What are the responsibilities and job description for the Regulatory Analyst position at Deep Blue?
Summary
The objective for our midstream regulatory analyst would be to play a crucial role in ensuring that operations are conducted in a manner that is both compliant with regulations governing water treatment, disposal, and reuse. Proven track record of facilitating the permitting process for produced water recycling projects. Stays updated on changes in RRC policy and regulations with an industry best practice mindset to effectively perform their duties.
Responsibilities
- Communicate permit and rule requirements to teams prior to upcoming operations to ensure compliance
- Compile and submit Permit applications, GAU and SWR 13 Exceptions, Completion Reports, Plugging Reports, UIC Permit applications, and other regulatory permits and reports
- Provide timely guidance to teams on permitting and operating requirements to ensure compliance during ongoing operations
- Work with various teams to resolve operation and production-related compliance issues, including inactive well compliance
- Document all activities in existing, and / or assist in developing new, compliance tracking and execution-assurance systems to provide transparency to internal and external team members
- Develop business relationships with professionals at regulatory agencies to ensure knowledge of the rules and compliance
- Critical Infrastructure filings and routine UIC H-5, H-10, H-9, H-11, and R-2 reporting, P-5 Operator Renewals, and knowledge of recycled / and or produced water industry, specifically Rule 8.
Qualifications
Relocation :
This position is not available for relocation assistance.
Work Authorization :
Deep Blue is not currently sponsoring employment visas for this position.
Deep Blue Water is an equal-opportunity employer committed to diversity in recruiting, hiring, developing, compensating, and promoting applicants and employees. All employment decisions are made without regard to sex, race, color, religion, national origin, citizenship, age, disability, marital or veteran status, sexual orientation, gender identity or expression, or any other legally protected categories. This includes providing reasonable accommodation for employee's and applicant's disabilities or religious beliefs and practices.
