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Opportunity to shadow positions such as Signal Supervisor, Signal Construction Supervisor, Signal Maintainer, Signal Manager, and Director of Signal to gain boots on the ground experience.
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Lead the business development, proposal, and project management activities alongside our Local Agency Client Service Manager and Illinois Director of Transportation on Stormwater, Roadway, Structural, and Construction projects for our targeted local public agency clients in the Chicago office.
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The process diverts money already being spent on utilities and directs it into facility upgrades, covering scope development, design, bidding, construction management, commissioning, measurement and verification, and even ongoing energy management services.
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The Marketing/Proposal Specialist reports to the Midwest Area Marketing Manager as the key marketing partner to the IPD Business Development Director and IPD Project Developers.
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Work with Regional Business Line Leader and Director of Growth for West Coast, Division Managers, and Pacific Northwest Business Development Leader on development of sales, strategies and opportunities.
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Related experience may include: Operations Manager, Sales Manager, Director of Sales, Director of Operations, District Manager, Rental Manager, Store Manager, Business Development Manager.
$112,941.4 a yearFull-timeExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
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Director, Business Development and Capture Management - EMERGING MARKETS GROUP Akima is not just another global enterprise and federal contractor. Akima is seeking a dynamic, innovative, experienced IT Business Development Executive in support of its Emerging Markets Group (EMG.
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Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent work experience SHRM-SCP or SPHR certification is highly desirableMinimum of 4 years of HR Management experience, preferably in the construction or telecommunications industryAbility to travel within the market as needed (estimated 10-20% of the time.
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The Sunbelt Rentals branch manager is titled "Profit Center Manager" because the role is responsible for the overall direction, coordination, and evaluation of the rental center business unit.
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Associate or Bachelor degree in construction management or business, computerized maintenance management systems, fleet management experience, service station operations, spill control, underground and above storage tanks, safety accreditations.
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Desired – We hope you have a Bachelor’s degree in Construction Management, Architecture, Engineering, Business Administration or Environmental Science and any of the following certifications/licenses: Project Management Professional (PMP), Professionals Engineer (PE), Registered Architect (RA), and/or Certified Construction Manager (CCM.
$218,356 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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On the HR Consulting team reporting to Director HR Consulting, you will develop strategic relationships within the Development and Architecture, Design and Construction business functions to contribute to client short and long-term strategic objectives from a people perspective.
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The Program Manager for the Critical Industrial Technologies Initiative, reporting to the Director, Strategic Programs, will play a pivotal role in advancing the commercialization and adoption of critical technologies in key sectors—mining, advanced manufacturing, construction, and agri-food.
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Support the Project Executive, Project Superintendent and Project Manager to support development of logistics plans and schedules during pre-construction and early project activities.
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A valid Construction Manager (CCM) credential by the Construction Manager CertificationInstitute (CMCI) Assists the Facilities Asset Development Director in the development of project scope andcoordination of architectural planning, design, funding, and development of school facilities.
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FEATURED BLOG POSTS
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.