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Manager Electric Utility Jobs in California (NOW HIRING)

TD Thornton

Project Manager

Sacramento, CA · On-site

$130K - $165K/yr

This role requires experience managing electric utility infrastructure projects, coordinating engineering and construction teams, and driving project execution across multiple stakeholders. You'll ...

TD Thornton

Project Manager

Oakland, CA · Hybrid

$130K - $165K/yr

This role requires experience managing electric utility infrastructure projects, coordinating engineering and construction teams, and driving project execution across multiple stakeholders. You'll ...

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Showing results 21-40

All JobsElectric Utility JobsManager Electric Utility JobsManager Electric Utility Jobs in California

Manager Electric Utility information

See California salary details

$21.1K

$105.4K

$198.8K

How much do manager electric utility jobs pay per year?

As of Sep 3, 2026, the average yearly pay for manager electric utility in California is $105,356.00, according to ZipRecruiter salary data. Most workers in this role earn between $63,649.00 and $132,195.00 per year, depending on experience, location, and employer.

What does a manager electric utility do?

A Manager Electric Utility oversees the operations and maintenance of electrical power systems within a utility company. They are responsible for managing teams, coordinating projects, ensuring regulatory compliance, and maintaining reliable electricity delivery to customers. Their duties may also include budgeting, strategic planning, and implementing safety standards. This role requires strong leadership skills, technical knowledge of electrical systems, and experience in the utility industry.

What are the key skills and qualifications needed to thrive as a manager electric utility?

To thrive as a Manager Electric Utility, you need a solid background in electrical engineering or a related field, combined with proven leadership experience and often a relevant professional license (such as a PE). Familiarity with utility management systems, SCADA, outage management systems, and regulatory compliance tools is typically required. Strong decision-making, communication, and team leadership skills help drive operational excellence and motivate staff. These skills ensure the safe, reliable, and efficient delivery of electric services while maintaining regulatory compliance and customer satisfaction.

What are some common challenges faced by a manager electric utility, and how can they be addressed?

Managers in electric utilities often face challenges such as ensuring reliable power delivery, managing aging infrastructure, and adapting to regulatory changes. Balancing operational efficiency with safety and environmental compliance requires strong leadership and coordination across engineering, field, and regulatory teams. Staying proactive by investing in employee training, leveraging new technologies, and fostering open communication can help address these challenges and maintain high service standards.

What is the difference between Manager Electric Utility vs Electric Utility Engineer?

AspectManager Electric UtilityElectric Utility Engineer
Primary FocusOverseeing operations, managing teams, strategic planningDesigning, developing, and maintaining electrical systems and infrastructure
Required CredentialsBachelor's degree in electrical engineering or related field; management experienceBachelor's or higher in electrical engineering; technical certifications
Work EnvironmentOffice-based with site visits, leadership rolesDesign labs, field sites, technical analysis
Industry UsageCommonly used in utility companies for leadership rolesUsed for technical engineering roles within electric utilities

The Manager Electric Utility primarily oversees operations and manages teams within electric utility companies, focusing on strategic and administrative tasks. In contrast, the Electric Utility Engineer concentrates on technical design, system development, and infrastructure projects. Both roles require electrical engineering credentials but differ in responsibilities and work environment, with managers leading teams and engineers performing technical analysis.

What are the most commonly searched types of Electric Utility jobs in California?

The most popular types of Electric Utility jobs in California are:

What are popular job titles related to Manager Electric Utility jobs in California?

For Manager Electric Utility jobs in California, the most frequently searched job titles are:

What job categories do people searching Manager Electric Utility jobs in California look for?

The top searched job categories for Manager Electric Utility jobs in California are:

What cities in California are hiring for Manager Electric Utility jobs?

Cities in California with the most Manager Electric Utility job openings:

Manager Electric Utility jobs near you

Assistant Director of Electric Utility

City of Santa Clara, CA

Santa Clara, CA • On-site

$272K - $352K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 28 days ago

Job description

Salary : $272,169.36 - $352,222.44 Annually
Location : 1500 Warburton Ave., Santa Clara, CA
Job Type: Full-Time
Job Number: 35-26-021
Department: Electric Utility
Opening Date: 07/07/2026
FLSA: Exempt
Bargaining Unit: 9
Weighting Plan: N/A
Description
Applications are currently being accepted for the position of Assistant Director of Electric Utilitywith the City of Santa Clara.
LEARN MORE AND APPLY HERE.
The City of Santa Clara is recruiting for an Assistant Director of Electric Utility to help lead Silicon Valley Power, the City's municipally owned electric utility. Reporting to the Director of Electric Utility, this position provides executive leadership across utility operations, supporting the reliable delivery of electric service while advancing strategic initiatives, capital projects, and organizational priorities. Day-to-day, the Assistant Director partners with division managers to oversee operations, budgets, and major utility programs while fostering collaboration, safety, and continuous improvement. Stepping into this key leadership role calls for sound judgment, strategic thinking, and the ability to balance long-term planning with the operational demands of a complex public utility.
The ideal candidate is an experienced utility leader with broad knowledge of electric utility operations and a collaborative leadership style. They are a skilled communicator who builds strong relationships, leads high-performing teams, and effectively manages complex initiatives while maintaining a commitment to operational excellence, customer service, and public stewardship.
To learn more and be considered for this outstanding employment opportunity, please follow the link above or contact David Niemeyer at (916) 471-3366 or email her at This position is open until filled.
The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws.
City of Santa Clara Benefit Summary Overview for Bargaining Unit #9
Miscellaneous Unclassified Management
This summary provides a brief overview of the City of Santa Clara's benefits available to Bargaining Unit #9 employees in 2026. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager's Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change.
Retirement:
  • Membership in the California Public Employees Retirement System (CalPERS)
    • Classic Employees: 2.7% @ age 55 formula -employee pays 8.00% of gross pay, minus $61 bi-weekly
    • New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay
  • Medicare and Social Security (FICA)
    • Employee pays 6.20% up to $11,439 (Social Security) and 1.45% (Medicare) of gross pay
Health Insurance:
  • The City contributes up to 100% of the premium of the Kaiser (Region 1) plan for Employee Only and Employee + 1 Dependent plans, and up to 90% of the premium of the Kaiser (Region 1) plan of the Employee + 2 or More Dependents plan
  • Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis
  • No cash difference is paid if an employee elects a plan cheaper than the max City contribution
  • To be eligible for the City's contribution toward health, employees must be on a paid status for at least 80 hours in the month prior to the month of coverage
  • Coverage is effective as early as the first day of the month after date of hire
  • Employees hired on or after 1/1/2023 who opt-out of City-offered health insurance and provide annual attestation and acceptable proof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details
Dental Insurance:
  • Choice of two Delta Dental plans; enrollment is mandatory
  • City pays lowest cost employee only plan; additional cost is paid by employee
  • Coverage is effective as early as the first day of the month after date of hire
Vision Insurance:
  • Choice of two VSP plans
  • City pays lowest cost employee only plan; additional cost is paid by employee
  • Coverage is effective as early as the first day of the month after date of hire
Voluntary Employee Beneficiary Association (VEBA):
  • City contributes $50.00 a month toward employee's VEBA account
  • Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax)
Life Insurance:
  • City pays for $50,000 of Basic Life Insurance coverage
  • Coverage is effective the first of the month after one calendar month of employment
  • Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children
State Disability Insurance (SDI):
  • Employee pays 1.3% of gross pay (includes Paid Family Leave)
  • 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information
Paid Family Leave (PFL):
  • Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child
  • No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information

Long Term Disability (LTD) Insurance:
  • Benefit is 60% of basic wage up to $13,333; max $8,000/month
  • City paid benefit. City pays $.207/$100 of insured earnings
  • 60 calendar day waiting period
  • Coverage is effective the first of the month after one calendar month of employment
Deferred Compensation:
  • Voluntary plan through Nationwide Retirement Solutions
  • Employee may contribute up to the lesser of the IRS maximum or 100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules
  • Additionally, the City contributes $300 a month toward employee's 457(b) account. This dollar amount will factor into the above mentioned IRS rules and limits
Flexible Spending Account (IRS Section 125 Plan):
  • Employee may contribute up to $3,400 per year in pre-tax dollars to a health care spending account
  • Employee may contribute up to $7,500 per year in pre-tax dollars to a dependent care spending account
  • Employee may contribute up to $340 per month in pre-tax dollars to a commuter benefit plan
Vacation:
  • Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service
    • For 1 - 4 years of service: 10 days (80 hours)/year
    • For 5 - 9 years of service: 15 days (120 hours)/year
    • For 10 - 15 years of service: 21 days (168 hours)/year
    • For 16 - 20 years of service: 22 days (176 hours)/year
    • For 21+ years of service: 24 days (192 hours)/year
  • Maximum accrual is 480 hours
  • Once per year, employees can elect to convert up to 80 hours of accrued vacation to cash to be paid out in up to two cash-outs the following calendar year
Sick Leave:
  • Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual
    • Up to 48 hours/year of accumulated sick leave may be used for family illness
    • Up to 32 hours/year of accumulated sick leave may be used for personal leave
  • Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation)
  • Partial sick leave payoff provision on retirement depending on years of service
Management Leave:
  • 120 hours of management leave credited to employees each January 1st
    • New employees hired between January 1st and June 30th receive 120 hours of management leave their first year
    • New employees hired between July 1st and December 31st receive 60 hours of management leave their first year
  • Unused management leave may be carried over from one calendar year to the next; however, an employee may never have more than 180 hours of "banked" management leave
Holidays:
  • Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year)
Mobile Communication Device Allowance:
  • $80/month in lieu of carrying a City-issued cell phone
Auto Allowance (an alternative to mileage reimbursement or use of a City vehicle):
  • Department Heads receive $320/month (up to $520, with City Manager approval). Assistant Department Heads and Division Managers can receive $200/month (Up to $500 with City Manager approval)

Tuition Reimbursement Program:
  • Up to $2,000 per fiscal year for tuition reimbursement
Employee Assistance Program:
  • Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year
  • City paid benefit
Retiree Medical Reimbursement Program:
  • Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum.
  • Up to age 65, retirees are eligible for reimbursement up to $438/month in 2026 (amount adjusted annually)
  • After age 65, retirees are eligible for reimbursement up to $262/month in 2026 (amount adjusted annually)
Alternate Work Schedule:
  • An employee shall be eligible to work a 9/80 alternate work schedule according to the conditions, criteria, and requirements set forth in City Manager's Directive 71. Requests to work a 9/80 schedule shall be made through or by the Department Head to the City Manager. The City Manager must approve the schedule and the City Manager or Department Head (for employees other than Department Heads) may terminate the schedule at any time.

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