Renewable energy talent dynamics: what you need to know

Demand for green jobs in Ireland has doubled since 2016. Like most other countries in Europe, it is among the fastest growing job sectors. In particular, wind energy is an untapped gold mine of economic potential – by 2040, offshore wind projects and the maintenance of them could add €38bn to the Irish economy.

Yet the skills gap looms large over the sector. So much so, that the €38bn estimation may be tempered – directly as a result of the skills shortage, if the sector relies on Irish talent alone. According to Wind Energy Ireland and Green Tech Skillnet, achieving this figure depends entirely on the country’s ability to access skilled labour – a challenge mirrored across onshore wind, solar, energy storage, grid, and emerging green technologies. 

At Odgers Berndtson, we are seeing these dynamics play out at a senior management level. With large-scale projects underway, we are finding and placing a rapidly growing number of senior project managers and project directors. If you’re a clean energy company in Ireland, this is what you should know about finding and hiring senior management talent.

Skillsets are interchangeable

Across solar, hydrogen, and wind, much of the project leadership skillsets are interchangeable and transferable. Regardless of energy specialism, these individuals understand planning laws, regulatory compliance, site assessment, and project life cycle management.

We have recruited across the renewables sector and successfully transitioned people from around the broader energy sphere and construction sector. Notably, this includes senior talent from oil and gas, as well as larger infrastructure projects. Individuals often cite the desire to work for more purposeful companies and to build a more sustainable future for their children.

Given the quantity of project management talent in oil and gas and infrastructure, these are also a strong pool to recruit from. However, salary and financial compensation can be lower in some early stage renewable companies in pre-revenue mode, and can therefore be a pain point for some candidates.

There is appetite from abroad

Experienced renewable energy professionals are globally mobile and motivated by their dedication to the work and the allure of interesting projects. Consequently, they are willing to relocate from various countries to work in Ireland.

Through our global network of sustainability and energy professionals, we have successfully found and appointed project managers and project directors from the US and the Nordic countries, as well as returning expats from Australia and New Zealand. We have also appointed expats from the Middle East with experience in large-scale infrastructure development, who are well-positioned for wind energy in Ireland.

Due to the location of these companies and their projects, relocating energy professionals is generally unaffected by the housing shortage prevalent in cities like Dublin.

The hybrid working model is very attractive 

81% of workers globally prefer to work in a hybrid or remote format, with 44% saying they would give up 10% or more of their salary for flexible working hours. We see this overwhelming preference among all the renewable energy talent we place.

With a scarcity of top-tier project managers, these professionals hold considerable sway in selecting their preferred workplace. They can, and will, turn down offers if hybrid working isn’t part of the package.

Talent will consider equity and share packages

With fierce competition for project managers and directors, renewable energy companies in Ireland often need to be creative with the compensation they offer. Equity and share options are an effective way of attracting candidates, particularly those moving from oil and gas where salary thresholds are much higher. Offering equity and shares can soften the salary transition in these circumstance.

While this isn’t an option for public or semi-state owned companies, we have worked with multiple privately held businesses offering equity and shares to candidates. This option can enhance their competitiveness in recruiting talent, while also fostering a sense of ownership and investment in the company’s success. While the perceived security within the semi-state/state owned companies is itself attractive to some more risk averse candidates.

As a global executive search firm, Odgers Berndtson has access to senior management talent in over 30 countries, with specialists in energy, renewables, and sustainability. For help finding and appointing senior project managers and directors, get in touch: susan.kelly@odgersberndtson.com.