Department Manager, Survey

Job Description:\n\nDescription: Since 1980, CobbFendley has been committed to providing innovative engineering and surveying solutions with the goal of bettering communities. Our multi-discipline approach allows for the efficient completion of projects through experienced staff who focus on client communication. We are always seeking talented and qualified professionals to enhance our ability to provide clients with exceptional service. Are you ready to Join Our Block and advance your career? At CobbFendley, people are our most valued resource. We offer a(n): New Hire Program // We understand changing jobs can be intimidating, CobbFendley has established a program geared specifically to the successful onboarding and integration of new hires into the firmDevelopment Opportunities // Professional and personal growth through innovative in-house training and collaborative resources Compensation + Benefits // Competitive compensation package with comprehensive benefits including 401(k) Matching and Profit-sharing Contributions; Employee Stock Ownership Plan (ESOP); Health, Vision, and Dental Insurance; Short-Term and Long-Term Disability Insurance; Employer Funded and Voluntary Life Insurance; Tuition Reimbursement; and Continuing Education Programs Paid Parental Leave // FMLA-eligible employees will receive fully paid leave in the amounts of eight (8) weeks for maternity cases and two (2) weeks for paternity or adoptions casesWinter Holiday // Extended office closure from December 25 through January 1 to relax and enjoy the holidays Community Engagement // CobbFendley Cares focuses on STEM Education, Hunger Relief, and Sustainable Solutions CobbFendley is seeking an experienced Survey Department Manager in our Houston, Texas office.Requirements: QUALIFICATIONS The successful candidate’s most important qualifications include the following.A. S or B. S. in Land Surveying preferred (not required).RPLS registration (Texas) with 10+ years of experience.The more successful candidate will be proficient user of Autodesk Civil 3d, Carlson Survey, MicroStation and GeoPak, Trimble Business Center, and Microsoft Office product. ESSENTIAL FUNCTIONS Department Manager Responsibilities // Within a Department defined by the Company, the Department Manager will be responsible for operations, people management, safety and compliance. This is not an exhaustive list and subject to change. They are to monitor and report progress to their supervisor. 1. Department Manager Operations // Oversees day-to-day operations/activities of their Department including: a. Communicating timely and aligning the Department with Company processes, procedures, organizational changes, strategic plans, and initiatives. b. Meeting established Department goals and contributing to Company goals as outlined on the annual goal sheet including financial and utilization metrics. c. Ensuring client satisfaction by timely communication and delivering projects that are quality, on time, and in budget including scheduling and coordination of all resources for project execution. d. Engaging in business development and marketing activities to identify and solicit project opportunities including developing marketing packages, proposal preparation and presentations for current and new clients to maintain a healthy backlog in the Department. e. Effectively collaborating with other Departments and Regions to develop winning project pursuits to enhance project outcomes and efficiency while capitalizing on cross-selling opportunities. Maintain familiarity with CobbFendley disciplines. f. Ensuring technical work is performed consistent with industry standards and Company and/or Client established QA/QC guidelines g. Proactively evaluating emerging technologies and advancements in process and operational efficiencies. 2. Department Manager People Management // Supervises staff within their Department including: a. Performing annual employee performance evaluations (EPEs) of direct reports and approving reports completed by supervisors within their Department. b. Performing annual employee compensation evaluations to ensure salary, wages, and bonuses are within company and market standards to be pre-approved by supervisor and formally approved by the Compensation Committee. c. Anticipating staffing needs and actively recruiting through various network opportunities. Working with the HR Department to publish requisitions, interview candidates, extend offers, and onboard new hires. d. Interacting with staff frequently to gather operational feedback, addressing Department issues, and mitigating staff conflicts while focusing on timely positive resolutions. e. Training of staff such as technical, project management, people management, business development, etc. f. Engaging with staff consistently to identify their individual interests, strengths, and areas for development, and facilitating opportunities for professional growth. g. Identifying and nurturing key employees to sustain the continued growth and success of the Department and Company. h. Addressing individual staff performance and/or conduct that is below expectations in coordination with Human Resources. 3. Department Manager Safety and Compliance // Ensures staff within their Department adhere to safety and compliance requirements including: a. Employment standards in accordance with federal, state, and local laws and regulations, ensuring a harassment-free and discrimination-free workplace. b. CobbFendley’s safety protocols to promote a safe and healthy work environment. c. CobbFendley’s policies and procedures outlined in the Manual of Office Guidelines, Manual of IT Guidelines, Signatory Authority Matrix, Company Travel and Expense policies, etc. d. Annual training requirements for Safety, IT, and Human Resources are met and fulfilled by all staff within the Department. e. Proactively identifying of potential risks associated with contracts, projects and operations. Partnering with appropriate staff for contract review and claims. f. Proper use of Company systems and software, including Vantagepoint, Connect, ADP, IT Ticketing, and 360Learning to complete required processes. g. Evaluating and approving of staff timesheets, ETO requests, and expense reports to ensure accuracy and compliance. h. Regular monitoring and analysis of various reports to assess Department effectiveness. 4. Survey Discipline Technical // a. Techincal Skills: i. Planimetrics ii. 3D Digital Terrain iii. Boundary (Minimum State Standards + ALTA, etc.) iv. UAS (drones) v. Bathymetric vi. GPS vii. Row-Surveying (Design & Mapping) viii. Cogo-Point Processing ix. Government (Local, State) x. DOT (Projects & Admin) b. Software/Business Applications: i. VantagePoint (knowledge preferred) ii. AutoCAD/MicroStation iii. TBC 5. Collaborate with professionals and clients to increase your industry knowledge. Maintain a professional attitude and fulfill responsibilities with integrity consistent with industry standards. 6. Commit to strategic initiatives that drive CobbFendley’s focus as a nationally recognized, regionally powerful infrastructure consulting firm that grows in expertise, influence, and community impact. Be self-motivated to work in a dynamic environment with strict deadlines to meet our client’s needs. 7. Be involved in the community by investing in meaningful relationships to remain a trusted resource to see projects through from concept to completion. COBBFENDLEY CHARACTERISTICSWe Collaborate // with a professional attitude making communication a priority.We Commit // to maintaining a safe and inclusive work environment, with a focus on accountability. We Build Communities // by fulfilling our responsibilities with integrity that is consistent with industry standards. PHYSICAL/COGNITIVE REQUIREMENTS + ENVIRONMENTAL FACTORS Most work is performed in a professional office environment. Some trips to client offices and outdoor environments for observations will be required.Seated and Standing Position. Extended periods of sitting and standing in an upright position at a workstation.Mobility. Movement within the office and job sites, including navigating between floors, workstations, and outdoor environments with potential for uneven surfaces.Neck Movement. Forward flexion, extension, or lateral rotation of the head and neck while using multiple computer screens.Repetitive Motion. Repetitive finger movements for operating a computer mouse and typing on a keyboard.Arm Movement. Extending hands and arms in various directions, such as overhead, below the waist, forward, or laterally.Object Handling. Raising or lowering objects from one level to another and transporting objects by holding them in the hands, arms, or over the shoulder.Cognitive Requirements. Selective attention, oral comprehension, oral expression, speech recognition, speech clarity, written comprehension, written expression, problem sensitivity, deductive reasoning, inductive reasoning, number facility, information ordering, category flexibility, flexibility of closure, fluency of ideas, and originality.Office Conditions. Includes extensive use of electronic devices such as computers, printers, copiers, scanners, plotters, and telephones. Additionally, tasks may involve the use of cutting tools and equipment like rotary paper cutters and plotting devices.Outdoor Conditions. Includes walking and climbing on uneven surfaces, confined spaces, and exposure to extreme weather conditions (heat and freezing temperatures). Potential exposure to high noise levels and various allergens, including poison ivy, sumac, dust, pollen, and cedar. Potential exposure to wildlife hazards such as animals, insects, and plants.Safety and Equipment Use. Regular use of personal protective equipment (PPE) is required, along with use of hand and power tools.Driving and Vehicle Use. May involve driving large pick-up trucks with attached trailers, potentially operating watercraft, and for extended periods of time. EXPECTED WORK HOURSThis is a full-time position, generally 40 hours per week, however, hours may fluctuate depending on department needs including the use of overtime. CobbFendley’s standard operating hours are Monday through Friday, 7:30 AM to 4:30 PM CST. Generally, employees receive a 1-hour unpaid lunch break free of duty. Please note, operating hours and lunch hours may differ based on project workload, primarily for field staff. WORK LOCATION FLEXIBILTY This position is eligible for a hybrid schedule once the training period is complete as established by the department. EQUAL EMPLOYMENT OPPORTUNITY Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws.EEO is the Law (English)EEO is the Law (Spanish)EEO is the Law - Poster Supplement MISCELLANEOUS Pre-Employment Screenings. All offers of employment at CobbFendley are contingent upon the prospective employee passing a drug screening, physical exam (if applicable), and various background verifications (including but not limited to 10-year history of the county, state, federal, and a 5-year history of motor vehicle records). CobbFendley complies with all applicable state and federal laws regarding said screenings. Unless and only to the extent state or federal law limits CobbFendley’s drug-testing requirements for initial hiring, all candidates for employment are subject to pre-employment drug screening verification which may include a panel drug test for use of marijuana and other substances that may be lawful under state law but unlawful under federal law. A positive result may lead to disqualification of candidacy or termination from employment to the extent permitted by law. CobbFendley reserves all rights with respect to its drug-testing, other pre-employment screenings, and workplace policies and procedures. External Recruiting Agencies. CobbFendley does not and will not accept unsolicited resumes under any circumstances from independent recruiters, recruiting agencies, or similar entities. Recruiting activity on behalf of a candidate does NOT constitute CobbFendley's acceptance of terms and conditions without prior contractual agreements signed by authorized CobbFendley personnel. Unsolicited resumes through any channels including cold calling, emails, applications, social media messaging, etc., will not be reviewed.Work Authorization + Sponsorship. Cobb, Fendley & Associates, Inc. participates in E-Verify. E-Verify is an Internet-based system operated by the Department of Homeland Security (DHS) in partnership with the Social Security Administration (SSA). The E-Verify system uses federal databases to rapidly validate individual identities and work eligibility from the information gathered in the Form I-9. CobbFendley will not sponsor applications of work visas. We understand that this could affect your decision to apply with these conditions in mind.Applicant Accommodations. Consistent with the Americans with Disabilities Act (ADA) it is the policy of CobbFendley to provide reasonable accommodation when requested by a qualified applicant or candidate with a disability, unless such accommodation would cause an undue hardship for the Company. The policy regarding requests for reasonable accommodation applies to all aspects of the hiring process. If reasonable accommodation is needed, please contact the HR Department at 713.462.3242 or [email protected]. Drug-Free Workplace Conditions Medication Disclosure: Employees and job applicants shall receive notice of the most common medications, either by brand name, common name, or chemical name, that may alter or affect a drug test. A list of such medications shall be developed by the Agency for Health Care Administration. Contesting Positive Results: An employee or job applicant who receives a positive confirmed drug test result may contest or explain the result to the employer within 14 days after written notification of the positive test result. Responsibility to Notify the Laboratory: The employee or job applicant has the responsibility to notify the testing laboratory of any administrative or civil actions brought pursuant to this section. List of Drugs for Testing: A list of all drugs for which the employer will test can be supplied upon request, described by brand names or common names, as applicable, as well as by chemical names. Right to Consult the Testing Laboratory: Employees and job applicants are notified of their right to consult the testing laboratory for technical information regarding prescription and nonprescription medication.