Job Description:

Primary Function:

Coordinates and performs technical work related to utility adjustments and relocations in support of transportation projects. The work requires extensive contact with private entities and governmental agencies. 

Primary Duties:

• Establish liaison with and coordinate activities between the client, utility companies, and other entities


• Implement policies and procedures as they relate to utility adjustments, relocations, negotiations, reimbursements, and compliance with applicable state and federal laws


• Maintain documents, references, and/or resource materials


• Monitor utility work schedules to ensure the timeliness of deliverables


• Perform records research and conduct field reviews


• Assist senior staff members to determine the need for Subsurface Utility Engineering


• Identify potential utility conflicts by reviewing plans


• Support the Engineer of Record in the development of utility conflict matrices


• Resolve utility/roadway conflicts through coordination with the Engineer of Record and UAOs


• Assist in determining the responsible agency for utility reimbursement


• Aid in the preparation and submittal of Utility Certification/Clear Packages


• Participate in constructability reviews


• Act as a backup to other staff in the Utilities group to perform related work as needed 

Education and Experience Requirements

• High school diploma or equivalent


• Three to five years of prior practical experience performing utility coordination for transportation projects according to established state and federal standards, policies, procedures, and design criteria


• Familiarity with principles of utility coordination and associated terminology, as well as FDOT utility coordination practices and processes


• Proficiency with Microsoft Office


• Experience with MicroStation or similar software a plus


• Public relations experience for maintaining effective working relationships with individuals and groups, both internal and external


• Skill in establishing priorities and organizing work 

 

Why Ardurra?

 

While Ardurra offers competitive compensation and rich benefits programs, it is our culture that truly sets us apart from our peers. We nurture a family-like culture, striving to create a work environment that is enjoyable, challenging and rewarding but also fun.  We are acutely focused on developing our staff, whether through our internal Ardurra Academy or through our industry-leading Leadership program. We have made a deliberate and focused commitment to nurture a people-centric culture where people are valued as individuals; supported in their professional and career development with multiple, varied career paths; provided the tools and resources to be successful, engaged, and satisfied in their work; and positive benefits, time-off programs, and flexibility to help maintain a healthy balance between work and home.

 

Ardurra is an Equal Opportunity/ Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, gender identity or sexual orientation.

NOTICE TO THIRD PARTY AGENCIES:

Ardurra does not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Agency Agreement, Ardurra will not consider or agree to payment of any referral compensation or recruiter fee. If a resume or candidate is submitted to any hiring manager without a previously signed agreement, Ardurra reserves the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. These candidates will be considered property of Ardurra. We are not currently looking to add any more agencies to our list of approved vendors, so please do not contact any of our managers or recruitment team with sales calls or details of your candidates.

 

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)

Utility

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