Kimley-Horn Senior Project Manager - Water/Wastewater in Denver, Colorado
The practice builder will have an entrepreneurial spirit and create a vision for growth for the local water resource practice and beyond. Markets are not limited by geography but driven by relationships.
The successful candidate will be given a great deal of autonomy to lead, direct, and grow their business. Accounting, administrative, marketing, recruiting, IT and production support will be provided. With success, this individual will enjoy the rewards of a performance based work environment and can advance to ownership.
Leadership responsibilities include:
Operating with integrity and sound business principals
Providing practice vision, business planning and strategy, establishing goals
Building and maintaining positive client relationships
Open communication with partners and team, along with growing and directing a water practice.
Management responsibilities include but are not limited to;
Establishing and cultivating client relationships
Identifying and tracking leads
Writing proposals and scope of work
Ensuring quality and timeliness of deliverables, and supervising the execution of work.
The ideal background:
12+ years of experience in civil engineering and design with at least 5 directly managing utility water projects in Colorado.
Client contacts and relationships with local municipalities, area counties, water management authorities and local, regional, state agencies
Registered Professional Engineering (P.E.) license - State of Colorado
Business development skills and the proven ability to win work.
Experience writing proposals, scopes of work, and budgets for projected work.
Ability to effectively communicate at all levels of the organization.
Ability to manage & mentor staff, and direct resources effectively in a positive manner.
Demonstrated ability to manage water/wastewater/utility projects profitably
Ability to cross sell multiple disciplines
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.
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 and approach to business 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".
- $100,000 - $165,000
Below is a list of Benefits Provided by Kimley-Horn:
Retirement contributions include a 2-to-1 401(k) match on the first 4% and a discretionary profit-sharing contribution
Profit sharing in 2020 was 10%, leading to an employer contribution of 18% (variable based on profits of firm)
Performance Based Bonus Compensation
Health Savings Account – Company paid HSA contribution
Medical Insurance - Insurance that includes a no month premium option
Paid Time Off – Varies based on experience and classification
Back-up Childcare - Company-paid back-up childcare
Employee referral program for bringing great people to the firm
New Parent Leave
Voluntary Life Insurance
Group Term Life Insurance
Employee Assistance Program
Dependent Care FSA
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)