Project Manager - Education/Public Work (Howard S. Wright)

Summary
Howard S. Wright, a Balfour Beatty company, is seeking a Project Manager with experience in education and/or public work construction in Seattle, WA. If you have a passion for what you do, a strong drive to achieve results, the ability to solve problems creatively, and a dedication to client service and relationship management, come join us.
The Project Manager is responsible for the overall direction, completion, and financial outcome of a construction project. In this position, the incumbent directs and supervises activities related to contract administration, change orders, submittals, procurement, project financial projections, and schedule requirements to ensure projects are completed with quality, profitable, adhering to our Safety/Zero Harm culture.
Essential Functions

Project Financial Analysis
Preconstruction Coordination
Project Scheduling
Project Administration, Operations, and Close-out
Promote Customer and Community Relations
Foster Positive Culture, Leadership and Employee Development

Minimum Requirements

B.S. in Construction Management, Engineering, or related field
Nine years of experience in project management
Five years of MEP experience
Three years of direct supervisory experience
Experience with project manager software (Constructware, P6, Timberline, etc.)
Experience with cost projection, financial analysis, budget reviews, labor reports
Experience with JD Edwards or similar construction application(s)
Preferred experience in education or public works construction

The base compensation range for the role posted above is $135,000 - $150,000 annually.
This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee's pay position within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, any collective bargaining agreements, and business or organizational needs.
No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, incentive, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law and any applicable plan documents.