Water Meter Installer | Lawrenceville, GA

About the Role

The Water Meter Installer reports to the Smart Meter Deployment Operations Manager and plays a key role in water meter maintenance and measurement. The position requires significant walking outdoors, excellent time-management, and exceptional flexibility day-to-day.

• Water Meter Maintenance: Perform visual inspections of water service for leaks; identify hazards at meter sites and report accordingly; properly change out water meters of varying sizes and brands; properly change out water meter registers for AMI/AMR upgrade.
• Water Meter Reading: Read water meters; enter data collected in the field into a handheld computer; assist on additional projects, as necessary.
• Customer Communication: Refer all consumer complaints to the appropriate authorities; provide general information about meter services to customers, when applicable; use telephones, tablets, and/or computers to communicate.
• Other duties as assigned.

• Must haves:
  • Some high‑school education, must be 18 years of age or older.
  • 1 year experience working in outdoor conditions; employees will be trained in meter reading.
  • Must possess a valid driver’s license.
• Nice to have:
  • High School Diploma or GED.
  • 1 or more years of experience in direct exchange of water meters and registers of varying sizes; 1 year of continuous work with the same employer, and/or 6 or more months working.
• Relevant skills:
  • Ability to multi‑task and work independently and as a team.
  • Exceptional flexibility in daily routines and route scheduling; flexible in times of need, including extended nights and weekends.
  • Time‑management skills to finish daily meter reads in a timely manner.
  • Excellent communication skills, comfortable interacting with management and customers; able to interact with unhappy or negative customers in a professional manner.
  • Excellent attention to detail for problem solving and finding.
  • Ability to walk long distances and prepare for weather conditions accordingly.
  • Proficient computer skills, including Microsoft Office programs.
  • Basic knowledge of GIS systems and principles.

Drug/alcohol testing is required per non‑regulatory requirements for employees working with water, electric, and meters, and per Federal DOT regulations for employees working with gas meters.

• Health & Safety: Group health plans (medical, prescription, dental, vision, and other coverage options); company‑paid group life insurance, accidental death & dismemberment insurance, short and long‑term disability;
  Flexible Spending Accounts or a Health Savings Account with company match; company‑paid Employee Assistance Program (EAP).
• Retirement: Automatic enrollment in the Employee Stock Ownership Plan (ESOP) at no cost;
  Roth or Traditional 401(k) retirement plan with company match.
• PTO: Paid vacation, paid holidays, paid wedding day, Veterans Day paid time off for veterans, paid sick time (New York based positions only).
• Perks /
  
  Allowances:
  
  Company vehicle (for all driver‑based positions); gas card for company vehicle (if applicable); company‑provided cell phone or mobile allowance (if applicable); boot allowance from approved vendors; daily per diem for travel‑based positions.

Employees will begin their day at the local office where they will pick up their company vehicle, equipment, and assignments for the day.

We are an Equal Employment/Affirmative Action employer. We do not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteristic protected by federal, state, or local law. If you need a reasonable accommodation for any part of the employment process, please contact us by email at

Requests for accommodation will be considered on a case‑by‑case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this e‑mail address. 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)