Department Manager - Transmission Line Job Description

Posted today

Department Manager - Transmission Line

POWER Engineers - Meridian, ID

Department Manager - Boise Transmission Line Department

POWER Engineers is currently seeking qualified candidates to fill the Department Manager position within our Boise Overhead Transmission Line Department. The position will manage drafters, designers and engineers and includes the following high-level responsibilities:

1. Leading Your Team: Maintain a healthy work environment where employees know they are working for people who work in their best interests in a way that helps them achieve their personal and professional goals. Provide great overall service to our clients, including quality, schedule, and overall project success.

2. Building Your Team: Recruit and retain great employees whose goals and work ethic aligns with POWER's goals and culture. Maintain and improve our ability to represent technical excellence within the industry.

3. Collaborating Outside Your Team: Collaborate outside of your team, with a focus on continuous improvement.

Leading Your Team:

Overall Leadership

Foster adoption of POWER's Culture, Values and Mission.
Identify and support the development of the next generation of leaders.
Develop and maintain an identified group of mid to senior level staff that are responsible for project leadership and quality control within the department.
Evaluate strengths and weaknesses of Department resources and skill sets and focus improvement efforts where most needed.
Maintain an active leadership succession plan for the Department.

Business Planning and Execution

Develop and execute the Department business plan, while incorporating the overall strategy of the Region, Business Unit and Division.
Regularly monitor department utilization and Income From Operations (IFO) goals outlined in the Department business plan.
Foster innovation by supporting and promoting our KMP teams, Innovation team, and other BU initiatives. Work to create and maintain ties between them and the department.
Support the execution of the Knowledge Management Program (KMP).

Projects

Continue to participate in production work, coordinating with your Regional Manager on appropriate levels.
Participate in the Go-No-Go process and evaluate strategic value of project opportunities. Aid in the planning and coordination of staff assignments, project resourcing, department workload, and workflows.
Promote a culture of properly utilizing the TLBU QA/QC processes (Green Books, Project Challenge Sessions, Org Charts, etc.).
Promote a culture of managing project scope, identifying Project Change Notifications (PCNs), and working with project managers to issue PCNs to our clients.
Promote a culture of managing schedules and quickly communicating required schedule changes to PMs and clients.
Serve as a liaison between your department and Project Management when needed.

Marketing and Proposals

Marketing support and proposal preparation in the form of work plan development, scheduling and budgeting for RFP responses. Maintain a proper balance in support of these activities between investing your own time and providing opportunities for senior staff to develop their own expertise.
Make yourself available to interface with strategic, large or important local clients as they interact with your staff.

Building Your Team:

Engagement

Create an environment of respect within the Department and the Business Unit, with focus on maintaining high employee morale. Participate in and promote morale building activities such as beverage days, Burnouts, Outages and other department initiatives.
Have a genuine interest in the professional and personal goals of your staff, such that it is clear and evident to them that you are invested in their career. Promote a culture where your Area Leads and other senior engineers assist you in this goal.
Conduct reoccurring meetings with staff to discuss current department issues.
Prepare and administer bi-annual employee performance reviews for your direct reports, one of which to be focused on career planning. Utilize a variety of tools including peer review feedback and self-evaluation (where appropriate). Work with your Area Leads (AL) to ensure that there is a consistent approach to evaluating staff performance within the department.
Monitor employee performance, set goals and expectations, and provide coaching and feedback to improve individual and team performance within the department.
Maintain regular career planning discussions with all staff within the department.
Support and facilitate field assignments, staff augmentation assignments and cross-office training opportunities.
Pass on appropriate Corporate, Division, and Business Unit information to staff as communicated by the RM or BUD.

Training

Implement and execute the department training program outlined in the business plan.
Continue to develop your own personal skills related to the successful management of other people. Invest this same training and development into other senior staff members within the department.
Develop consistent avenues for learning by all staff, including internal and external training activities, to promote our culture of learning and creating experts.

Recruiting

Develop and execute annual recruiting goals for the department. Involve existing staff members to lead college recruiting efforts for interns, co-ops and entry-level positions.
Maintain industry relationships that help mid-level and senior staff recruiting.
Coordinate with the Regional Manager on DBE staffing opportunities.

Collaborating Outside Your Team:

Inter-Business Unit

Seek and capitalize on opportunities to build rapport and share work with other offices.
Actively participate in regular Business Unit and Region meetings.
Coordinate with the Regional Manager and Business Unit Director regarding support of interdepartmental and interdivisional initiatives.

Intra-Company

Collaborate with other Business Units and Divisions at POWER.
Develop relationships with internal project managers and key clients to secure a steady workflow.
Actively support other Business Units and Divisions at POWER in management objectives for company improvement.

Community and Personal

Maintain a healthy work life balance for yourself and serve as an example for your staff.
Be a positive influence within your community.

Required Education/Experience:

Experience with implementing and maintaining Corporate QA/QC requirements.
Understanding of applicable transmission line design codes (CSA, NESC, GO-95...).
Experience using the Microsoft Office software suite.
High emotional intelligence (self-awareness, motivation, empathy, social skills, self-regulation).
Strong listening skills.
Strong analytical and problem-solving skills.
Excellent teamwork and collaboration skills.
Excellent verbal, presentation, and written communication skills.
Minimum of five (5) years of employment at POWER.
Strong understanding of Transmission Line Design Theory and Industry Design practices.

Desired Education/Experience:

Bachelor's Degree in Civil, Mechanical or Electrical Engineering or Engineering Technology.
Five (5) years' experience managing projects and leading multi-disciplined teams as a consultant within the transmission line industry.
Basic understanding of Transmission Line Construction practices.

At POWER Engineers, you can have a rewarding career on every level. Our philosophy is simple: Do Good. Have Fun. Build Success.

You'll work on fun and challenging projects and initiatives. You'll have the chance to make a positive impact on society and the environment. And you'll find the support, coaching and training it takes to advance your career.

Since we're employee-owned, we get to make POWER a great place to work. That includes providing competitive compensation, professional development and a full benefit package:

Medical/Dental/Vision
Paid Holidays
Vacation/Paid Sick Leave
Voluntary Life Insurance
401K
Telehealth Benefit covers all providers
Maternity and Paternity Leave
New Dads and Moms Benefit program
Fertility Benefits
Gender affirming care

POWER is a fun engineering firm. That might seem contradictory to some, but it works for us!
EOE, including disability/vets