Description

Calpine Corporation is America's largest generator of electricity from natural gas and geothermal resources with operations in competitive power markets. Its fleet of 77 power plants in operation represents over 27,000 megawatts of generation capacity. Through wholesale power operations and its retail businesses, Calpine serves customers in 22 states and Canada. Its clean, efficient, modern and flexible fleet uses advanced technologies to generate power in a low-carbon and environmentally responsible manner.

The company was established on the premise that a strong commitment to the environment is inextricably linked to excellence in power generation and corporate responsibility. Since its founding in 1984, Calpine has led the power industry in its unwavering commitment to environmental stewardship. In addition, its renewable geothermal plants use steam generated deep below the earth's surface to produce clean, renewable electricity.

Job Summary (includes but is not limited to the following, other duties may be assigned)

Primarily responsible for quantitative analysis include developing models, pricing exotic derivatives, and designing and performing quantitative studies of historical and forecasted prices, loads, and marginal system costs for energy commodities for pricing decisions and risk management using advanced computing and programming skills.

Job Responsibilities

• Comprehensive knowledge.

• Seasoned professional with advanced applied experience.

• Applies advanced skills contributing to knowledge areas within function

• Makes recommendations on moderately complex issues regarding project components and tasks.

• May make recommendations on new processes, tools and services; supports and contributes to development of new products, services or techniques.

• Works on significant and unique issues and projects.

• Regularly uses independent judgment in the evaluation of intangibles or situations with minimal precedent or standards available for reference. Selects methods, techniques, analytical approach and evaluation criteria.

• Works on problems of diverse scope ranging from moderate to complex.

• Little instruction on day-to-day work, general instructions on new assignments.

• Serves as project/technical lead on small to medium sized projects; may coordinate work of professionals, technicians and others outside of own department.

• Resource integrator –builds professional networks and identifies and connects resources to achieve goals. Regularly contributes actionable ideas in brainstorming and planning sessions.

Job Requirements

• Bachelor’s Degree in a quantitative field (engineering, mathematics, natural sciences, finance)

• Expert knowledge with experience in Calpine’s industry sectors of quantitative analysis, commodity valuation models and related systems.

• 3 - 5 years of energy industry experience, preferably in a commercial decision-support role

• Knowledge of U.S. wholesale natural gas and electric market fundamentals, including supply and demand, environmental legislation, and regional market structures

• Familiar with power plant design and performance metrics

• Physical commodity and derivative transaction modeling

Additional Calpine Information:

• Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individuals with Disabilities.

• Calpine is committed to Equal Employment Opportunity and providing reasonable accommodations to applicants with physical and/or mental disabilities. If you are interested in applying for employment and need special assistance or an accommodation to use our website or to apply for a position, please send an e-mail with your request to hrrecruitment@calpine.com. Determination on requests for reasonable accommodation are made on case-by-case basis.

Please view Equal Employment Opportunity Posters provided by OFCCP here (http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm)

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)