Description

Join Our Team: Seeking Experienced Construction Superintendent with Low Voltage Expertise. At Hensel Phelps, we are dedicated to excellence in construction, and we are excited to announce a new opportunity to join our dynamic team. We are currently seeking applications for the role of Construction Superintendent with a specialized focus on low-voltage systems. If you are a seasoned construction professional with expertise in low-voltage technology, we invite you to be part of our forward-thinking organization. As a Construction Superintendent with Low Voltage Expertise, you will play a crucial role in overseeing and managing construction projects that incorporate advanced low-voltage systems at NIH in Maryland.

Join us as we continue to push the boundaries of construction excellence and deliver innovative solutions to our clients. Your skills and passion for low-voltage systems will help us build a brighter future. Apply today!

Any Employment Offers are Contingent Upon Successful Completion of the Following:

• Verification of Work Authorization and Employment Eligibility

• Substance Abuse Screening

• Physical Exam (if applicable)

• Background Checks for Badging/Security Clearances

Culture Index ™ Survey Request:

To better assess your fit for the job, navigate to the below link and complete the Culture Index™ Survey that matches the job you have applied for. It should take between 5-10 minutes to complete. If an accommodation is needed, please reach out to HumanResources@henselphelp.com. We will be in touch following your response.

About Hensel Phelps:

At Hensel Phelps, we bring our clients’ vision to life with a comprehensive approach that begins with innovative planning and extends throughout the life of the property. Our expert development, construction and facility services teams ensure that every project meets our clients’ goals and objectives.

Over our 84-year history, Hensel Phelps has evolved from a bid-build general contractor to a full-service building provider. Our organization is comprised of three lines of business – development, construction, and facility services. These groups work as a cohesive team, sharing ideas and knowledge from each discipline to provide our clients with the highest level of service. Our capabilities span from concept through the long-term facilities management of projects, which means that our focus is on the complete life cycle of each project we build.

Hensel Phelps Facility Services Group is uniquely qualified with decades of facility experience. The Facility Services Group specializes in facility solutions, building systems integration, specialized construction, and facility management. Our team provides best-in-class operational solutions with technical knowledge and subject matter experts of building systems, envelopes, campus, and client operations.

Position Description:

The Construction Superintendent (CS) is responsible for the safe completion of his/her projects within budget, on schedule, to the company's quality standards, and to the customer's satisfaction. Responsibilities are typically safety compliance, craft supervision and production, subcontractor coordination, scheduling, material handling, daily reports, quality control and craft training. The CS's duties will vary as required to support the project team.

Position Qualifications:

• 7-10 years’ experience in construction related field, including staff leadership and management.

• Valid driver’s license.

• Must be able to function as part of a high-performance team.

• Excellent working knowledge of construction methods, facilities operations and building systems.

• Familiarity with strategic planning.

• Ability to work collaboratively in mobile work environment.

• Software proficiency in MS Office 365 (Excel, Project, Word, SharePoint) and Adobe Suite) and report writing applications.

• Effective written and verbal communication skills.

Preferred Qualifications:

• Bachelor’s degree in construction management, Engineering, or Business. Professional accreditations, including DBIA, LEED, etc.

Essential Duties:

The following is a list of the primary tasks of the Construction Superintendent, some of which may be delegated to jobsite personnel, but which require his or her close supervision:

• Safety - The primary responsibility for job safety rests with the Superintendent. Ensure safety is properly incorporated into job planning and execution; promote accountability among staff members and subcontractors as it relates to the project safety policies; and enforce these policies by actively participating in all safety-related functions.

• Quality – The Superintendent is responsible for all quality control on the project, both Company and subcontractors. Any repetitive quality problems with a subcontractor or vendor should be called to upper management's attention. The Company has a policy and past record of providing high quality work and this high-quality standard is to be maintained on each project.

• Job Planning - Development and implementation of the pre-job plan. Make course corrections to the plan as required. Create material handling and site utilization plans.

• Scheduling - Participate in the project scheduling to the extent necessary to ensure that it is "his/her schedule" and that it complies with the job planning.

• Mobilization - Complete specific tasks as assigned in pre-job planning sessions.

• Coordinate and supervise all Company work forces on the project including employment of laborers and craft persons. The Superintendent has the authority to hire and fire all hourly paid personnel under his or her direct supervision. This also includes the indoctrination of Foreman and holding them accountable.

• Develop Assistant Superintendents, Coordinators, Engineers, Foremen and craft persons.

• Personnel evaluation, development, and retention. The Superintendent will be consulted in the assignment of salaried staff. He or she is responsible for defining what is expected of (goal setting), providing feedback to, and evaluating salaried personnel under his or her direction. He or she is to recommend promotion, transfers, or termination according to the project's needs and personnel evaluations.

• Recruiting of salaried personnel as time permits.

• Coordinate and schedule all subcontractors – Hold weekly scheduling meetings with all subcontractors’ Foremen.

• Develop forms detailing and special construction methods for job efficiency.

• Maintain accurate time keeping and cost records.

• Study labor recaps and cost controls carefully to determine areas needing special attention and initiate changes and procedures to bring costs back into budget.

• Expedite vendors and subcontractors on a daily and weekly basis. Use the Construction Manager for assistance with major or unusual delivery performance problems.

• Material Receiving - Be sure that material received is properly inspected for quantity and quality, and that the receiving tickets are properly signed and coded and given to the Jobsite Administrator.

• Equipment - Equipment needs should be reviewed with the Project Manager and General Superintendent and the Corporate Support Department Manager. Emphasis should be given to utilization of Company owned equipment. The Support Department will initiate the purchase of any capital equipment (in excess of $5,000), if required. If the equipment is not available from Company sources, the Superintendent may rent as required. Special effort should be made to minimize outside equipment rentals.

• Owner Relations – Participate in the Owner/Architect/Contractor meetings. Along with the Project Manager, ensure Owner and Owner’s Representatives are aware of changes to schedule, potential conflicts, etc.

• Be sensitive to special requirements of the customer or neighbors to ensure satisfactory relations.

• Maintain Project Logs.

Benefits:

Hensel Phelps provides generous benefits for our fulltime employees. This position is eligible for company paid medical insurance, life insurance, accidental death & dismemberment, long-term disability, 401(K) retirement plans, and our employee assistance program (EAP). Employees are also eligible for employee paid enrollment in vision and dental insurance. Hensel Phelps also believes in the importance of taking time to recharge. As a result, employees are eligible for paid time off beginning upon hire. Employees are also eligible for a company cell phone or cell phone allowance in accordance with company policy. Based on position location, a cost of living adjustment (COLA) may also be included (subject to periodic review and adjustment).

Equal Opportunity and Affirmative Action Employer:

Hensel Phelps is an equal opportunity and affirmative action employer. Hensel Phelps shall not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, age, national origin, sexual orientation, gender identity and expression, domestic partner status, pregnancy, disability, citizenship, genetic information, protected veteran status, or any other characteristic protected by federal, state, or local law.

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)

#LI-RK1 / #BethesdaMD

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)