Woolpert, Inc. is a cutting-edge national architecture, engineering and geospatial (AEG) firm that delivers value to clients by blending site and architectural design excellence with innovative technology and geospatial applications. Woolpert is certified as an Employer of Choice by Great Place To Work®. We believe great companies are built from exceptional people and amazing clients. Because of our growth, we are seeking an experienced Survey Discipline Leader. This role may be based in any Woolpert Office in North America.

This position is primarily responsible for managing discipline resources to meet discipline goals. This position is key in maintaining and improving employee satisfaction and effectiveness, and quality and timeliness of deliverables within a discipline. This position is responsible for overall discipline efficiency and allocation of resources within a discipline.

The ideal candidate will be a Licensed Professional Surveyor to join our team as a Survey Discipline Leader. This individual will work closely with Woolpert sector leaders in Buildings, Infrastructure, and Geospatial to ensure the firm has the optimal number of employees with the necessary skills to staff projects globally. The Survey Discipline Leader is responsible for recruiting, training, coaching, mentoring, and supervising survey Team Leaders. Additionally, they will develop team goals and structures that are aligned with corporate objectives, identify cost-saving opportunities, manage project finances effectively, and shape discipline strategies.

Key Responsibilities:

Presenting Opportunities and Challenges at Every Turn...
As a firm that recognizes the importance of developing top talent from within, our employees have access to a wide range of training and coaching programs and are rewarded for their achievements through our excellent benefits package and competitive salaries.

Our vision: http://woolpert.com/about-us/

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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