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Kimley-Horn Senior Project Manager- Aviation in Denver, Colorado

Description

Kimley-Horn is seeking a Senior Civil Engineer/Project Manager to join our ENR Ranked #5 Aviation practice and continue to develop and expand the firm's presence in Colorado.

Our team of Aviation experts across the firm covers the full gamut of aviation services: planners who understand everything from economic impact studies and risk assessments to systems and master planning; designers who can handle airside, landside, and parking; environmental experts who can navigate tough regulatory landscapes; and specialty support from pavement management to security design and program support services.

The qualified individual will In this position, you will lead the growth and development of the Denver Aviation office. The successful candidate will lead the marketing efforts through existing relationships along with partnering to develop new relationship with key clients. You will have the opportunity to lead, develop and deliver projects of varying sizes and complexity, initiate and maintain client contact and assist the team in winning the work. With our one-profit center approach, markets are not limited by geography but driven by relationships. A great deal of autonomy is required to lead, direct, and grow your business.

Qualifications:

  • Bachelors Engineering degree in Civil Engineering or other professionally recognized equivalent disciplines from an accredited ABET university

  • 10+ years of experience with along with strong technical foundation within the design of airport-related facilities

  • Colorado PE registration or ability to obtain within 6 months

  • Strong client management and business development skills and ability to nurture new relationships

  • Working knowledge of FAA design guidelines

  • Effective team builder will foster teamwork, can set priorities, and define expectations

  • Ability to manage multiple clients and help grow aviation team along with looking for opportunities to cross-sell services with other staff

  • Team player

Benefits:

  • Industry leading 401K match

  • Medical and Dental and vision

  • Generous Bonuses based on individual impact and overall profitability

  • Holiday Pay

  • Ownership potential

  • Paid Time Off

  • Teamwork awards

  • Training & Development Programs throughout your career

  • A company culture that provides an opportunity for you to flourish

Why Kimley-Horn:

We are a full-service consulting firm that provides a wide range of infrastructure and land development planning and engineering services to both public and private clients. Though we have more than 4,500 employees in over 90 offices, we pride ourselves on our small-company feel.

At Kimley-Horn, we do things differently. People—clients and employees—are at the forefront of our business. Clients know we are laser-focused on their success. Employees know our culture at https://www.kimley-horn.com/join-our-team/working-at-kimley-horn/ and approach to business at https://www.kimley-horn.com/about-us/client-service/ are built on a desire to see our staff flourish, one and all. Both groups know that with Kimley-Horn, they can expect more and experience better.

Our commitment to quality is only as good as the people behind it—that’s why we recruit passionate, hardworking, and proactive employees. By joining Kimley-Horn, you’ll be joining a firm whose core values and core purpose are more than just words on paper—they form the basis of a culture that has yielded success since 1967.

Kimley-Horn has been recognized 13 times as one of the "Top Companies to Work For".

Applicants must be legally authorized to work for Kimley-Horn in the U.S. without employer sponsorship. We do not typically sponsor H1-B or any other work visa petitions.

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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