Policy Talent in the U.S. Energy Transition: Navigating a Shifting Incentive Landscape
The U.S. energy transition hinges increasingly on policy, not just in principle, but as a determinant of business viability. What once was largely about tech and financing now depends heavily on legislation, tax credits, regulatory clarity, and political will. But whereas policy under the Inflation Reduction Act (IRA) once felt like a reliably expanding playbook, recent developments such as the One Big Beautiful Bill Act (OBBBA) have introduced real uncertainty. This only boosts demand for top-tier policy and regulatory talent.
At RE+ 25 in Las Vegas, one theme came through loud and clear: resiliency. As Drew Lebowitz, PE, Principal and Managing Director of Portland-based PowerSwitch, put it:
“Despite the efforts in Washington to quash the renewables industry, RE+ 25 proved that our most important skill is one we’ve been honing for 20+ years: resiliency.”
That spirit of resiliency is shaping how companies think about the next phase of growth under the IRA, OBBBA, and related regulations.
Why Demand Is Rising — With New Risks
At its peak, the IRA unlocked tens to hundreds of billions in incentives for clean energy technologies, carbon capture, renewable power, batteries, hydrogen, and electric transportation (Brookings, Energy.gov, Treasury). These incentives, plus loan guarantees and other funding tools, promised a massive market expansion.
However, the OBBBA and subsequent IRS guidance have added layers of complexity. FEOC definitions are deliberately broad (Arnold & Porter), domestic content thresholds are ratcheting up, and “begin construction” deadlines are now critical (Steptoe).
Because the future of some incentives is less certain, companies know that simply relying on existing rules is risky. They need people who can monitor not just what policy is, but what might change, capable of scenario planning, policy risk assessment, and rapid adaptation.
The Political / Regulatory Landscape & Instability
The U.S. regulatory environment remains fragmented and politically volatile:
Federal vs State: While federal incentives set a baseline, implementation is often at the state or local level. Rules vary widely, and some states may roll back or adjust incentives depending on political control.
Election-driven changes: With shifts in executive or legislative control, parts of the IRA and OBBBA are vulnerable to repeal or narrowing via vehicles like the Congressional Review Act (Brookings, Rabobank).
Pressure on provisions: Clean vehicle tax credits, domestic content requirements, and bonus credits for low-income communities are under particular scrutiny (Rabobank).
Thus policy talent isn’t just about knowing what exists, it’s about understanding what is stable, what may shift, and preparing commercial plans that can survive regulatory turbulence.
Hiring Trends in Response
Because of these uncertainties, hiring for policy & regulation roles is accelerating and changing shape:
Scenario strategists: Analysts who can model different policy outcomes and risk-adjust commercial plans.
Public-agency veteran hires: Former regulators, tax counsel, people with experience inside rulemaking processes.
Closer integration with finance and legal teams: Because policy changes affect tax credits, transferability, eligibility, and investment returns, policy roles are being woven deeply into deal structuring.
Greater attention to documentation: To ensure projects initiated under earlier rules are not penalized if incentives change.
From Support to Core Commercial Function
Policy teams are no longer a backroom function. Key decisions about where to site projects, whether to enter certain markets, and whether to build vs partner all depend on regulatory certainty. A shift in eligibility or credit value can alter project returns materially; businesses need policy insights early.
This was echoed at RE+ 25, where battery storage took centre stage. Storage isn’t just about technology, it’s about navigating incentive structures, FEOC rules, and domestic content requirements that decide which projects get financed. As energy writer Dave Margulius observed:
“If solar panels are the face of clean cheap power, battery storage is increasingly the heart, the brains, and the courage… Batteries don’t just improve the economics of individual grid assets; they serve as market makers for the entire grid, balancing real time supply and demand, killing peaks, and providing resilience.” (davemargulius.com)
In other words, policy talent is now central to unlocking the promise of storage. Without mastery of eligibility rules and shifting definitions, even the best storage technology cannot deliver its full value.
Key Skills Sought & Company-Stage Differences
Depending on the company’s growth stage, different skills are in demand:
Early-stage companies: Generalists who can map incentive regimes across states, identify where rules are changing, and evaluate where to start projects.
Growth / scaling companies: Specialists in tax law, regulatory compliance, permitting, incentive capture, and managing cross-jurisdiction risk. At this stage, structuring financing around credits and navigating FEOC restrictions are essential.
Large / corporate players: Senior policy leaders who can influence federal rulemaking processes, lead coalitions, engage with Treasury, DOE, IRS, EPA, and manage political risk.
Across all stages, key competencies include policy modelling, legal understanding of tax credits, stakeholder engagement, political risk analysis, and ability to pivot.
Consequences of Not Having Strong Policy Talent
Without this expertise, companies risk:
Miscalculating project economics if a credit or incentive gets reduced or revoked.
Getting locked out of credits due to missing certification or eligibility rules.
Slower permitting or project delays because regulatory coordination is poor.
Investor hesitation, because backers may see regulatory risk as unresolved.
Losing competitive advantage to firms who lock in before unfavourable changes.
Conclusion
In the U.S., the demand for policy and regulation talent in the clean energy sector is no longer just about supporting growth, it’s about safeguarding it amidst legislative shifts.
As RE+ 25 demonstrated, resiliency is the industry’s defining skill. Companies that anticipate change, hire talent capable of navigating policy risk, and build flexible, resilient strategies will be far better positioned. For talent, the upside is significant: growing influence, seniority, and opportunity. But there’s increased pressure too: expertise in recent rule changes, the ability to forecast shifts, and a mix of legal, political, and financial acumen are more rare and more valuable than ever.
Ultimately, policy talent now operates at the heart of U.S. energy transition strategy, not just as a compliance layer, but as a crucial lever for commercial success in an uncertain, evolving regulatory world.
