Employment Opportunities

General Counsel

Chief Information Officer

Assistant General Counsel – Commercial and Compliance

Assistant General Counsel – Commercial and Compliance

An Assistant General Counsel, under the leadership and direction of the General Counsel, provides legal counsel and represents the interests of the Long Island Power Authority (the “Authority”) and its subsidiary, the Long Island Lighting Company d/b/a LIPA, (collectively referred to herein as “LIPA”) as well as that of the Utility Debt Securitization Authority.

The principle areas of responsibility for this Assistant General Counsel position include, but are not limited to, the following:

  • Drafting, managing, coordinating and participating in contract negotiations (or overseeing the Authority’s Service Provider, PSEG Long Island, or outside counsel in same) related to power purchase agreements and related financings;
  • Negotiating with outside parties on certain other contractual issues and legal disputes related to real estate, tax and environmental matters, including settlement conferences;
  • Coordinating dispute resolution proceedings of complex commercial matters across a variety of subject matters;
  • Advising senior management on a broad range of federal and state regulatory and compliance matters, including:
  • Providing legal guidance to the Procurement Department including liaising with the NYS Office of the State Controller and the NYS Office of the Attorney General;
  • Advising on Minority and Woman Owned Business Enterprise (“MWBE”) and Service Disabled Veteran’s Owned Business (“SDVOB”) compliance issues;
  • Participating in the execution of LIPA’s and UDSA’s legal and regulatory compliance program including obligations pursuant the Public Officers Law, Public Authorities Law, New York State Finance Law, NYS Executive Law, NYS Executive Orders, LIPA’s Codes of Ethics and Conduct, the Federal Energy Regulatory Commission, the New York State Department of Public Service, NYS Administrative Law, NYS Energy Law, and LIPA’s Debt Covenants; and
  • Preparing presentations and reports regarding compliance matters for LIPA senior management and the Board of Trustees and the UDSA Board of Trustees.
  • Preparing materials for the Board of Trustees of LIPA and UDSA related to or stemming from the responsibilities listed above.

All Assistant General Counsel may be assigned matters outside the principal responsibilities listed.


  • Juris Doctor degree or LLM and admission to the New York State bar with a minimum of five years of relevant experience practicing in a large law firm or in-house with a large corporation.
  • Versatile with the ability to prioritize and handle multiple initiatives, must demonstrate exceptional self-discipline in order to work independently and collaboratively without a lot of direct supervision.

Personal Attributes:

  • A committed, business-minded, legal professional, capable of building trusted relationships at multiple levels;
  • Strong oral and written communication skills;
  • Self-motivated, autonomous and tenacious with a commitment to personal and professional growth;
  • Displays credible leadership potential with the capacity to direct and manage outside counsel and to manage and influence key stakeholders with conviction;
  • Intellectually curious with the ability to communicate in a clear, concise and compelling manner;
  • Demonstrated ability to navigate complexity, process information, and incorporate feedback into an interactive business conversation;
  • Collaborative, ethical and proactive with an assertive attitude, attention to detail and a commitment to excellence; and
  • Strong communication and organizational skills and naturally disposed to working as a member of a highly collaborative and integrated legal team.

LIPA offers a competitive salary and benefits package commensurate with experience and responsibilities.


Interested parties should submit their cover letter and resume to Barbara Ann Dillon, Director of Human Resources and Administration, at legaljob@lipower.org

Utility Enterprise Risk Management Manager

Utility Enterprise Risk Management Manager

The Long Island Power Authority (“LIPA”) is seeking a candidate for the position of Utility Enterprise Risk Management (“ERM”) Manager (“ERM Manager”).

The ERM Manager reports to LIPA’s Director of Risk Management and is responsible for administering and facilitating the activities of LIPA’s ERM Program.

The successful candidate understands electric utility operations, possesses a bachelor’s degree and has a minimum of 3-5 years electric utility experience across a variety of departments.  The ERM Manager must also have:

  • Advanced skills with Microsoft Office including Word, Excel, PowerPoint and other statistical and database applications such as Tableau or similar risk data warehouse and visualization software applications;
  • Excellent communication skills for effective reporting, presentations and group facilitation;
  • Ability to build and manage successful professional relationships;
  • Strong ability to analyze data and effectively communicate key points to senior management
  • Ability to interact effectively with senior management and the Board of Trustees
  • Ability to work independently, manage and execute multiple projects within required timelines and expectations

Advanced degree and previous Utility Enterprise Risk Management experience is preferred.

The primary responsibilities of the ERM Manager will include:

  • Plan, schedule and execute the ERM Program components across all utility departments in a timely manner;
  • Prepare materials and facilitate risk workshops/working sessions in parallel for multiple departments, understand the business chemistry of risk owners and key stakeholders, and manage milestones and key deliverables required by each department to meet the ERM project timeline;
  • Proactively identify continuous improvement efforts for the Enterprise Risk Assessment (“ERA”) process consistent with utility best practices.  This may require refinement of processes within LIPA’s ERM program and risk framework, modification to LIPA’s ERM Internal Procedures and Controls Manual to identify efficiencies rendering the program more effective and minimizing to the extent possible, disruption to normal business activities;
  • Attend and participate in regional ERM roundtable meetings to gain insight in to leading ERM practices and processes;
  • Work with each functional department and track their development of:
  • “Bow-tie” risk analysis - departments will need to identify root causes and consequences for significant risks which my help to develop more informed mitigation strategies;
  • Risk mitigation response and action plans including operational changes (controls, procedures and/or policies and identify budgetary needs) to mitigate risks when necessary;
  • Development of risk monitoring capabilities that may utilize key risk indicators (KRIs), key risk performance indicators (KPIs) and other metrics which can be used to monitor trends for key utility risks;
  • Develop and implement efficient and effective ERM risk portfolio dashboards for monitoring changes in risk trends and facilitate meaningful and consistent utility management and board reporting;
  • Develop or enhance ERM tools including defining the utility’s risk appetite and tolerance for risk;
  • Monitor the effectiveness of risk mitigating activities that LIPA and PSEG LI deploy to address the highest ranked key risks;
  • Working with Director of ERM, develop and facilitate information dissemination program to strengthen the risk culture throughout LIPA and PSEG;
  • Prepare meeting agendas and materials to communicate ERM Program activities, and recommend revised processes for consideration by LIPA’s Executive Risk Management Committee;
  • Develop emerging risk communication mechanism to report key emerging risks to management;
  • Work with LIPA’s Director of Internal Audit and Director of Risk Management to administer operational risk management improvement processes;
  • Prepare executive level reports for utility senior management and LIPA’s Board Finance and Audit Committee on a periodic basis;
  • Promote risk culture and awareness, assist in the development of communication and literacy of risk throughout the organizations.

LIPA offers a competitive salary and benefits package commensurate with experience and responsibilities.

LIPA is an equal opportunity employer.


Interested parties should submit their cover letter and resume to Barbara Ann Dillon, Director of Human Resources and Administration, at ermprogrammanager@lipower.org

Long Island Power Authority (LIPA), a corporate municipal instrumentality of the State of New York, and is an equal opportunity employer.

Equal Employment Opportunity

LIPA is an equal employment opportunity employer. Hiring and employment decisions are based on merit and business needs, and not on race, color, citizenship status, national origin, gender, sexual orientation, gender identity, age, religion, creed, physical or mental disability, marital status, veteran status, genetic predisposition, pregnancy or any other factor protected by law. Furthermore, LIPA is prohibited from considering the political affiliation of applicants or employees in employment decisions.


LIPA does not discriminate in hiring and employment decisions on the basis of disability and is committed to compliance with all applicable federal, state and local laws regarding disabilities. LIPA shall provide reasonable accommodations to all employees with disabilities to enable them to perform the essential functions of their jobs, as required by law. Any employee seeking an accommodation must contact the Human Resources Department.

LIPA’s Reasonable Accommodations and Americans with Disabilities Act (ADA) Coordinator is the Director of Human Resource and Administration Barbara Ann Dillon. LIPA’s General Counsel Jon Mostel is the alternate Reasonable Accommodations and ADA Coordinator.


Executive Order No. 161 - Ensuring Pay Equity by State Employers

Applicants for employment with the Long Island Power Authority, please note: New York State Governor Cuomo recently issued Executive Order No. 161 (EO 161) entitled “Ensuring Pay Equity by State Employers.” The Executive Order bars state entities from asking for or requiring that an applicant for employment provide his or her current compensation, or any prior compensation history, until such time as that individual has been extended a conditional employment offer that includes compensation.