Performance Monitoring Manager

The Performance Monitoring Manager leads a group of people being their main responsibility to monitor, detect, communicate, and propose solutions to the sites of the higher underperformances in wind turbines, solar inverters, or other electric systems and components. These activities should use the more advances and digital technics and be applied with internal developments or with the support of external companies/tools. All the work is performed transversally between the geographic platforms of EDPR. This role will report directly to the Head of Performance Monitoring and is based from the EDPRNA Headquarters in Downtown Houston, Texas.

Main Accountabilities

• Guarantee the alignment within Performance monitoring team between platforms.
• Detect underperformances analyzing the data coming from the generation units.
• Communicate clear inspection and repair recommendations to the site managers and technicians.
• Communicate each finding to the site personnel using the EPDR tools.
• Work closely with Asset Operation team, provide remote support to site personnel to ensure recommendations are addressed correctly and within the appropriate time.
• Evaluate the savings due to the detection performed.
• Ensure that the sites and maintenance teams have clear and actionable information.
• Create quarterly reports summarizing the detections (priority, added value, component, status, etc.)
• Manage relationships with external providers of new algorithms or monitoring tools.
• Identify opportunities with EDPR's fleet for new monitoring implementations and prepare business cases to analyze profitability of such installations.
• Stay current with new techniques and tools in the market to monitor underperformances.
• Develop new monitoring strategies/tools by using readily available data with advanced data science techniques.
• Work closely with other teams within Performance Management, especially with colleagues which primarily use other monitoring technologies/platforms.
• Company policy and legal compliance - understand and apply the labor safety, environmental, and quality plans to assure its accomplishment and the continuous improvement of departmental activities.
• Institutional representation of EDPR - represent the company against public and private institutions and organizations in its competency issues while defending the EDPR values to obtain business plan improvements, reinforce its image, and competitive position.
• Additional duties as required

People: 5 direct reports

Travel: 10-20%

Minimum Requirements:

• Must have a Bachelor's degree
• 5 or more years of relevant technical experience, including at least 3 years in the wind energy industry.
• Familiarity with Python or R software preferred
• Experience with machine learning (Regression, decision tree, Random Forest, etc.) preferred.
• Familiarity with SQL and SAP.
• Project Management experience
• Proficient knowledge of Microsoft Office software

Behavioral Requirements:

• Ability to multi-task
• Ability to be self-motivated
• Ability to perform job tasks in a collaborative working environment
• Ability to read and understand plans, specifications, drawings, and documents relating to engineering and construction
• High attention to detail
• Strong problem-solving ability
• Strong written and oral communication skills
• Demonstrated interpersonal and teamwork skills.
• Strong time-management skills, including demonstrated ability to provide technical support for multiple concurrent activities.
• Exemplary standards of integrity, ethics, safety, quality, and productivity
• Ability to operate a motor vehicle, including possession of a valid driver's license
• Physical capability to walk, kneel, twist, and climb in order to access wind turbine towers and equipment for inspections and data collection
• Six Sigma training preferred
• Familiarity with generators, solar, and power generation and conversion equipment preferred

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)