Careers

Job Summary

With 30 plus years of experience LRT offers a full line of commercial and industrial concrete, bricklaying, and waterproofing restoration applications. The ideal candidate will have knowledge of commercial construction and restoration as well as a comprehensive understanding of procedures, techniques, tools, equipment, materials, specifications, quality and cost control measures and safety requirements associated with commercial building.

Essential Job Functions

• Retain Knowledge of LRT Safety & Company Policies
• Demolition
• Concrete Pouring, Finishing, Raking, & Chipping
• Tie Rebar
• Patch and Placement of Concrete
• Willing to Work from Heights
• Masonry Restoration
• Removal and Replacement of Brick
• Tuck Pointing
• Grinding Mortar Joints
• Caulking
• Stone Repair
• Use of Grinders, Chipping Hammers, Boom Lifts and Scaffolds
• Swing Stage Experience
• Below-Grade Waterproofers
• Air Barrier
• Various Coatings

Position Specification

• The ability to kneel, stoop, crouch, balance, climb, crawl and pull.
• The ability to exert heavy physical effort.
• Reliable means of transportation.
• Able to work mandatory overtime, or irregular shifts (Nights, Weekends, Holidays as Needed)
• No excessive patterns or habitual tardiness or absenteeism.

Apply

Job Summary

The Project Manager functions in conjunction with a Superintendent as the leadership for a particular Operations Team though in some cases, depending upon circumstances where the team does not have a Superintendent, a Project Manager may be the primary leader and the team’s foremen report directly to the Project Manager. In rank, a Superintendent and a Project Manager are essentially equals. Each has different responsibilities in their partnership of managing their Operations Team. In this team setting the Project Manager has ultimate responsibility and authority for essential job functions as noted below but also has secondary responsibility for the items noted as secondary duties. It is not coincidental that these secondary duties are some of the essential functions of a Superintendent. It cannot be stressed enough that the Project Manager and Superintendent are part of an inseparable partnership and that together they are wholly responsible for the leadership, safety, sustainability, financial status, and overall performance of their respective Operations Team. They should work together in a spirit of mutual respect for the success of their Team.

Essential Job Functions

• Financial – Responsible for the overall financial success of each project and the team as a whole. The Project Manager has the ultimate authority for the financial management and success of the team.
• Estimating – The Project Manager is primarily responsible for the pursuit, estimating, and bidding process for their teams. This process is the lifeblood of a team when it comes to securing the right work for the right price.
• Administrative – Responsible for all administrative aspects of the team including but not limited to: change order management, customer driven documentation and submittal processes, contract management, schedule documentation, LRT administrative and management processes. Where LRT company processes have been established the PM is responsible for ensuring LRT processes are followed.
• Business Development – A Project Manager has responsibility for developing a team’s new potential customers and new business opportunities.
• Long Term Horizon Project Planning – This is planning for the many potential overall constraints and entire project duration planning for the team’s projects.
• Team Planning –Responsibility for overall Team planning rests on both the Project Manager & Superintendent and uses both of their perspectives in order to plan for success for the Team.

Secondary Duties

• Safety – Facilitate a safety culture based on relationships with Foremen and all Team members. Responsible for safety planning and enforcement of safety rules for the team’s projects. Safety is only listed as a PM secondary duty for the purpose of demonstrating the direct impact and control over that a Superintendent has on safety for a Team set up with a PM and Superintendent at the helm.
• Quality – Responsible for managing the customer’s expectations and then helping Foremen deliver on those expectations.
• Manpower – Coordination and planning within the Team and amongst other teams. Also responsible for finding, developing, and maintaining the field workforce for the Team.
• Intermediate Horizon Project Planning – Work with Foreman to plan the work for their projects. Help identify and remove constraints to the success of all the team’s projects. The intermediate horizon ranges from approximately 2 weeks up to the project duration depending upon the project size.
• Production – Responsible for planning and managing each project’s production goals.
• Equipment/Material Management – Sees the big picture at LRT and amongst all of the team’s projects, manages the team’s equipment and material coordination.
• Servant Leadership – The team’s Foreman and field workforce report directly to the Superintendent. It is essential that the Superintendent have the mentality that success comes from making these Foreman and field workers as successful as possible.

Position Specification

• Skills: Communication abilities in both written and verbal forms are some of the most valuable Project Manager skills. In addition, proficiency in modern business and construction technological tools are highly desired. The ability to work well with and develop relationships with a wide range of people that can vary from field workers to engineers to executives at our customers’ companies is also very important. In addition, financial analysis, process management, leadership ability, and a mentality of continuous improvement are important skills/attributes of a Project Manager.
• Experience: In general, at least 2-5 years of experience in the construction industry for initial role. Experience strictly related to concrete and/or masonry restoration and specialties is highly desirable but not required. An ideal internally developed candidate has excelled in the role of Project Engineer, Field Engineer, or Estimator at LRT.
• Education & Internal Career Path: Associates or bachelor’s Degree in Construction Management or Civil Engineering highly desirable but not required. Alternate degrees or simply industry experience is sufficient depending upon the individual’s skills and work experience. The most common internal paths to becoming an LRT PM are via the cooperative education program or being an LRT field co-worker, Foreman, or Field/Project Engineer who demonstrates passion and aptitude for the functions and skills necessary for being a PM.
• Work Environment: Spends majority of time in an office environment, usually at a central location though often at project sites. A significant amount of time spent driving between current and potential project locations. Travel is possible.

Apply

Job Summary

The Superintendent functions in conjunction with a Project Manager as the leadership for an Operations Team. In rank, a Superintendent and a Project Manager are essentially equals. Each has different responsibilities in their partnership of managing their Operations Team. In this team setting the Superintendent has ultimate responsibility and authority for essential job functions as noted below but also has secondary responsibility for the items noted as marginal duties. It is not coincidental that these secondary duties are some of the essential functions of a Project Manager. It cannot be stressed enough that the Superintendent and Project Manager are part of an inseparable partnership and that together they are wholly responsible for the leadership, safety, sustainability, financial status, and overall performance of their respective Operations Team.

Essential Job Functions

• Safety – Facilitate a safety culture based on relationships with Foremen and all Team members. Responsible for safety planning and enforcement of safety rules for the Team’s projects.
• Quality – Responsible for managing the customer’s expectations and then helping Foremen deliver on those expectations.
• Manpower – Coordination and planning within the Ops Team and amongst other teams. Also responsible for finding, developing, and maintaining the field workforce for the Ops Team.
• Intermediate Horizon Project Planning – Work with Foreman to plan the work for their projects. Help identify and remove constraints to the success of all the Team’s projects. The intermediate horizon ranges from approximately 2 weeks up to the project duration depending upon the project size.
• Production – Responsible for planning and managing each project’s production goals.
• Equipment/Material Management – Sees the big picture at LRT and amongst all the Team’s projects. Manages the Team’s equipment and material coordination.
• Servant Leadership – The Team’s Field Supers, Foreman and field workforce report directly to or up to the Superintendent. It is essential that the Superintendent have the mentality that success comes from making these Foreman and field workers as successful as possible.

Secondary Duties

• Financial – Has a co-responsibility with the Project Manager for the overall financial success of each project and the Team as a whole.
• Administrative – Supports the Project Manager and entire team with various admin functions ranging from timekeeping to tracking tickets/COs.
• Business Development – As a representative of the Team and as part of its leadership the Superintendent also has an interest in developing new potential customers and new business opportunities.
• Estimating – As part of ensuring the success of the Team the Superintendent also has a responsibility in assisting the Project Manager in the bidding and estimating process.
• Long Term Horizon Project Planning – This is planning for the many potential overall constraints and entire project duration planning for the Team’s projects.

Position Specification

• Skills: Technically proficient in most of the skills necessary for the team’s focus of work. Would be considered a resource on these skills. Also, possess the ability and desire to teach.
• Experience: In general, at least 5-10 years experience in the field of work. One of the most important aspects of this is that a Superintendent must have the respect of the field workforce.
• Education and Internal Career Path: No specific education requirements though an associate or bachelor’s degree in the construction field is certainly highly desirable. The most common career path to becoming an LRT Superintendent is via excellence as a Foreman.
• Work Environment: Spends majority of time in the field on various project sites. A significant amount of time spent driving between site locations. Travel is possible depending on the particular Team’s focus area and plans.

Apply

Job Summary

The Foreman is the essential front line for the LRT Team Model. They are the part of the team that interacts directly with LRT’s field coworkers, and day-to-day tasks for LRT’s projects. As such they often have the most control over a project’s success as any other member of the overall team. As a construction company the successful completion of individual projects is the lifeblood of LRT and therefore the importance of a Foreman and that individual’s attention to safety, planning, and successfully leading their project team is of the utmost seriousness. A Foreman should serve as a role model for LRT Values, Safety, work ethic, and integrity.

Essential Job Functions

• Safety – Facilitate a safety culture based on relationships with their project team members. Responsible for safety planning and enforcement of safety rules for their projects. Be accountable for safety and making sure all coworkers go home safe each day.
• Immediate Horizon Project Planning – This is successfully planning each day’s activities on a project for safety, quality, and production. It also covers looking out up to approximately 2 weeks ahead at any given point in time with a focus on these same key points. The Foreman is also a problem solver with an ability to see problems in advance and mitigate them by pre-planning.
• Manpower – Works with the Superintendent to manage their project’s manpower needs and serve as a leader to the field coworkers on a project. Assist in developing field coworkers who demonstrate qualities that may lead to greater roles in the future.
• Quality – Assist in managing the customer’s expectations and be responsible for delivering on these expectations daily.
• Technical Proficiency – A Foreman must have a significant level of mastery when it comes to the skills, products, equipment, means, and methods needed for a well-rounded portion of a team’s area of expertise.
• Intermediate Horizon Project Planning – Work with the Superintendent to identify and remove constraints to the success of projects. The intermediate horizon ranges from approximately 2 weeks up to the project duration depending upon the project size.
• Production – Work with the Superintendent and PM to plan for and achieve project production goals.
• Equipment/Material Management – Be a good steward of LRT equipment and material resources for each project. Be on a quest to eliminate waste.
• Servant Leadership – The majority of LRT’s coworkers report directly to a Foreman. It is essential that the Foreman have the mentality that success comes from making these coworkers as successful as possible. This includes modeling good behaviors including work ethic, humility, respect for authority, respect for peers, respect for subordinates, and selflessness.
• Administrative – Fulfill LRT’s project level administrative requirements such as timekeeping, unit tracking/field measurement, and safety reporting. Work with the Superintendent and PM to fulfill other LRT and project based administrative needs as required.

Position Specification

• Skills: Technically proficient in the majority of the skills necessary for the team’s focus of work. Verbal communication skills in directing field coworkers. Also verbal and some written communication skills required for working with customers, LRT management, and LRT administrative coworkers.
• Experience: In general, at least 3-5 years experience in the team’s area of expertise. Demonstration of necessary skills and the ability to perform job functions are the primary items needed as opposed to an arbitrary length of experience.
• Education and Internal Career Path: No specific education requirements. The most common career path to becoming an LRT Foreman is via excellence as a field coworker and ideally some time spent successfully as a project lead role which can often be a time of training and testing for growth into a formal Foreman position.
• Work Environment: Spends majority of time in the field on a project site. Travel is possible depending on the team’s focus area and plans.

Apply