Across the U.S. energy sector, a workforce challenge is coming into sharper focus. Utilities and energy companies are racing to modernize the grid, harden infrastructure against extreme weather, and manage rising electricity demand driven by electrification and data centers. At the same time, much of the industry’s frontline workforce is aging out, creating an urgent need for workers who can operate complex systems safely, reliably, and under pressure.
Increasingly, companies are finding those skills in an unexpected but highly aligned place: the military veteran workforce. From transmission and distribution to nuclear operations and renewable energy assets, veterans are emerging as a critical talent pipeline — not because of symbolic commitments, but because their training maps directly onto the realities of running critical infrastructure.
What’s notable is how widespread and structured these efforts have become. Veteran hiring is no longer confined to isolated pilot programs or ceremonial recognition. Across the energy industry, companies are building formal pathways to recruit, train, and retain veterans in roles essential to grid reliability and long-term system resilience. Together, these programs reveal how workforce strategy — not branding — is shaping the next phase of the energy transition.
Southern Company: A Structured Pipeline Comes Into Focus
At Southern Company, veteran hiring has become a formalized part of workforce development across operations, generation, and grid support roles. The company was recently recognized by Military Times for its veteran employment practices, but the deeper story lies in how those programs are designed to support long-term careers rather than one-time recruitment.
Southern Company has emphasized veterans’ familiarity with safety-critical environments and disciplined operational structures — traits that translate directly to managing power plants, transmission systems, and storm response operations. While public rankings often draw attention, the company’s approach reflects a broader industry shift toward embedding veteran hiring into core workforce planning rather than treating it as a standalone initiative.
Duke Energy: Veterans on the Front Lines of Grid Reliability
For Duke Energy, veteran hiring is closely tied to frontline grid operations. Veterans are recruited into roles such as lineworkers, system operators, and emergency response teams — positions where safety protocols, situational awareness, and teamwork are non-negotiable.
The company has linked veteran experience to reliability outcomes, particularly during extreme weather events when crews must restore power quickly and safely under challenging conditions. Internally, Duke Energy has supported veteran networks that help service members translate military experience into civilian utility careers, reinforcing retention and advancement rather than short-term placement.
Exelon: Translating Military Skills Into Civilian Energy Careers
At Exelon, the focus has been on skill translation and career progression. Through partnerships with veteran employment organizations, Exelon has worked to map military occupational specialties to energy-sector roles, reducing friction in the transition from service to civilian employment.
Veterans at Exelon are frequently hired into technical and operational roles and, in some cases, move more quickly into supervisory or system operator positions. The company’s emphasis on advancement reflects a broader recognition that veteran hiring programs are only effective if they lead to durable career paths — not just entry-level placements.
NextEra Energy: Veterans in Renewable and Distributed Operations
For NextEra Energy, veteran hiring has aligned closely with the operational demands of renewable energy assets. Wind and solar facilities often rely on remote monitoring, autonomous systems, and rapid-response maintenance — environments familiar to veterans trained to manage complex systems with limited on-site staffing.
NextEra has recruited veterans into operations and field services roles, particularly in regions near major military installations. The company has pointed to veterans’ comfort with distributed infrastructure and mission-driven work as key strengths as renewable portfolios continue to scale.
Dominion Energy: Addressing Licensed Operator Shortages
At Dominion Energy, veteran hiring plays a strategic role in nuclear and conventional generation. Veterans with technical and operational backgrounds have become an important pipeline for licensed operator roles, where regulatory rigor and procedural discipline are essential.
These positions are among the most difficult to staff across the industry, and Dominion’s approach highlights how veteran hiring intersects directly with national reliability and safety concerns — particularly as experienced operators retire.
Xcel Energy: Credential Translation and Workforce Continuity
Xcel Energy has focused on transition pathways that help veterans convert military credentials into civilian qualifications. Through participation in Department of Defense transition programs, the company has aimed to smooth entry into technical field roles while planning for workforce continuity amid accelerating retirements.
Rather than framing veteran hiring as a diversity initiative, Xcel has positioned it as a practical response to long-term labor gaps — a signal of how these programs are increasingly embedded in workforce forecasting.
Why This Matters for the Energy Transition
Federal agencies including the Department of Energy and organizations such as the National Association of State Energy Officials have identified veterans as a critical workforce for grid modernization, cybersecurity, and emergency response. The hiring strategies now taking shape across the energy industry reflect that assessment in practice.
As the U.S. power system becomes more complex — balancing reliability, security, and rising demand — technology alone will not determine success. Operating and maintaining critical infrastructure depends on people with the training, discipline, and experience to manage high-stakes systems. Veteran hiring programs are emerging as one answer to that challenge, but their long-term value will be measured not by recognition or rankings, but by whether they deliver durable careers and a more resilient grid.
