Construction Superintendent – Traveling
What we're looking for in you
- Bachelor's degree in Engineering or equivalent combination of technical training and/or experience
- Minimum of eight years supervisory experience in similar facility construction technology, methods, equipment, tools, and work procedures required.
- Advanced understanding of construction scheduling and cost control
- Ability to supervise large groups
The purpose of your role as a Superintendent
As a Superintendent, you will schedule, coordinate, and supervise craft employee activities. May involve supervising one or more trade groups (electricians, boilermakers, carpenters, etc.) working in a particular construction discipline (civil, structural, electrical, etc.).
- Plan and Supervise Assistant Superintendent and/or craft activities. Includes determining method of construction, manpower levels, material quantities, equipment, temporary power sources, work schedule, and documenting actual hours worked.
- Coordinate assigned work with work of different crafts, company departments, or other contractors.
- Maintain liaison with engineering, estimating, and planning to ensure work complies with drawings, specifications, and schedule.
- Assist in resolving construction problems (lack of productivity, work interfaces, etc.) as required.
- Monitor craft compliance with project safety program requirements; Document and ensure corrective measures are implemented.
Your life at Harris
As one of the country's leading mechanical contractors, Harris offers you the best of both worlds: the stability, resources and opportunities of a national company, and the team culture, creative spirit and customer loyalty of a local business. If you thrive on variety and new challenges, we want to meet you!
From stadiums to manufacturing facilities, power plants to hospitals, concert halls to classrooms, we handle projects of all sizes and complexity from multiple regional locations across the country.
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.
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