ELECTRICAL FOREMAN - Springdale Arkansas

Company: TLS Group
Location: Springdale, Arkansas
Posted On: 11/16/2024

THE ELECTRICAL FOREMAN OVERSEES THE ACTIVITIES THAT TAKE PLACE ON THE WORKSITE. THEY ARE HEAVILY INVOLVED IN PLANNING, ORGANIZING AND CONTROLLING PROJECTS AND ARE RESPONSIBLE FOR SUPERVISING THE LABORERS WHILE MAINTAINING A SAFE WORK ENVIRONMENT.

DUTIES AND RESPONSIBILITES:

• Coordinate daily tasks according to priorities and plans, making changes when necessary due to weather, supply, delivery, and personnel.
• Delegate individual responsibilities and projects to crew members and contractors.
• Resolve conflicts or miscommunications quickly and amicably.
• Regularly reporting project status to Project Managers.
• Manage and monitor attendance and work for laborers.
• Keep track on quantities and do job hazard analysis.
• Supervise and train new laborers.
• Guarantee all safety precautions and quality standards are met.
• Have good locates and pothole/spot utilities.
• Install electrical systems.
• Meet or exceed NEC standards. REQUIRED SKILLS/ABILITIES:
  • Experience in concrete preferred.
  • Travel to and from job sites with occasional overnight stay (transportation and hotel are company provided; travel will stay within the state and will return home for the weekends).
  • Ability to kneel, bend, and lift heavy materials.
  • Ability to focus and keep calm under pressure.
  • Excellent organization and planning skills to prioritize and balance work.
  • Outstanding communication and interpersonal skills to communicate clearly and professionally. WORKING CONDITIONS:
    • Job sites that are hot in the summer and cold in the winter, hazardous, noisy, and dusty.
    • Occasional work in warehouse.
      
      OTHER DUTIES, RESPONSIBILITIES, REQUIRED SKILLS/ABILITIES, AND PHYSICAL REQUIREMENT MAY BE ADDED, CHANGED, OR REMOVED BY IMMEDIATE SUPERVISOR.
      
      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) More...

          

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