Compensation Range (San Francisco Bay Area )

• Base Salary: $99,000 - $130,000 
• Cost of Living Adjustment (COLA): $45,000 Annually 
• Base Salary COLA: $144,000 - $175,000 Annually 

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 (if applicable)

About Hensel Phelps:

Founded in 1937, Hensel Phelps specializes in building development, construction and facility services in markets ranging from aviation to government, commercial, transportation, critical facilities, healthcare and transportation. Ranked #1 in aviation and #12 overall general contractor in 2021 by ENR, Hensel Phelps is one of the largest employee-owned general contractors in the country. Driven to deliver EXCELLENCE in all we do and supported by our core values of Ownership, Integrity, Builder, Diversity and Community—Hensel Phelps brings our clients’ visions to life with a comprehensive approach that begins with innovative planning and extends throughout the life of the property.

Position Description:

• The project manager (PM) is the Company's "management representative" and 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. It is his or her responsibility to initiate required action to achieve these objectives and to ensure all project activities are consistent with contract documents and the Company’s policies. The PM's duties will vary as required to support the project team. 
• The PM and superintendent will work as a complementary team where the sum of their efforts is greater than their individual efforts. The PM's first responsibility is to support the effectiveness of the superintendent and the project staff. Generally, the PM will concentrate on long-term planning, scheduling, and the identification and resolution of possible "roadblocks" and "pitfalls" which could have an impact on the project. The PM is also responsible for ensuring that all logistical support is completed in a timely manner so that the superintendent can concentrate on the daily and weekly direction of the Company's resources and coordination of subcontractors.

Position Qualifications:

• Bachelor of Science in Construction Management, Engineering, or similar field with a minimum of five to ten years commercial design-build project management or construction management experience.
• Must have a valid Driver’s License. 
• Solid problem-solving skills.
• Exhibits consistent and competent judgement.
• Ability to work independently and with other team members.
• Excellent communication skills (verbal and written).
• High attention to detail while working under deadlines and managing multiple priorities.
• Strong working knowledge of Microsoft Office skills, Primavera P6 or Asta, Prolog and Bluebeam.
• Must possess the ability to strategically allocate resources and effectively manage assets.
• Proven management capabilities having demonstrated the ability to delegate tasks and motivate direct reports.

Preferred Qualifications:

• OSHA 10 and/or OSHA 30

Essential Duties:

• Safety - The primary responsibility for job safety rests with the superintendent, but it is the project manager's responsibility to 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.
• Pre-job Planning and Mobilization.
• Purchasing Responsibility - Most major purchasing is accomplished by the Estimating Department, but the ultimate total project contracting responsibility rests with the project manager. The three most important points in good subcontract writing are (1) Scope; (2) Scope; and (3) Scope.
• Scheduling
• Customer/Owner Relations - Regularly visit with the customer and Architect/Engineer and probe for problems which may not be obvious to jobsite personnel. Maintain open communications.
• Submittals – Ensure project and office engineers have the knowledge, ability and workload to properly review and process submittals in a timely manner. This includes having a Submittal Transmittal and Delivery Log to accurately track the submittals.
• Expediting of vendors and subcontractors. 
• Progress Payments from Owner and to Subcontractors.
• Change Orders and Change Estimates.
• Cost Reports - Weekly and monthly review (study) of job cost reports and preparation of monthly analysis.
• Carefully analyze cost and schedule problems and initiate alternatives which will cause a course correction.
• Quality Control and Commissioning - Ensure the Quality Control Plan is set up for the project; set the tone for enforcing the quality standards for the project by attending and participating in the buyout and pre-mobilization meetings; and be alert to a deviation from our quality standards and ensure proper corrective action is initiated. Also implement the Commissioning Manual to ensure a properly function building.
• Personnel evaluation, development, and retention.
• Recruiting of salaried personnel.
• Ensure the Book of 14 is continuously updated and reviewed by the project team.
• Each month the list of subcontractors on each project should be reviewed and any unusual (good or bad) situations developing with a subcontractor should be reported to the operations manager. Such items as performance, information regarding financial stability, and problems on other Company projects should be considered. This information is generally recorded in the Book of 14 and on the Margin Analysis.
• Working knowledge of how the VDC Scope of Work, VDC Execution Plan, and VDC deliverables align to the overall project planning strategies (i.e., procurement, schedule, manpower, cost/budget, risk, Trade capabilities, Trade buy-out, FM/Operational data requirements, and contractual obligations). Ability to review and navigate within the current 3D Model viewing software and collaborate with the VDC team.

Benefits:

Hensel Phelps provides generous benefits for our salaried employees. This position is eligible for company paid medical insurance, life insurance, accidental death & dismemberment, long-term disability, 401(K) retirement plan, health savings account (HSA) (HSA not available in Hawaii), and our employee assistance program (EAP). It also is 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, salaried employees are eligible for paid time off beginning upon hire. Salaried positions (project engineers and above) participate in an annual bonus plan, subject to company and employee performance. Salaried employees (this is all salaried employees) are also eligible for a company cell phone or cell phone allowance in accordance with company policy. Further, salaried employees (project engineers and above) also receive either a vehicle or vehicle allowance in accordance with Hensel Phelps’ policies. 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)