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EnviroScience, Inc., headquartered in Stow, Ohio, with additional offices in North Carolina, Tennessee, Virginia, and West Virginia, is a niche provider of environmental consulting services. We employ over 160 highly skilled and technical employees that develop unique, cost-effective solutions for our clients' environmental, infrastructure and regulatory needs.
Our clients repeatedly choose EnviroScience because of our technical expertise, client advocacy, high quality work, and outstanding reputation with regulators and industry executives.
EnviroScience is seeking a qualified National Environmental Policy Act (NEPA) Manager to help support our growing Compliance Services Practice Area.
The position will take an active role in working on NEPA projects and Candidates will have demonstrated success in NEPA projects across different industries, but airport experience is preferred.
The ideal candidate would have at least 5 years of Experience managing NEPA projects. The individual should be an autonomous, highly motivated individual that can communicate effectively, solve problems, manage a team and help grow a practice area.
Requirements
* College Degree
* 5+ years of NEPA Project Management experience
* Available to occasionally travel to meetings, events, and clients
Qualifications
* Expert in NEPA practices and applicable laws and regulations
* Strong analytical skills with ability to transform data into short and long term plans to meet and exceed established goals
* Excellent Verbal and Written Communication Skills
* Ability to create and execute a budget
* Superior organizational skills and attention to detail
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)