Project management consultant Jobs in Tampa, FL

Job Description

Job Overview

Manages projects and assigned staff of varying size, scope and impact from single business units up to multi-component projects with high value and organizational visibility within large divisions and departments.

Ideal Candidate

• Only candidates that meet these requirements will be considered
• Engineering degree with transportation / roadway and / or drainage engineering experience required.
• Engineer Intern (EI) license preferred.
• Manages design projects that are assigned to consultant firms. Types of projects can include highway capacity, resurfacing, intersection improvement, bridge replacement, drainage improvement, bike / pedestrian improvement and other similar type projects.
• Coordinates phases of work between consultants and other disciplines (Right of Way, Traffic Operations, Planning, Drainage, etc.) to maintain schedules and projected construction dates.
• Coordinates review of work packages of consultants such as Preliminary Engineering Reports, Initial Plans Review, Final Plans Review, Pond Siting Report, Pavement Design, and other various technical report and submittals as required from the Design consultant. Assists with Utilities coordination during design.
• Serves as a contract manager for design projects assigned to consultant firms. Coordinate with other disciplines for the preparation of project-specific scope of services, consultant staff hour negotiations, contract execution and maintenance. Coordinates, reviews, approves, and processes invoices. Prepares, coordinates, and negotiates Supplemental Agreements as required.
• Interprets and ensures design documents are prepared in accordance with the design standards, policies, procedures, and guidelines as set forth by the County, FDOT and Federal Highway Administration.
• Reviews plans submittals, typical section packages, design deviations, design exceptions, and all other design related documents to ensure they conform to the latest criteria and requirements.
• Attends meetings and makes presentations to other units, governmental agencies, counties, cities, private groups, and individuals relating to design criteria or design issues.
• Knowledge of Project Management principles and practices.
• Ability to lead consultants on projects.
• Ability to manage vendor led projects.
• Ability to facilitate requirements gathering.
• Ability to communicate written and orally with multiple levels in an organization.
• Ability to provide concise reporting.
• Ability to quickly respond to status inquiries.
• Ability to work with stakeholders to identify, document, and test requirements.
• Ability to analyze processes and workflows.
• Ability to use Microsoft Office, familiar with computer basics.

Salary

Min $75,108.80 annually

Mid $103,313.60 annually

Core Competencies

Tier 3

Duties and Responsibilities

Note : The following duties are illustrative and not exhaustive. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Depending on the nature of their assignments, individual employees may perform some or all of the duties described below.

Job Specifications

Physical Requirements

Work Category

Minimum Qualifications Required

Emergency Management Responsibilities

In the event of an emergency or disaster, an employee may be required to respond promptly to duties and responsibilities as assigned by the employee's department, the County's Office of Emergency Management, or County Administration. Such assignments may be for before, during or after the emergency / disaster.

Additional Job Requirements

A department, depending on the nature of its mission and operations, may require that employees in all or certain positions in this job classification :

Career Progression

Employees in this classification that acquire the competencies and minimum qualifications for the next tier will be able to apply for promotional opportunities through a competitive selection process. Employees will not automatically be upgraded to the next tier. Reclassifying a position is based on business need and financial impact and is not based solely on the job competencies or qualifications of the incumbent.