Project Manager II

Vigor Values

Vigor expects all employees to enhance the atmosphere in which they work by living the Vigor Values every day.

Truth: We seek the truth, and we speak the truth
Responsibility: We act on what we know is right
Evolution: We seek mastery, and adapt to a changing world
Love: We care about the people we work with, and the world we live in

POSITION SUMMARY

Project Managers are responsible for managing all phases of projects from initiation and planning through execution, monitoring & controlling, and closure.

Project Managers report to the Program Manager for the market segment their projects are operating under.

SUPERVISORY RESPONSIBILITY

Unless assigned a Lead capacity, Project Manager Levels 1-3 do not have direct supervisory responsibilities. They are to utilize allocated project resources to execute the project scope but are not responsible for coaching or evaluations of these individuals, though they may be asked to provide performance input related to their projects.

ESSENTIAL FUNCTIONS AND MAJOR RESPONSIBILITIES

Key requirements and duties of this position include but are not limited to the following:

• PM is responsible for meeting the project contract requirements within a defined quality program (AISC, NQA-1, ASME III, etc.) The PM will operate in accordance with Vigor’s Project Management Excellence program, including organization, management, and documentation of:
  • Security Planning
  • Contracts Planning
  • QA Planning
  • Procurement Planning
  • Document Control Planning
  • Detailing/Design Planning
  • Fabrication Planning
    • Development and maintenance of project budgets from bid proposal
    • Development and maintenance of the Project Schedule
    • Development of the EVMS metrics and reporting progress
  • PM is responsible for execution of the projects in accordance with developed plans.
    • PM provides oversight of routine and advanced technical work performed for their projects and ensures that quality standards for all deliverables are achieved within established schedules, budgets, and scope definitions.
    • PM is responsible for development of subcontracts; including technical, schedule, and financial performance of these subcontractors.
  • PM responsibilities include monitoring and controlling project performance and making course corrections where necessary to meet project schedule, cost, quality, safety and corporate goals. PM is accountable for all project performance reporting.
  • PM is responsible for project close-out, including ensuring conclusion of all supplier purchase orders and final invoices on behalf of the company are complete.

EDUCATION, CERTIFICATES, LICENSES AND REGISTRATION

• Engineering Degree with focus in industrial or mechanical disciplines or experience in management of steel fabrication projects for the nuclear or aerospace industries
• Project Management Professional (PMP) certification preferred.

KNOWLEDGE SKILLS AND ABILITIES:

PM-II: competent level; typically 5-10 years’ experience; Able to fulfill the responsibilities of the role with little oversight or guidance. Understands the fundamentals behind the methods/procedures, able to make decisions that are in line with these principles on their own.

Skills required for all PM Levels:

• Project Management experience, preferably in Custom Steel Fabrication, Nuclear, or Aerospace industries.
• Proficient with MS Office (Outlook, Word, Excel)
• Experience in a fabrication environment, preferably job-shop or general contract companies
  • Strong fabrication background/builder-mentality
  • Strong technical skills/aptitude
• Excellent communication skills for use across the spectrum from craftsmen to customers and government regulators
  • Regular interaction with shop production is expected
• Understanding of Earned Value Management.

Preference will be given to candidates who have worked with government contracts.

PHYSICAL DEMANDS

Work is conducted in a dynamic, fast-paced office setting. The person may be required to be in production areas at times. He/she must be able to walk to and from job sites. There may be local travel up to 10% of the time and out-of-town travel (including air travel) up to 5% of the time with notice. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

WORK ENVIRONMENT

While in production areas will be exposed to all weather conditions, noise, dusts and odors. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Our goal is to provide a strong compensation package in support of industrial jobs that matter – to the local economy – and communities in which we operate.

To achieve this goal, Vigor’s total compensation philosophy will remain flexible and therefore, subject to periodic review and revision to assure it continues to be sustainable and that is supports the Vigor Code and Culture Values.

Vigor’s total compensation philosophy considerations include the following:

• Objective is to attract and retain the best performers.
• Base pay for positions shall be set slightly below market.
• Base pay provided to individuals shall be determined in consideration of market data, internal equity, and overall job performance.
• Annual cash compensation, which includes base pay and incentive compensation bonus, shall be target to be above market when the Company’s overall financial performance has been positive.
• Encourage leadership and competency building by linking career development and individual performance to greater income earnings opportunities.
• Employee health, welfare and 401K retirement benefits taken together are above market average provided overall company performance remains positive.

Vigor and its wholly owned subsidiaries provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veterans, age, disability or genetics. In addition to federal law requirements, Vigor complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, benefits, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.