Project Manager; Howard S. Wright
Listed on 2026-09-27
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Management
Operations Management, Regulatory Compliance Specialist, Financial Manager, Project & Program Management
Summary
Howard S. Wright, a Balfour Beatty company, is seeking a Project Manager to support our Service team in Seattle, WA. If you have a passion for what you do, a strong drive to achieve results, the ability to solve problems creatively, and a dedication to client service and relationship management, come join us.
The Project Manager is responsible for the overall direction, completion, and financial outcome of a construction project. In this position, the incumbent directs and supervises activities related to contract administration, change orders, submittals, procurement, project financial projections, and schedule requirements to ensure projects are completed with quality, profitable, adhering to our Safety/Zero Harm culture.
Essential Functions- Project Financial Analysis
- Preconstruction Coordination
- Project Scheduling
- Project Administration, Operations, and Close-out
- Promote Customer and Community Relations
- Foster Positive Culture, Leadership and Employee Development
- B.S. in Construction Management, Engineering, or related field
- Nineyears of experience in project management
- Fiveyears of MEP experience
- Three years of direct supervisory experience
- Experience with project manager software (Constructware, P6, Timberline, etc.)
- Experience with cost projection, financial analysis, budget reviews, labor reports
- Experience with JD Edwards or similar construction application(s)
The base compensation range for the role posted above is $135,000 - $150,000 annually.
* This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee's pay position within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales orrevenue-based metrics, any collective bargaining agreements, and business or organizational needs.
No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law.
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