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Hensel Phelps Center of Excellence (CoE) Manager in Westminster, Colorado

Description

Compensation Range:

$125,000-$137,500

Any Employment Offers are Contingent Upon Successful Completion of the Following:

Verification of Work Authorization and Employment Eligibility

  • Substance Abuse Screening

  • Physical Exam (if applicable)

  • Background Checks for Badging/Security Clearances (if applicable)

About Hensel Phelps:

At Hensel Phelps, we bring our clients’ vision to life with a comprehensive approach that begins with innovative planning and extends throughout the life of the property. Our expert development, construction and facility services teams ensure that every project meets our clients’ goals and objectives.

Over our 84-year history, Hensel Phelps has evolved from a bid-build general contractor to a full-service building provider. Our organization is comprised of three lines of business – development, construction, and facility services. These groups work as a cohesive team, sharing ideas and knowledge from each discipline to provide our clients with the highest level of service. Our capabilities span from concept through the long-term facilities management of projects, which means that our focus is on the complete life cycle of each project we build.

Hensel Phelps Facility Services Group is uniquely qualified with decades of facility experience. The Facility Services Group specializes in facility solutions, building systems integration, specialized construction, and facility management. Our team provides best-in-class operational solutions with technical knowledge and subject matter experts of building systems, envelopes, campus, and client operations.

Position Description:

This Center of Excellence Manager is responsible for managing the development of the Hensel Phelps Services (HPS) Center of Excellence, driving performance through purposeful initiatives, guidance, and oversight to ensure that HPS achieves its strategic objectives.

Position Qualifications:

  • Bachelor’s degree in engineering or construction management from four-year college or university, or equivalent combination of education and related experience.

  • 8+ years’ in relevant area of expertise.

  • Solid communication skills including the ability to navigate difficult conversations.

  • Detail oriented with excellent organizational skills.

  • Strong problem-solving skills.

  • High computer proficiency including Microsoft Office Suite, CMMS Software, and PowerBI.

  • Excellent analytical and quantitative skills.

  • Can analyze and interpret data with the purpose of discovering trends and patterns to make informed business decisions.

  • High emotional intelligence and able to lead a team of diverse members.

  • Able to lead and direct multiple projects simultaneously.

  • Creative thinker and able to able to solve problems effectively as they arise.

Essential Duties:

  • Develop standardized operating processes and procedures across all HPS Facilities Solutions to improve efficiency and effectiveness of all implemented projects.

  • Define clear objectives and goals for project completion. Monitor progress and adjust priorities as needed.

  • Responsible for the data management of all HPS Facilities Solutions projects including development of reports to deliver data in a consolidated manner.

  • Analyze and interpret relevant project reports to show department initiatives and impact.

  • Responsible for the development, implementation, and training of facility warranty software.

  • Lead, manage and develop Facility Solutions Associates and CoE Associates to ensure a strong team which supports the Center of Excellence work.

  • Provide on-going continuing education and training for self and team members to support team development and project success.

  • Coordinate with all Services departments for development and review of cross functional project deliverables to ensure alignment and clear path forward.

Benefits:

Hensel Phelps provides generous benefits for our fulltime employees. This position is eligible for company paid medical insurance, life insurance, accidental death & dismemberment, long-term disability, 401(K) retirement plan, and our employee assistance program (EAP). Employees are also eligible for employee paid enrollment in vision and dental insurance, as well as optional participation in a flexible spending account (FSA) for Dependent Care. Hensel Phelps also believes in the importance of taking time to recharge. As a result, employees are eligible for paid time off beginning upon hire. Employees are also eligible for a company cell phone or cell phone allowance in accordance with company policy.

Equal Opportunity and Affirmative Action Employer:

Hensel Phelps is an equal opportunity and affirmative action employer. Hensel Phelps shall not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, age, national origin, sexual orientation, gender identity and expression, domestic partner status, pregnancy, disability, citizenship, genetic information, protected veteran status, or any other characteristic protected by federal, state, or local law.

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. 41 CFR 60-1.35(c)

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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. 41 CFR 60-1.35(c)

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