Department Manager - Transmission

Department Manager - Transmission

The Transmission Department Manager is responsible for the managerial direction and leadership of the New England Office (NEO) Transmission Department within the Transmission & Distribution (T&D) Global Practice. This position will provide leadership and direction to grow the department in a profitable manner based upon company's core values of client satisfaction, safety, quality, commitment, dedication, integrity, and overall outstanding service. This position will be based out of Wallingford, CT with direct reports in multiple branch offices in the NEO territory.

Specific areas of responsibility include the following, with other duties as assigned by senior management.

• Fostering Culture
• Drive a culture focused on safety and compliance with company and site safety policies.
• Lead a dynamic department with a focus on creating an atmosphere and environment for all.
• Actively foster a culture based on our Mac Culture principles, quality, diversity and inclusion, and team cohesion and camaraderie.
• Develop and foster an innovation culture that challenges the norm and utilizes tools, technology, and processes to drive continuous improvement and efficiency.
• Recommend changes in basic structure and organization of the group to ensure the effective fulfillment of objectives assigned to it.
• Support T&D diversity, equity, and inclusion (DEI) initiatives.
• Collaboration
• Coordinate and promote transmission consistency across all NEO offices.
• Proactively share information with the department, and continually look for ways to better dissemination. Help transmission staff develop and grow relationships with internal contacts, internal technical experts, and external vendors. Develop and establish a personal network of internal relationships with BMcDs transmission group and NEO T&D team.
• Make intentional efforts to maintain personal technical proficiency and connection to the core business line.
• Regularly coordinate and collaborate with business line management and technical management across the company to build cohesion and tie the needs of our people to the needs of our business.
• Identify training needs and support training programs in collaboration with WHQ and other regionals.
• Interpret and establish policies, procedures, and strategic goals for the group in collaboration with management.
• Travel regularly to NEO offices which have Transmission EOs.
• Coordinate shared client work with other T&D departments and regional offices.
• Recruiting, Interviewing, Hiring & Onboarding
• Prioritize recruitment and proactively recruit experienced hires and new grads with the use of internal and external networks, online tools, references & HR support.
• In coordination with T&D NEO leadership, evaluate and assess candidates to hire high performing NEO employee owners while maintaining focus on the retention of current staff.
• Purposefully interview, assess, and hire prospective candidates while remaining diligent to uncover and combat unconscious bias throughout the entire interview process.
• Responsible for the onboarding process for all the employee owners transitioning into Transmission. This includes but is not limited to interns, new graduates, experienced hires, transfers and converted contract employees.
• Support Human Resources on educational partnerships and internship programs.
• Career Development & Performance Management
• Continuously educate the department about the various career paths offered within T&D, and work with employee owners to help them develop the knowledge, skills, abilities, and opportunities to pursue their desired career path.
• Ensure corporate and T&D quality initiatives are implemented which includes coordinating with other departments and Project Managers to assign quality control reviewers.
• Provide technical mentorship to the transmission group to ensure they can effectively perform their job duties in a high-quality manner.
• Meet with staff quarterly, at a minimum, to discuss real-time performance driving continuous improvement.
• Advocate for staff by meeting regularly, listening to their short- and long-term goals and providing guidance, direction, and facilitation of opportunities to meet those goals.
• Organize, lead, and conduct the annual performance appraisal process for department staff.
• Work with Human Resources and staff to identify, prepare, communicate, and monitor performance plans for employees with areas of needed improvement.
• Perform Root Cause analysis for Poor Quality Projects, Construction Issues, and Organizational Challenges.
• Resource Management
• Establish and proactively communicate to staff the vision, expectations, requirements, processes, and guidelines to meet department, global practice, regional and company objectives.
• Regularly review team utilization of staff to make sure employees have a clear path of development and support and are adequately leveraged and empowered to their strengths and skillsets.
• Oversight and management of chargeability and proper investment of overhead labor and…