Position Purpose

Oversees the operational footprint of Cultural Resources. Responsible for execution of day-to-day operations of the staff within the workgroup.

Essential Functions

• Supervises, manages and leads members in the workgroup; provides human resources to project teams, supports technical development, and support of business development
• Supervises and guides the growth and development of team members
• Ensures that the technical personnel meets the assigned direct and indirect budgets and the KPIs
• Sets clear expectations for direct reports
• Ensures that employees are supported by a work environment conducive to high productivity, collaboration, safety, and overall employee engagement and satisfaction.
• Responsible for optimizing staff utilization
• Accountable for the objectives established for attracting, retaining and developing talent.
• Assigns indirect work and reviews performance to ensure the efficient, cost-effective utilization of members.
• Works with Area Managers to recommend plans, programs and resources, including workload planning, training needs, staff budgets and capital expenditures, and manages and executes those approved plans to meet line organization objectives.
• Works with Area Managers to advance and develop discipline(s) tools and workflows to increase efficiency in tasks, designs, specification development, and project execution
• Supervises and develops staff to meet established objectives, including utilization, task performance and quality controls, and builds team morale
• Talent Management accountabilities include hiring, promotions, terminations, performance reviews, training, succession planning and leadership development
• Represents the Single Point of Contact (SPoC) for the execution of engineering projects, within the S&PP process
• Responsible for the initial loading of projects and balancing of work within the discipline.
• Makes direct contribution to projects
• Responsible for the health of the discipline by ensuring adequate staffing and the training needs within the discipline and the development and availability of the discipline-specific QC plans, internal policies and standards.
• Pass along potential project leads.
• Assists with Client management, as required.

Responsibilities

• Monitors progress and performance of staff on cultural resources teams to assure quality processes are followed
• Provides assistance to Production Director as needed to facilitate enterprise initiatives
• May draft or review scopes of work and project fees for new project proposals
• May serve as a Project Manager on projects
• May serve as a Discipline Lead on projects
• Ensures that tasks are completed on a timely basis
• Responsible for and reports status, results and performance, and solution of problems
• Recommends operating policies, standards and procedures
• Co-ownership of the office culture as it pertains to KLJ’s mission and values
• Responsible for the professional/technical development of disciplines
• Responsible for working with experts within KLJ to ensure the discipline is meeting industry standards

Qualifications

• Masters Degree in Cultural Resources or related field.
• Must have a valid driver’s license and be able to operate motorized vehicles

Preferences

• Demonstrated success in leading, managing and developing technical resource teams

Business Leadership Business Acumen

• Understands and complies with all company processes and regulatory requirements associated with workforce management

Strategy

• Plans and prioritizes the work of the team to maximize contribution
• Proactively identifies, analyzes and resolves issues

Technology

• Understands how to best use technology to improve individual and team performance
• Ensures that team members have access to appropriate technology and associated training

Operational Management

• Instructs/coaches team members to carry out established processes in the most effective and efficient manner
• Works with team members to continuously improve work processes

Industry Specific Knowledge

• Understands any process and regulatory requirements that are specific to the industry being served and ensures that team members have the knowledge and training to comply

People Leadership

Organizational Influence

• Builds, leverages and motivates a diverse team
• Manages change – demonstrates support for changes being made by the organization. Understands key changes taking place and communicates the “why”, “what” and “how” to team members
• Identifies, communicates and manages clear individual goals that are challenging, realistic and supportive of the broader organization
• Effectively delegates and holds others accountable
• Ensures ethical business practices

Managing Relationships

• Collaborates with peers and team members
• Positively represents the KLJ brand through demonstrated behaviors inside and outside the company
• Authentic and credible with leadership, peers and employees in her/his organization
• Understands, identifies and leverages individual differences within the team to maximize performance
• Manages conflict to strengthen team performance
• Fosters healthy debate
• Leads with the company’s values

Cultivates Talent

• Effectively assesses capability and selects, assigns and develops people accordingly
• Effectively assesses performance and provides clear, concise, direct and constructive feedback on performance vs. goals/expectations
• Effectively assesses, coaches and provides feedback
• Selects the right people for the right positions/projects
• Actively communicates to build understanding and capability of the team

Self-Leadership

• Demonstrates self-awareness and self-control – understands the impact of own actions on others and manages emotion constructively.
• Holds self personally accountable for outcomes that are controlled and influenced in her/his role
• Actively listens to other
• Acknowledges that she/he may not always be right

Resilience

• Demonstrates high energy and stamina
• Manages stress so as to avoid burnout and demotivation of self and others
• Flexible and adaptable
• Demonstrates agility and ability to deal with ambiguity

Winning Spirit

• Goal oriented and focused
• Thinks strategically and acts decisively
• Learns rapidly; committed to lifelong learning

Hours and Travel

This position requires the individual work 40+ hours per week with 80% of the time spent in the office and 20% out of the office.

Physical Requirements

The physical demands described represent those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities.

The employee is regularly required to:

• Sit, stand, walk, stoop, kneel, twist, crouch, and crawl
• Use hands to finger, handle, or feel objects, tools, or controls; and reach with hands and arms
• Talk or hear and communicate clearly

The employee must:

• Frequently lift and move up to 10 pounds and occasionally lift and move up to 25 pounds Specific vision abilities required by this job include close vision, color vision, depth perception, and the ability to adjust focus.

At KLJ, we have a vested interest in the personal, financial, and professional goals of our employees. This position is expected to pay between $90,000- $110,000 per year depending on applicable experience and location. We offer a competitive full suite benefit package including health, dental, vision, and life insurance, performance bonus, 401k, employee stock ownership program, and a flexible work environment that gives you options to support excelling both professionally and personally.

Other Duties

This job description is not meant to be all-inclusive or restrictive and other duties may be assigned. It is a description of the job as presently defined and is subject at any time to revision. This document is intended to describe the general nature and level of work being performed by individuals assigned to this classification. This is not to be construed as an exhaustive list of all responsibilities, duties, and skills required. Individuals may be required to perform duties outside of their normal responsibilities, as needed.

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)