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Reporting to the PMA Project Manager, the Site Superintendent role is responsible for on-site observations and daily reporting on progress, as well as monitoring and coordinating onsite testing, inspection, and commissioning services during the construction phase of the project.
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We are seeking an applicant for the position of Project Manager of Cancer Outreach and Wellness Initiatives for the Montefiore Einstein Comprehensive Cancer Center under Alyson Moadel-Robblee, PhD, Deputy Director of Community Engagement and Cancer Health Equity.
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The Project Manager (PM) is responsible for the overall administrative, technical, financial, and resource management of the project from the initial bid preparation through project completion.
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The Project Manager - Electrical is responsible for planning and overseeing the electrical scope of work to ensure a timely and cost-effective outcome. The Project Manager - Electrical is in charge of the Project Team responsible for the Electrical Package SOW within a large project.
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The Project Manager will also define the project’s objectives and oversee quality control through completion delivering superior value to our client(s). A Project Manager is responsible to plan, execute, and finalize construction project(s) according to strict deadlines and within budget.
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BNA is seeking an experienced Project Manager Design -Electricial to join their team. Serves as primary liason with Nashville Electric Service for all project related electrical services.
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As a Project Manager, you will manage and contribute to advisory engagements under our CC Insights Platform and the scaling up of our lending operations to meet portfolio growth. The Project Manager will join a growing, fast-paced team with opportunity for growth.
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10+ years of past relevant experience in the power and/or industrial sector as a project manager. Project teams in our Energy & Industrial Group (EIG) support industry-leading projects in power generation, plant design, environmental compliance, mid/downstream oil & gas, and multi-disciplined industrial projects.
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TRC is currently hiring for a Project Manager for our Geotechnical Division in our Richmond, VA office. TRC is currently seeking a Project Manager to join our Construction Materials Testing Division.
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Assume additional responsibilities as directed by senior project manager, operations manager, or director of business operations. Responsible for working with senior project manager and superintendent to provide project cost forecasting, monthly cost to complete development, and accuracy of reporting.
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Leads reflective assessments at the end of each field season, supports coordinated planning for next season with the Project Manager and other key staff. Leads (or co-leads with the Project Manager) onboarding of new Redwoods Rising team members, as needed.
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The role of the Project Manager is to estimate, plan, execute, invoice and finalize projects according to published deadlines and within budget. Ability to support the Sr. Project Manager or Regional Operations Manager in leading, developing and managing field employees.
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The successful candidate will possess well-rounded attributes that make him/her a great Communicator, Negotiator, Financial Manager, Risk Manager, Scheduler, Mentor/Coach/Team Motivator, Technical Specialist, and Quality Controller; while demonstrating passion and enthusiasm for project management, business development, client management, team management, and practice leadership.
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The Survey Project Manager requires technical staff and proposal management. This position is responsible for planning and directing project schedules for a variety of clients in the public and private sectors.
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Seeking a Project Manager on-site that can travel to various locations across Manhattan, Queens, Brooklyn, and the Bronx. Construction Project Manager (NYC Boroughs) Project Manager: Must have prior NYC ground up construction experience.
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Title: project manager Company: Pma Consultants
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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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?
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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.
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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.
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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.