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Using your knowledge of power delivery markets, published information, and client intel you’ll work with our business centers and our Integrated Design Team to forecast demand for both existing (e.g., substation physical design) and new service offerings (e.g., extra high voltage transmission lines, undergrounding of transmission lines, Project Management/Construction Management (PMCM), etc.
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Ability to produce professional presentation decks using MS PowerPoint Strong interpersonal and team management skills Strong analytic and data background; ideal candidate will have Tableau, Power BI, Alteryx skills.
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Desired QualificationsMaster's of Science in Engineering from an ABET accredited programFour (4) years prior engineering experience or related project/program management experiencePrior distribution, transmission, circuit modeling, etc.
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AITC provides expert support in Information Systems Design, Cyber Security, Strategic Planning, Program and Project Management, Security Risk Assessment, and Logistics for Federal, State and Local Governments and public sector market.
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This role involves strategic collaboration with stakeholders, senior management, and cross-functional teams to propel project success and align with organizational goals. Oversee the collaborative efforts among firm disciplines, project management teams, and business development teams.
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Professional Engineer, Project Management Professional, Certified Energy Manager, and/or Licensed Electrical, Building, or Public Utility Contractor. This position has single point accountability, or can possibly be under the general direction of a Project Director or Senior PM. The Project Manager II (PM-II) position is responsible for the management, or the assistance of managing, all phases of project planning and execution to ensure all project success factors are met, including but not limited to scope, schedule, cost, quality, environmental, safety, communications, security, and integration.
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This role will serve to interface between the T&D Engineering group and other stakeholders such as project planning, environmental, permitting, and construction management. Westwood Professional Services, Inc. is seeking a Lead Transmission Engineer to join our team in our team.
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A Project Management Professional (PMP) certification and Agile Certified Practitioner (PMI-ACP) is a huge advantage. Project Management Professional (PMP) certification is a plus.
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Experience leading an engineering team, demonstrating proficiency in resource management and delegation of engineering tasks. Professional disposition and the ability to be open-minded when it comes to planning and execution of projects being worked on by staff.
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Project Management: Lead and manage Power BI projects, ensuring timely delivery and alignment with business goals. Project management skills are an asset. Seeking a highly skilled and experienced Senior Power BI Developer with deep expertise in DAX, the ideal candidate will be responsible for designing, developing, and deploying business analytics dashboards using Microsoft Power BI. This role requires a professional who is passionate about data, has a strong analytical mindset, and possesses advanced proficiency in DAX.
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High Level Project Coordination or Project Management - 6 months. Specific Areas of Experience: Land Development, Site Geometry, Utility Services and Main design, Site Grading, Storm Drainage design, Stormwater Management, Stormwater Pollution Prevention design, and Local Agency Code Analysis and Implementation in Design - 5 years.
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Perform sub-professional civil engineering work in the office and field inspection work related to civil engineering and construction projects. Maintain project documentation related to civil construction scope, design, schedule.
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Current Project Management Institute, Project Management Professional certification. Experience generating government proposal artifacts such as technical solutions, staffing plans/rationales, program/project management approaches, past performance narratives, and other proposal elements.
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We offer competitive benefits as well as in-house career and professional skills development through QualU, while providing job opportunities in power systems engineering, field services, and turnkey project management.
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FEATURED BLOG POSTS
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.
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.