In Summer

In Summer

As the natural gas industry navigates workforce transitions and evolving energy needs, utilities are increasingly looking inward, to their communities, to build the next generation of talent. In 2025, Hawaiʻi Gas took a meaningful step in that direction by relaunching its Summer Hire program, offering hands-on experience to students across the islands and creating a scalable model for workforce development.

“Our Summer Hire program is one of the ways that we support the development and retention of local talent within our communities,” said Manu Bermudes, vice president of human resources. The program, returning for the 2026 season from May 26 through August 24, is open to a range of applicants, including students enrolled full-time in a college, university, or trade school, as well as recent high school graduates preparing to continue their education. Participants are placed in both physical and clerical roles at company locations statewide, from Honolulu and Kapolei to Hilo, Kona, Kahului and Līhuʻe.

Summer hires support Hawaiʻi Gas employees with day-to-day operations, projects and departmental initiatives, gaining exposure to a wide range of functions, from fieldwork and maintenance to administrative and analytical tasks. This structure not only provides practical, resume-building experience but also introduces participants to career pathways within the energy sector.

Building a Local Talent Pipeline

Programs like Hawaiʻi Gas’s Summer Hire initiative are more than seasonal employment; they are strategic investments in long-term workforce sustainability. By engaging students early, utilities can:

Bermudes emphasized that the program “provides the opportunity to gain practical and professional skills in a dynamic work environment, with exposure to a range of career pathways within Hawaiʻi’s energy industry,” a critical priority in a state where workforce availability and geographic isolation can pose unique challenges.

Why It Matters for the Industry

The energy sector is facing a dual challenge: an aging workforce and increasing demand for new skill sets tied to innovation, decarbonization and infrastructure modernization. Early-career programs like this help bridge that gap by creating entry points that are:

Importantly, these programs also broaden the industry’s talent pool by reaching students in trade schools and recent high school graduates, not just traditional four-year college pathways.

A Model Other Utilities Can Replicate

For other utilities looking to strengthen their workforce pipelines, Hawaiʻi Gas’s approach offers a practical blueprint:

  1. Keep eligibility broad and inclusive.
    Include students from a wide variety of educational pathways to expand access and diversifies talent.
  2. Offer varied roles across departments.
    Provide physical and clerical positions to allow students with different interests and skill sets to participate.
  3. Distribute opportunities geographically.
    Place positions across multiple service areas to increase community reach and equity.
  4. Focus on real work, not just observation.
    Assign meaningful tasks and projects to ensure participants gain tangible skills and value.
  5. Align with long-term workforce strategy.
    Consider these programs as feeders into internships, apprenticeships or full-time roles.

Utilities can also partner with local schools, workforce boards or state agencies to expand reach—similar to other public-sector student employment models in Hawaiʻi that provide structured, paid work experiences tied to education.

Looking Ahead

As utilities continue to adapt to a changing energy landscape, workforce development will remain a defining priority. Hawaiʻi Gas’s Summer Hire program demonstrates how even short-term initiatives can deliver long-term value—equipping students with practical skills, strengthening community connections, and helping ensure the industry is prepared for the future.

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