WHAT IT’S LIKE AT GRID…

At GRID, we care about each other and know that each employee has a whole self that includes life outside of work. Our culture supports learning, growth and well-being of all of our team members. Every member of GRID Alternatives must participate in the organization’s equity, inclusion, and diversity (EID) work.
Are you passionate about driving equity and inclusion in the clean energy sector? Are you looking for a chance to create a meaningful impact while working with a dedicated and collaborative team? Join GRID Alternatives as our Development Manager and be part of an outstanding organization committed to encouraging equity, inclusion, and diversity (EID) within our workforce development efforts.

• Equitable Employer Engagement: Proactively engage with employers to promote diversity, equity, and inclusion in their hiring and management practices within the clean energy sector. Advocate for the recruitment and retention of individuals from underrepresented backgrounds.
• Build and maintain connections with industry partners to stay updated on job needs and new technologies.
• Build pathways to clean energy careers for individuals from various backgrounds by traveling up to 50% of the time to engage with employers, attend community events, and connect with diverse local communities.
• Network Development: Maintain and expand a national employer network database. Establish guidelines for affiliates to build their own local employer networks.
• Partnership Management: Act as the primary contact for national corporate and manufacturer partnerships for workforce development. Collaborate with the corporate philanthropy team to define workforce development deliverables that align with GRID’s mission.
• Employer Education: Inform and connect employers to opportunities such as federal and state subsidized employment programs and incentive-based hiring initiatives.
• Work-Based Learning Support: Develop an ecosystem of employer partners for mentorship, panels, mock interviews, resume reviews, job shadowing, recruitment events, and job placement.
• Program Refinements: Contribute to program refinements to meet employer needs and expectations.
• Culturally Proficient Support: Collaborate with affiliates to provide culturally proficient support to program participants throughout their job search and career advancement journey.
• Job Placement Support: Build a centralized training and resource hub for workforce development staff to address job search needs and barriers to employment such as transportation, childcare, or housing insecurity.
• Feedback Coordination: Conduct and analyze follow-up surveys with program graduates and employers to gather feedback on job performance and training relevance. Use insights to inform continuous program improvement.
• Communication Channels: Work with our communications team to establish regular communication channels with employers via newsletters, social media, and other methods.
• Research and Reporting: Conduct research to identify barriers to employment faced by underrepresented groups. Use findings to advise program strategies and interventions.
• Mentorship: Provide mentorship for trainee recruiting, info sessions, pre-program interviews, program intake, and program case management for training partners and programs.
• Wrap-Around Services: Develop a network of wrap-around services to assist trainees with specific needs such as childcare, transportation, housing support, and emotional support.
• Employer Recruitment: Develop relationships for national and regional job fairs.