Ardurra is seeking a Survey Party Chief II with a minimum of 3 years' experience managing a field crew to join our team in Corpus Christi, TX
Primary Function
The Survey Party Chief II supervises staff on the job site, ensuring that proper procedures and accurate reporting occurs and that supporting photographic analysis is collected. The chief takes an active role in surveying as well. Once all necessary findings are collected, the chief ensures data is accurately reported to engineering, architecture, and/or design teams as required.

Primary Duties

• Must have knowledge of professional surveying practices and procedures; state and federal laws affecting land surveying and boundaries
• Must be proficient with the operation and maintenance of Trimble total stations & Trimble GPS equipment, Trimble electronic and/or conventional levels and other various measuring instruments
• Must be proficient with electronic data collection systems and processes; must be able to download, on occasions may need to perform complex survey computations using various software programs (i.e., Trimble Business Center & AutoCAD/Civil3D)
• Thoroughly inspects and checks field deliverables for accuracy and correctness; Deliverables includes field note sheets, electronic data collection files, computation sheets

Education and Experience Requirements

• 5+ years’ experience in Control networks, boundary and construction surveying
• 3-5 years managing a field crew
• High School diploma or equivalent required
• Must be able to travel out of town for up to a week at a time
• Comfortable working in an outdoor setting on a regular basis
• Knowledge of, experience with, and be able to operate a variety of survey instruments including total stations, GPS receivers, data collectors (and their software platforms), and automatic levels in the execution and documentation of measurements and observations towards the successful completion of all types of surveys (boundary, topographic, construction layout, asbuilt, quantity, control, special purpose, etc.)

Competencies

• Accountability
• Collaboration
• Conflict Management
• Delegation
• Problem Solving & Innovation

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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’re 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)