Woolpert is a cutting-edge national architecture, engineering and geospatial (AEG) firm that delivers value to clients by blending engineering excellence with innovative technology and geospatial applications. Woolpert continues to be certified by employees as an employer of choice through the Great Place to Work Survey, and believes great companies are built from great people and great clients. Woolpert is continually moving its culture forward. As one of the fastest-growing companies in the U.S., and with growth around the world, we are seeking an experienced Program Director - Federal Highway Administration.
Woolpert's Program Director will develop and manage planning, design, and consulting activities with the Federal Highway Administration (FHWA) by promoting Woolpert's capabilities and planning, geospatial, assess management, GIS, design, construction administration, and consulting services.
Qualifications:
Licensed Professional Engineer
B.A./B.S. or higher degree in Engineering, Survey, Construction Science or related field from accredited University and 5 or more years of experience, such as:
Development of projects or technical expertise associated with the planning, design and construction oversight of roads, bridges, and related transportation infrastructure, including planning, design, environmental services, program or construction management, or related services.
Experience directing personnel engaged in consulting and support services to FHWA or FHWA supported agencies.
Time in a leadership with responsibility for organizational leadership, strategy development, agency relations, business development, management, profit & loss, and related duties.
Experience supporting agency outreach, congressional alignment, performance measures, standards development, and similar technical roles.
Ability to obtain and hold a US (United States) Government security clearance.
FHWA organization or in a consulting firm supporting the FHWA experience required.
Previous and ongoing partnership with and knowledge of the organizations contracting and business practices, organizational objectives, and strategic relationships with supported federal agencies (NPS (National Park Service), BLM (Bureau of Land Management), BOR (Bureau of Reclamation), IA (Indian Affairs), USACE (United States Army Corps of Engineers), USFW, USFS (United States Forest Service).
Demonstrated Willingness to undergo pre-employment verification and drug screening processes.
AICP (American Institute of Certified Planners) preferred
Willingness to travel to or reside in or near Washington, DC, VA or Colorado.
Responsibilities:
Profitability grows a business sector focused primarily on planning, research, design, survey, and consulting for FHWA and their clients (federal transportation agencies).
Business development and associated sales.
Robust revenue generation.
Profitable business delivery with sustained annual growth across the FHWA program. positioning Woolpert as a "provider of choice" to the FHWA organization at the headquarters and regional levels.
Growth of the Woolpert's engagement with FHWA in technical standards development, advisory councils and similar "thought leader" type activities.
Recognition through industry awards and successful project management.
Promote Woolpert as an Employer of Choice, characterized by an engaged and motivated team at the market and discipline level and the ability to recruit and grow industry leading skills and market positions.
Skills
Proven ability to work within a collaborative, team environment and coordinate activities between program components.
Proven ability to work within a collaborative, team environment and coordinate activities between program components.
Ability to effect results through the individual's efforts in the identified transportation markets.
Ability to direct senior personnel and effectively manage and supervise staff.
Business and personnel management abilities.
About Woolpert
Woolpert is committed to a vision to become the premier architecture, engineering, geospatial (AEG) and strategic consulting firm, and one of the best companies in the world. It is a vision we have been fine-tuning for decades. It guides our decisions and investments, provides our clients with optimal solutions and offers our employees unrivaled opportunities. Woolpert is recognized as a Great Place to Work by its employees and is America's fastest-growing AEG firm. With more than a century of experience, over 1,000 employees and 30 offices, Woolpert supports public, private, federal, and U.S. military clients nationally and around the globe. For more information, visit woolpert.com and connect with us on LinkedIn, Twitter, Instagram, and Facebook.
Presenting Opportunities and Challenges at Every Turn...
As a firm that recognizes the importance of developing top talent from within, Woolpert provides a wide range of training and coaching programs and resources to all employees, who are rewarded for achievements through our excellent benefits package and competitive salaries. Woolpert has a pay for performance compensation philosophy that ensures pay is aligned with both internal equity and market value.
Woolpert provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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)
