Survey Party Chief at Ardurra Group, Inc. in San Antonio, Texas

Job Description:

Ardurra is seeking a Survey Party Chief to join our staff in San Antonio, TX.

Primary Function

The survey party chief supervises the work performed by surveying groups in the field. As a supervisor, the survey party chief is first involved in the planning portion of ground surveys. Surveying is a crucial early step in the construction of buildings, roads, bridges, and other structures.

 Primary Duties

• Accurate surveys of potential construction sites play a key role when determining design, costs, planning processes, and even the feasibility of a potential project.


• They research previous surveys and any relevant building documentation for the plot of land for the current survey.


• The chief then schedules how many surveying parties will be needed and creates a plan for accurate determination of distances, gradients, and other necessary components of a useful survey.

Education and Experience Requirements

• Supervise their staff on the job site, ensuring that proper procedures and accurate reporting occurs and that supporting photographic analysis is collected.


• Conduct surveys and once all necessary findings are collected, the chief ensures data is accurately reported to engineering, architecture, and/or design teams as required.


• Train all new personnel; they will also may be involved in the interview process for positions in the surveying department.


• High school diploma or equivalent is required.


• Typically 3 to 5 years of experience in surveying is required for this role.


• Individuals performing surveying work should expect to do a lot of their work outdoors, although planning and reporting work takes place in an office setting.


• Travel is required to conduct surveying work on-site.

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Why Ardurra?

While Ardurra offers competitive compensation and rich benefits programs, it is our culture that truly sets us apart from our peers. We nurture a family-like culture, striving to create a work environment that is enjoyable, challenging and rewarding but also fun. We are acutely focused on developing our staff, whether through our internal Ardurra Academy or through our industry-leading Leadership program. We have made a deliberate and focused commitment to nurture a people-centric culture where people are: valued as individuals; supported in their professional and career development with multiple, varied career paths; provided the tools and resources to be successful, engaged, and satisfied in their work; and positive benefits, time-off programs, and flexibility to help maintain a healthy balance between work and home.
Ardurra is an Equal Opportunity/ Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, gender identity or sexual orientation.

NOTICE TO THIRD PARTY AGENCIES:

Ardurra does not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Agency Agreement, Ardurra will not consider or agree to payment of any referral compensation or recruiter fee. If a resume or candidate is submitted to any hiring manager without a previously signed agreement, Ardurra reserves the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. These candidates will be considered property of Ardurra. We’re not currently looking to add any more agencies to our list of approved vendors, so please do not contact any of our managers or recruitment team with sales calls or details of your candidates.

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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