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Blue Ridge Power

60 Blue Ridge Power Plant Supervisor Jobs Hiring Near You

Cleco

Power Plant Technician

Lena, LA · On-site

Provide communication to their supervisor to provide plant status updates on work, and identify risks to ensure reliable power plant operation. * Required participation in the multi-year Power Plant ...

ANA

Plant Supervisor

Henderson, NV · On-site

... Power Generators, AIRMAN Air Compressors, and ANA's patented EBOSS Hybrid Energy System and Smart ... As a Plant Supervisor, you will oversee and manage production shift employees and ensure compliance ...

City of Pasadena

Power Plant Operator

Pasadena, CA · On-site

$101K - $120K/yr

Chemically treats and controls cooling towers; supervises delivery of chemicals to holding tanks ... Under instruction from the Power Plant Control Operator, racks in/out equipment circuit breakers ...

City of Pasadena, CA

Power Plant Operator

Pasadena, CA · On-site

$101K - $120K/yr

Under direction from the Power Plant Control Operator, operates steam and gas turbo-electric ... Chemically treats and controls cooling towers; supervises delivery of chemicals to holding tanks ...

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Blue Ridge Power Jobs Information

Do workers at Blue Ridge Power get paid breaks?

No. Most people don’t get paid breaks.
80% of people say they don’t get paid breaks.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

Does Blue Ridge Power pay people when they’re sick?

No. Most people don’t get paid when they’re sick.
80% of people say they wouldn’t get paid if they were sick but scheduled to work.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

Do workers at Blue Ridge Power worry about hours?

Most people don’t worry about getting enough hours.
80% of people report they don’t worry about getting enough hours.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

Do Blue Ridge Power workers get to choose the shifts they work?

Most people don’t get to choose which shifts they work.
80% report that they don’t have enough control over which shifts they work.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

How easy is it to get time off at Blue Ridge Power?

Most people find it easy to get time off.
80% of people report it’s easy to get time off.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

Do jobs at Blue Ridge Power spill into time workers aren’t paid for?

Sometimes. The job can spill into unpaid time.
60% of people report that their job takes up time that they don’t get paid for.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

How easy is it to take sick days at Blue Ridge Power?

Most people find it easy to take sick days.
80% of people report that it’s easy to take time off if they are sick.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

Do people at Blue Ridge Power feel treated with respect by their managers?

Some people don’t feel treated with respect by their managers.
40% of people say they’re not treated with respect by their managers.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

Is it stressful to work at Blue Ridge Power?

Some people feel stressed here.
60% of people say they often feel stressed at work.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

Do people at Blue Ridge Power recommend working with their team?

Only some people recommend working with their team.
60% of people report that they wouldn’t recommend working with their immediate team to a friend.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

Do people get enough training when they start at Blue Ridge Power?

Most people didn’t get enough training when they started.
80% of people report they didn’t get enough training when they started working here.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

Do people get support to advance at Blue Ridge Power?

Most people are given support to advance their career here.
In the last year, 80% of people report being given support to advance their career here.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

Do people think Blue Ridge Power’s headquarters understands what’s happening where they work?

Some people think headquarters doesn’t understand what’s happening where they work.
60% of people think that this employer’s headquarters or owners don’t have a good understanding of what’s really happening where they work.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

Do workers feel well informed about how Blue Ridge Power is doing?

Most people don’t feel well informed about how the company is doing.
80% of people feel that they aren’t kept well informed about how the company is doing as a whole.
Based on data from 5 people who took the Breakroom Quiz between January 2025 and May 2025.

What other companies are hiring for Plant Supervisor jobs?

Power Plant Supervisor - 40hr/Day Shift

Northampton, MA • On-site

Mass General Brigham
See more jobs at Mass General Brighamexternal

$87K - $127K/yr

Full-time

Re-posted 20 days ago

Brigham and Women's Hospital rating

8.1

Company rating: 8.1 out of 10

Based on 101 frontline employees who took The Breakroom Quiz

Job description

Site: Cooley Dickinson Hospital, Inc.
Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.
Job Summary
Responsible for overseeing the operations of the hospitals power plant and ensuring the safe, efficient, and reliable production of electricity.
Qualifications
Minimum Qualifications:
  • Bachelor's or Master's Degree in the related field of study preferred
  • 2nd Class Engineer- Massachusetts Department of Fire Services required
  • 5-7 years' experience in power plant operations required
  • 2-3 years' experience in a supervisory role required

Knowledge, Skills and Abilities:
  • Strong leadership and management skills.
  • Expertise in power plant operations, including boilers, turbines, and electrical systems.
  • Knowledge of industry standards and regulations related to power plant operations and safety.
  • Strong analytical and problem-solving skills.
  • Excellent communication and interpersonal skills.
  • Ability to work independently and as part of a team.
  • Ability to prioritize tasks and manage multiple projects simultaneously.

Additional Job Details (if applicable)
Key Roles & Responsibilities:
  • Manage a team of power plant operators, including hiring, training, and performance management.
  • Oversee the day-to-day operations of the power plant, including start-up, shutdown, and emergency procedures.
  • Develop and Implement power plant operating procedures and safety protocols.
  • Collaborate with internal departments, including maintenance and engineering, to ensure the proper maintenance and repair of equipment and facilities.
  • Plan and oversee capital improvement projects related to the power plant.
  • Ensure compliance with industry standards and regulations related to power plant operations and safety.
  • Develop and maintain relationships with regulatory agencies and other stakeholders.
  • Monitor and report on power plant performance, including production, efficiency, and costs.
  • Performs other duties as assigned Complies with all policies and standards

Remote Type
Onsite
Work Location
30 Locust Street
Scheduled Weekly Hours
40
Employee Type
Regular
Work Shift
Day (United States of America)
Pay Range
$87,526.40 - $127,358.40/Annual
Grade
7
At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package.
EEO Statement:
1910 Cooley Dickinson Hospital, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran's Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at (857)-282-7642.
Mass General Brigham Competency Framework
At Mass General Brigham, our competency framework defines what effective leadership "looks like" by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.

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