Full-Time

Project Manager-Construction Development

Posted on 10/4/2025

Deadline 10/18/25
NiSource

NiSource

5,001-10,000 employees

Utility company delivering gas and electricity

Compensation Overview

$93.8k - $140.7k/yr

No H1B Sponsorship

Petersburg, VA, USA + 1 more

More locations: Columbus, OH, USA

Hybrid

Position will require travel.

Category
Business & Strategy (1)
Requirements
  • Bachelor’s Degree in Engineering, Construction, Project Management, or other related field plus 3 years technical experience.
  • 3+ years’ experience working with project budgets
  • Knowledge base in project management methodology, processes, tools, techniques, and software; increasing personal maturity in project management.
  • Expanded comprehension in project management guidelines, standard, processes, and job aids
  • Expanded proficiency in project management information systems (PMIS) utilization and integration; scheduling software, risk management software, cost management software, and performance metrics (and dashboards) and tool integration of project controls information
  • Applies an increasing proficiency in leadership, management, organizational theory, personal, interpersonal skills in a 'situational leadership' application. Manages project stakeholders using cognitive ability, personal effectiveness, innovation, value based decision-making, integrated communication (soft and hard skills); conflict resolution, and team work
  • Capability to efficiently perform duties under stringent deadlines, schedules, and conditions.
  • Must be able to work a flexible work schedule.
  • Proficient knowledge of local, state, and federal operating codes
  • Proficient knowledge of policies, procedures, and standards pertaining to the design, construction, maintenance and repair of gas facilities, inclusive of environmental and safety policies and procedures
  • Demonstrated knowledge of capital budgets and working knowledge of O&M budgets
  • Valid Driver’s License
  • Position requires administrative and field-based duties.
  • Position will require travel.
Responsibilities
  • Promotes relationships with external municipalities and local authorities
  • Employs project integration processes to effectively initiate, plan, execute, monitor and control, and effectively transient the project to the customer and ensure project objective accomplishment
  • Applies expanding interpersonal skills to lead, manage, and direct the project management team and project stakeholders.
  • Employs quality management processes to effectively initiate, plan, execute, monitor and control and ensures customer satisfaction.
  • Employs risk management processes to effectively initiate, plan, execute, monitor and control and delivers project objectives
  • Employs procurement management proficiencies and processes to effectively transfer product and project risk (threats) and exploit, enhance, and share product opportunities to third parties at a fair and equitable price to establish and deliver objective value to both buyer and seller as a result of the project.
  • Employs cost management proficiencies to effectively estimate, budget, and control costs within project objective (success) parameters for the project
  • Employs schedule management proficiencies to effectively plan, schedule, and deliver the project within the designated project time objective (success) parameters for the project
  • Employs the NiSource risk management utility to the development and management of projects, human resources, and stakeholders
  • Applies and integrates proficiency in NiSource human resource processes and skills to optimize coordination of the project management team performance and ensures optimum coordination is achieved given existing human resource policies and procedures. Uses effective human resource tools and techniques to motivate and drive contractor performance
  • Effectively engages project stakeholders; employs effective strategies in dealing with negative stakeholders and integrate the project objectives with the composite of individual project stakeholder requirements and expectations.
  • Applies proficiency in effective communication management to manage and control project stakeholders
  • Applies proficiency in project governance and utilize effective communication and objective management to ensure that the project's safety and environmental objectives are realized.
  • The Project Manager will manage the project in accordance with industry best practices, the NiSource Organizational Process Assets, the Project Management Guidelines and Standards
  • Managing advanced assignments including but not limited to: Projects involving installation of plastic main and services Requalification projects Requalification projects Steel pipeline work Regulator Stations (POD/GMB) Projects for Bid
  • Other duties as assigned
Desired Qualifications
  • Bachelor’s Degree in Engineering, Construction, Project Management, or other related field
  • Project Management Professional (PMP) certification
  • Knowledge of gas system design and operations including gas flow, construction, contracts, and emergency response.
  • Knowledge of local, state, and federal operating codes and construction codes
  • Proficiency with personal computers, construction scheduling software, Microsoft Excel, Power Point Presentations, and other computer software related to pipeline construction project management
  • Working knowledge of operations support systems.

NiSource provides natural gas and electric services to about 4 million customers through its utility subsidiaries, Columbia Gas and NIPSCO, across six states. Its main business is delivering energy safely and reliably through local utility networks, managing and maintaining gas pipelines and electric grids, and serving customers with affordable energy. The company differentiates itself by owning and operating essential energy infrastructure and committing to long‑term, steady investments in safety and reliability (about $1.4 billion per year) to meet customer needs for the next 100 years. NiSource also emphasizes community involvement and a large local workforce. The goal is to keep energy safe, dependable, and affordable while expanding and upgrading the energy system to serve customers for the long term.

Company Size

5,001-10,000

Company Stage

IPO

Headquarters

Merrillville, Indiana

Founded

1912

Simplify Jobs

Simplify's Take

What believers are saying

  • Q1 2026 adjusted EPS rises to $1.06, reaffirming $2.02-$2.07 guidance.
  • $28B capex plan drives 9-11% annual rate base growth through 2033.
  • $2.5B credit facility and $852M equity raise boost liquidity to 2030.

What critics are saying

  • Amazon and Alphabet concentration risks contract termination, killing $1.4B savings by 2029.
  • $28B capex faces delays and overruns, compressing margins by 2028.
  • Regulators deny Indiana rate recovery, slashing ROE 200-400bps through 2030.

What makes NiSource unique

  • NiSource's GenCo model delivers $1.4B savings via Alphabet and Amazon data center deals.
  • NIPSCO Generation secures 3GW Amazon contract toward 9GW total demand.
  • Project Apollo targets $40-60M annual savings with flat O&M expenses.

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Benefits

Hybrid Work Options

Flexible Work Hours

Company News

Wellbeing at Work
Apr 30th, 2026
Meet the speaker: AJ Brow, Chief Human Resources Officer, White Lodging.

Meet the speaker: AJ Brow, Chief Human Resources Officer, White Lodging. As the Chief Human Resources Officer at White Lodging, one of the largest hotel management companies in the US, AJ Brow oversees all human resources functions, including talent development and recruiting, and is focused on modernizing White Lodging's strategic human resource capabilities and executing initiatives to support the company's Associate Promise. AJ joined White Lodging from NiSource, one of the nation's largest fully regulated gas and electric utility companies, where he oversaw all human resource business partners and labor relations as Vice President. Wellbeing at Work's Group is delighted that AJ will be speaking in Chicago as part of its Wellbeing at Work Summit US next week. Wellbeing at Work's Group caught up with him to see how he's feeling in the runup to the event. Hi AJ Wellbeing at Work's Group is thrilled that you will be joining Wellbeing at Work's Group at the Wellbeing at Work Summit US in May. Its first and most important question is, how are you doing today? I'm doing well...busy, but in a good way. Wellbeing at Work's Group has got a lot of momentum right now around its people strategy, which is energizing. I've also gotten more disciplined about managing my own capacity. If I'm not intentional about that, I'm not as effective for my team or the organization. As a leader based in the region, what are the main challenges you are facing when it comes to employee wellbeing and mental health? The biggest challenge right now is sustained pressure on the workforce. It's not one issue, it's the combination of workload, pace of change, and external factors like financial stress. From an organizational standpoint, the real gap is integration. A lot of companies still treat wellbeing as a set of programs instead of embedding it into how work actually gets done. The other challenge is consistency at the leadership level...the employee experience still varies too much depending on who your manager is. What strategies have you seen developing over the past 6 months, both internally and externally, that are moving the dial on wellbeing in the workplace? What I've seen working, both internally and across the market, comes down to a few things: * Investing in managers: giving them practical tools, not just concepts * Connecting wellbeing to business outcomes: retention, engagement, productivity * Focusing on workload and prioritization: not just asking people to be more resilient The shift I'm encouraged by is moving from "supporting people after the fact" to designing work in a way that prevents burnout in the first place. Why is employee wellbeing so important to you personally? For me, this is pretty straightforward. I've seen what happens when organizations get this wrong and the cost is high, both for the individual and the business. I also believe strongly that you shouldn't have to choose between performing at a high level and maintaining your wellbeing. As a leader, I see it as part of the job to create an environment where people can do both. What impact is AI having in your organization and how are you managing that? AI is already impacting how work gets done primarily around efficiency and decision support. The opportunity is clear, but so is the uncertainty it creates for employees. Its focus has been on clarity and capability. Wellbeing at Work's Group has taken the "fast follower" approach and spend time learning from the innovators, like the technology and financial services companies. AI has created a large demand from a learning perspective and Wellbeing at Work's Group has leaned into that through online courses and experimentation with different AI product pilots. Wellbeing at Work's Group is also being very intentional about not letting AI drive unrealistic expectations around output or availability. Other than AI, are there any challenges that you are seeing for the first time and how are you addressing them? The biggest one I'd call out is capacity and prioritization. Wellbeing at Work's Group is asking a lot of teams right now, and in some cases, Wellbeing at Work's Group haven't been equally disciplined about what Wellbeing at Work's Group is asking them to stop doing. Wellbeing at Work's Group is addressing that by: * Forcing clearer prioritization across its organization * Being more explicit about what "good" looks like * Conducting quarterly progress conversations to acknowledge wins, development and reprioritize I also think connection and culture are harder to maintain than they were a few years ago, and that requires more intentional leadership. What areas do you think employers should be focused on over the next 12 months? Three areas: * Sustainable performance: making sure expectations are realistic and repeatable * Leader effectiveness: especially at the frontline level * Measurement: getting more precise in how Wellbeing at Work's Group connect wellbeing to business outcomes If those three things are in place, most organizations will make real progress. I'd describe it as more disciplined, not necessarily higher or lower. Leadership teams are asking tougher questions about impact, which is appropriate. The expectation now is that wellbeing strategies need to tie directly to performance, retention, and overall business results. HR is getting better at telling that story, but there's still an opportunity to be more rigorous in how Wellbeing at Work's Group measure and communicate outcomes. How has your organization been leading the way? I'd start by saying Wellbeing at Work's Group don't have this all figured out. Like most organizations, Wellbeing at Work's Group is learning and adjusting in real time. What Wellbeing at Work's Group has done is get really clear on a few areas that Wellbeing at Work's Group believe make the biggest difference: * Advanced scheduling: especially in its industry, giving associates more predictability and control over their time is one of the most tangible ways to impact wellbeing * Creating positive employee experiences: being more intentional about the day-to-day moments that shape how people feel at work, not just big programs * Investing in leadership development: because the manager experience is the employee experience * Embedding regular check-ins: making sure conversations about workload, priorities, and how people are doing are happening consistently, not just once or twice a year For Wellbeing at Work's Group, it's less about having a perfect model and more about staying focused on what actually moves the needle for its associates and being willing to adjust as Wellbeing at Work's Group go. AJ is speaking in Chicago as part of its Wellbeing at Work Summit US 2026 which takes place in Chicago and Los Angeles this May. Click the links below to find out more and book your tickets:

Sharewise
Apr 8th, 2026
NiSource signs 3 GW data center contract with Amazon, targets 9 GW total demand

NiSource is benefiting from rising data center demand, with subsidiary NIPSCO Generation signing 3 gigawatts of contracts and negotiating another 3 gigawatts in opportunities. Total demand is expected to reach up to 9 gigawatts, including a 3-gigawatt contract with Amazon. The company plans $28 billion in capital investment for 2026-2030, comprising $21 billion for base infrastructure and $7 billion for data center infrastructure, targeting 9-11% annual rate base growth through 2033. Its Project Apollo initiative aims to deliver $40-60 million in annual cost savings whilst keeping operations and maintenance expenses flat. However, NiSource faces risks from aging infrastructure and potential project delays that could increase costs and pressure margins. The company carries a Zacks Rank #2 rating.

Yahoo Finance
Feb 4th, 2026
Wall Street analysts rate NiSource a 'strong buy' despite $28B capex plan

NiSource, a $21 billion natural gas and electric utility serving 2.9 million customers across several US states, has outperformed the broader market with shares rising 17.9% over the past 52 weeks, compared to the S&P 500's 14.8% gain. Despite beating Q3 2025 revenue expectations with $1.27 billion, the stock fell 2.1% on 29 October after missing earnings estimates and announcing a $28 billion capital expenditure plan—a 45% increase from its previous plan. Analysts expect fiscal 2025 adjusted earnings per share to rise 7.4% year-over-year to $1.88. Wall Street maintains a bullish stance, with 11 of 15 analysts rating the stock a "Strong Buy". The consensus price target of $47 represents 6.9% upside from current levels.

Simply Wall St
Dec 16th, 2025
What NiSource (NI)'s Bigger, Simpler Credit Facility Means For Shareholders

On December 11, 2025, NiSource Inc. entered into a Seventh Amended and Restated Revolving Credit Agreement, lifting its revolving credit capacity by US$650 million to US$2.50 billion, extending the facility’s maturity to December 11, 2030, and increasing standby letter of credit capacity to US$175 million. The agreement not only enhances NiSource’s liquidity but also removes ESG-linked rate adjustments, signaling a shift toward simpler, more conventional financing terms that could influence...

Simply Wall St
Nov 5th, 2025
Will NiSource's (NI) $852 Million Equity Raise and Shelf Registration Reshape Its Investment Story?

In late October 2025, NiSource Inc. completed a follow-on equity offering raising approximately US$852.5 million and filed a shelf registration to potentially issue up to US$1.5 billion in additional securities across multiple types, including common stock and debt. The combination of these substantial capital market activities allowed NiSource to quickly access significant funding flexibility, signaling a shift in the company’s financial structure and future growth opportunities. We’ll...

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