The selected candidate will perform complex transportation engineering work in bridge inspection and bridge design for public and private clients.
- Minimum of 8 years of progressive bridge inspection/design experience.
- BS and/or MS from an ABET accredited university in the field of Civil/Structural Engineering;
- Must possess a Professional Engineer license in Texas or be able to obtain within 1 year through reciprocity
- Existing status as an NBIS bridge inspection Team Leader and/or Project Manager
- Includes having completed FHWA approved bridge inspection training course (NHI 13055 Safety Inspection of In-Service Bridges or NHI 130056 Safety Inspection of In-Service Bridge for Professional Engineers)
- Proficient in structural load rating, analysis, and design software.
- Design of pile and drilled shaft supported foundation systems for bridges/retaining walls a plus.
- Familiar with bridge inspection data collection programs such as InspectTech, Brm, PONTIS, etc.
- Strong communication, leadership and technical skills necessary to lead a team of Structural Engineers and bridge inpsection team leaders in production to meet client goals
- Evident background in the development of plans, specifications and estimates for design of new, replacement and rehabilitation of highway bridges, including analysis, design calculations, plan production, material specification and quality control, bridge inspection experience
- Ability to perform field work which can include carrying ladders and gear, working at heights, climbing, working in hot or cold weather.
- Ensures compliance with National Bridge Inspection Standards
Applicants must be legally authorized to work for Kimley-Horn in the U.S. without employer sponsorship. We do not typically sponsor H1-B or any other work visa petitions.
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)