Market Engagement People Manager

At Frontier Energy, we're more than just engineers and professionals-we're a team of innovators, problem-solvers, and visionaries dedicated to advancing clean energy solutions. Our mission is to pioneer the intelligent use of energy for a sustainable and resilient future.

We offer a collaborative and dynamic workplace where your ideas are heard, nurtured, and transformed into impactful solutions. With a flat hierarchy and open-door policy, every team member is empowered to experiment, take ownership, and make a real difference.

Beyond fostering an inspiring culture, we provide competitive compensation, comprehensive benefits, and opportunities for growth. Join us and be part of a team that's shaping the future of energy while leaving a positive impact on the world.

The Market Engagement Manager is responsible for overseeing the day-to-day operations of the group, ensuring efficient workflows, and optimizing processes to meet business and program goals. This role involves managing 10 to 15 direct reports, monitoring teams' utilization, and working closely with program managers to align resources and skills to program needs.

The Market Engagement Manager's job duties and responsibilities are as follows:

• Supports Frontier's operations by leading and guiding teams to develop tailored client solutions, managing and optimizing resource allocation across teams and functions, fostering strong client relationships, ensuring project scopes and budgets are met, and encouraging continuous improvement and professional growth through effective communication and strategic leadership.
• Work alongside Frontier Energy's program staff to understand the scope of programs, oversee resources, and schedule, and deployment activities.
• Interface with team members at least weekly and provide regular updates to Program leaders and senior leadership regarding progress, roadblocks, and resolutions.
• Guide resources to operate as a team to serve multiple internal programs demands while maintaining customer satisfaction across multiple clients.
• Review labor detail reports, compare to project plans and provide feedback to staff accordingly.
• Meet at least weekly with direct reports.
• Resource programs from across the organization, participate in hiring activities (job descriptions, candidate evaluation), and identify ways to solve resourcing problems
• Create and maintain a medium depth project plan in Deltek Vantagepoint

Required Skills

• Manage cross-disciplinary teams to achieve program objectives.
• Leadership and people management
• Professional, trustworthy and accountable for own actions.
• Reliable, dependable contributor, regular and on-time attendance to meetings.
• Exceptional communication and organizational skills.
• Respectful, welcoming of others, exemplify teamwork.
• Problem solver and adaptable, able to take effective and appropriate action when needed.
• Able to perform work efficiently, effectively and on time.
• Collaborative, able to work with others to achieve a goal, build relationships, resolve conflict, and provide feedback.
• Able to navigate conflict and find a resolution to disagreement.
• Strong leadership and team management skills.
• Excellent problem-solving and decision-making abilities.
• Proficient in Microsoft Office and Deltek Vantagepoint.
• Ability to manage multiple projects and priorities in a fast-paced environment.

Preferred Skills Description

• Experience in the energy efficiency, environmental or sustainability sectors. Proven track record of improving operational efficiency and managing large teams.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)