Employment Opportunities

Join Our Talented Team

United Power serves a diverse service territory spread across six counties — Adams, Boulder, Broomfield, Gilpin, Jefferson and Weld — located along Colorado’s northern Front Range. We employ approximately 180 positions with competitive salaries and excellent medical and retirement benefits at three different offices.

  • Brighton: Our headquarters in Brighton is just 20 miles northeast of downtown Denver. Brighton is a rapidly growing city with all the advantages of Denver, yet still maintains a small town feel.
  • Coal Creek Canyon: The Coal Creek Canyon office is located at a higher elevation in one of Colorado’s most scenic mountain canyons. Enjoy a working environment surrounded by a mountainous backdrop and living in a tight-knit community.
  • Carbon Valley Service Center: Located at the intersection of Carbon Valley, just off I-25 and Highway 119, the Carbon Valley Service Center is in close range to our western communities. 

All selected applicants are required to complete Section 1 of the Federal Form I-9 (Employment Eligibility Verification) and to provide identification and either proof of U.S. citizenship or proof of authorization to work in the U.S. In addition, United Power uses E-Verify as part of the I-9 process to verify the work eligibility of all new hires. E-Verify is an internet-based system that compares information from an employee's Form I-9 to data from U.S. Department of Homeland Security and Social Security Administration records. The official U.S. E-Verify Participation Posters informing United Power's current and prospective employees of their legal rights and protections are available below:

Job Openings & Applications  Check Current Application Status

United Power offers a competitive benefits package for full-time and part-time employees.

Medical Insurance

Carrier: Cigna – Three plan designs to choose from.
Eligibility: First month after employment.
A Health Savings Account (HSA) is available for those choosing the High Deductible Health Plan.

This link leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.

Dental Insurance

Carrier: Delta Dental of Colorado – 80/20 Plan; $1,500 annual maximum. Orthodontics available.
Eligibility: First month after employment
Cost Percentage Breakdown: 100% United Power for non-bargaining employees, 95% for bargaining. Cost indicated is for regular full-time or part-time employees.

Vision

Carrier: VSP
Eligibility: First month after employment
Cost Percentage Breakdown: 100% employee

401K Plan

Carrier: Empower
401K Plan Features: Employee can contribute first of month after 30 days. United Power matches 100% of employee contributions up to 7% after 1 year.

Pension Plan

Carrier: NRECA
Pension Plan Features: After 1 year, United Power contributes to plan, no employee contributions, 100% vested after 5 years or age 55.

Life Insurance

Primary Carrier: Lincoln Financial – Basic Life and AD&D
Value: 2X base salary
Eligibility: First month after employment
Cost Percentage Breakdown: 100% United Power, 0% employee

Supplemental Life Insurance

Supplement Carrier: Lincoln Financial – Basic and AD&D
Value: $10,000/$10,000 AD&D
Eligibility: First month after employment
Cost: 95% United Power, 5% employee

Voluntary Life Insurance

Supplement Carrier: Lincoln Financial – Life and AD&D
Additional Coverage Available: Rates depend on coverage level and age
Eligibility: First month after employment
Cost: 100% employee

Long Term Disability

Carrier: Lincoln Financial
Value: 66 2/3% of base salary
Eligibility: First month after employment
Waiting Period: 13 weeks, generally payable to age 65
Cost Percentage Breakdown: 95% United Power, 5% employee

Short Term Disability

Carrier: Lincoln Financial
Value: 60% of base salary
Eligibility: First month after employment
Waiting Period: 8 missed days, payable through 12 weeks
Cost Percentage Breakdown: 100% employee

Sick Leave

Employees accrue 3.7 hours of sick leave per pay period, for a maximum of 96 hours per year. 
No maximum on accrual. After 20 years of employment, 25% of sick leave will be paid to employee upon their termination. Sick leave is prorated for part-time employees.

Vacation

Vacation awarded per year, accrued through 26 pay cycles per year:
First 2 Years: 112 hours
At the end of year 2: 120 hours
At the end of year 4: 128 hours
At the end of year 5: 136 hours
At the end of year 6: 144 hours
At the end of year 7: 152 hours
At the end of year 8: 160 hours
At the end of year 9: 168 hours
At the end of year 10: 172 hours
At the end of year 12: 176 hours
At the end of year 13: 180 hours
At the end of year 14: 184 hours
At the end of year 15: 188 hours
At the end of year 16: 192 hours
At the end of year 17: 196 hours
At the end of year 18: 200 hours
At the end of year 19: 208 hours
At the end of year 20: 216 hours
At the end of year 21: 224 hours
At the end of year 22: 232 hours
At the end of year 23 and beyond: 240 hours

Maximum accrual: 400 hours

Tuition Reimbursement

Eligibility: After 6 months employment
Coursework must be applicable to current or promotional position and requires a one year payback period.

Holidays

United Power observes ten holidays (New Year’s, President's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving and the following day, Christmas Eve, Christmas Day and New Year's Eve) and offers an additional 16 hours to regular, full-time employees. Part-time employees receive prorated benefits. 

Other Benefits

Flexible Schedule (Alternative Work Week Schedules)
Business Travel Insurance
Employee Assistance Program
Section 125 Plan
Short-term Disability
Vision Insurance
Brighton Recreation Center Passes at half the cost
Employee Activities & Discounts
Training

United Power is an equal opportunity and an Affirmative Action employer.  As such, United Power is dedicated to the principles of equal employment in any term, condition or privilege of employment.  United Power does not discriminate against applicants or employees on the basis of age, race, sex, sexual orientation, gender identity, color, religion, veteran status, national origin, mental or physical disability, genetic information or other status protected by state or local law.  This prohibition includes unlawful harassment based on any of these protected classes.  United Power prohibits retaliation against any employee for filing a complaint under this policy or for assisting in a complaint investigation.  In keeping with policy, United Power will adhere to the following personnel practices:

  • All personnel decisions will be made without regard to age, race, sex, gender identity, sexual orientation, color, religion, veteran status, national origin, mental or physical disability, genetic information, or other status protected by state or local law, except where a bona fide occupational, qualification exists. Decisions will be based upon individual ability, specialized background and job performance, among other things, using valid job related criteria.
  • All other personnel actions, including but not limited to, compensation, benefits, transfers, promotions, demotions, terminations, layoff, training and development, educational assistance, and social and recreational programs will be administered in a non-discriminatory manner.
  • Intimidation, harassment or bias based upon discriminatory grounds will not be tolerated, and may result in termination of employment.
  • An Affirmative Action Plan will be updated annually and will be available for review from the Human Resources Department.
  • United Power will prepare and submit such reports and other information as may be required by agencies having jurisdiction in these matters.
  • Overall responsibility for the development and execution of United Power’s Affirmative Action Program is delegated to the Manager of Human Resources as EEO/AAP Coordinator.  The EEO/AAP Coordinator will provide the Chief Executive Officer with periodic EEO activity reports.