Posted in Other 30+ days ago.
Type: Full Time
Description
Harry Pepper has an opening for a Project Manager, to join their team supporting the Pump Station Division on the Everglades Restoration Program. This Project Manager (PM) will handle all financial responsibilities of the project, including Purchasing, Budgeting and Scheduling. The PM will periodically update the project schedule (Primavera) and report on the job progress, as well as the job cost projections. The PM will work in liaison with the Owner (USACE) and will be responsible for all changes and negotiations. The PM will report to the Sr. PM and will have the following direct reports: Assistant Project Manager, Project Engineer, Superintendent, and a dotted line to the QC Manager.
The PM's performance is based on the profitability of their project, keeping the project on schedule, and the reputation they build with the client.
Qualifications:
-Bachelor's degree in Civil, Structural, Electrical or Mechanical Engineering, or in Construction Management is preferred
-Minimum of 5 years of experience as Project Manager on Pump Station projects (federal and state project experience is preferred)
-Minimum of 5 years of experience working on Pump Station projects over $20 million in value
-Must have experience with P6 Software, Revit, AutoCad, Bluebeam
-Must have proven track record of safe projects
-Must have proven track record and strong performance evaluations by their customers
*The best candidates are those with large SFWMD Pump Station projects.
We offer our employees a competitive salary and comprehensive benefits package and are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer/Veterans/DisabledQualifications
Education
Bachelors of Engineering (required)
Experience
5 years: Project Manager on Pump Stations (preferred)
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c).
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