experience
- Proficiency with Microsoft Office suite (Word, Excel, PowerPoint, etc.)
- In lieu of Bachelors degree, High School/GED AND 14 years related work experience
- Experience with operation and maintenance aspects of large turbogenerators.
- Strong leadership skills with experience interacting with executive management.
- Inquisitiveness and analytical skills with process/data tools.
- Bachelor’s Degree in Technical Field or Business
- P.E. license
- Experience in power generation operations, maintenance, and engineering. Familiarity with gas and steam plant operations.
- In lieu of Bachelors degree, High School/GED AND 10 years related work experience
- Bachelor’s Degree with 6 years of related experience
- Strong verbal and written communication skills.
- The individual will predominantly work in an office setting, with regular visits to plant sites and supplier shop locations. Travel is expected to constitute up to 25% of their time.
- Hybrid Mobility Classification – Work will be performed from both remote and onsite locations after the onboarding period. However, hybrid employees should live within a reasonable daily commute to a Duke Energy facility
Information not given or found
Interview process
Information not given or found
Visa Sponsorship- no visa sponsorship provided
- background checks may be required for this position
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Company
Overview
$29 billion
Annual Revenue (2023)
The company reported impressive financial performance, achieving significant revenue in 2023.
58,000 MW
Total Generation Capacity
A diversified portfolio including coal, gas, nuclear, hydro, wind, and solar.
8 million
Electricity Customers
Serves a substantial number of electricity users across multiple states.
$210 million
HQ Renovation Cost
The iconic LEED-Platinum skyscraper in Charlotte cost significantly to build.
- Grew from a regional power provider into one of America's largest energy holding companies.
- Manages a diversified generation portfolio—coal, gas, nuclear, hydro, wind and solar.
- Typical projects include grid modernization, pipeline infrastructure, renewable energy build-outs and nuclear operations.
- Charlotte headquarters anchors an iconic LEED-Platinum skyscraper reshaping the city skyline.
- Honesty and integrity are at the core of all we do.
- A culture of transparency, high performance and pride among employees.
- Behaviors, as well as results, matter in our company.
- A Culture of Accountability enabling anonymous reporting and consistent enforcement.
- Our Ethics and Compliance Program is designed to foster a culture of ethical and compliant behavior.
44% reduction
Scope 1 Carbon Emissions
Achieved a 44% reduction in Scope 1 carbon emissions since 2005, equivalent to removing 13 million vehicles from the road.
48% reduction
Electric‑Generation CO₂
Reported a 48% reduction in electric‑generation CO₂ emissions from 2005 levels as of 2023.
50% reduction target
Carbon Emissions by 2030
Committed to reducing carbon dioxide emissions by at least 50% from 2005 levels by 2030.
Double renewables by 2025
Renewables Portfolio Expansion
Planning to expand the renewable energy portfolio from 11,900 MW to 30,000 MW by 2035, with an intermediate goal to double it by 2025.
- Net‑zero CO₂ emissions from electric generation by 2050
- 31% reduction in carbon emissions since 2005 (prior to 2030 acceleration)
- Methane‑neutral natural gas distribution by 2030
- Less than 5% energy from coal by 2030; full coal exit by 2035
- Expanded net‑zero target to include Scope 1, 2, and certain Scope 3 emissions
- Smart, self‑healing grid avoided over 1.5 million outages & 3.5 million outage hours (2023)
- Targeting 80% reduction in electric‑generation CO₂ by 2040
100% Score
LGBTQ Equality Index
Achieved a perfect score on the Human Rights Campaign's Corporate Equality Index, demonstrating commitment to LGBTQ-friendly policies.
500 Members
LGBTQ Equality ERG
The WeR1 LGBTQ Equality Employee Resource Group has nearly 500 members, supported by senior leadership to foster inclusion and professional development.
- Reflecting the communities we serve and strengthening our culture of inclusion and belonging (foundation principles)
- Diversity & Inclusion Councils and Employee Resource Groups drive inclusion and professional development
- Strategic goal: attract, engage and retain a talented, diverse workforce
- Strategic goal: create an inclusive workplace where everyone is empowered
- Strategic goal: embrace diverse perspectives including culture, background and gender
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