Field Project Controls Manager

Ryan Companies US Inc; Minneapolis (MN); On-site; USD 110,000 - 140,000; Full time

Benefits offered by this job

Medical, Dental & Vision

401(k) & Retirement

PTO

Volunteer Time Off (VTO)

Life Insurance

Disability Insurance

Employee Wellness Programs

Job summary

Ryan Companies US, Inc. in Minnesota is seeking an experienced Field Operations specialist to elevate service levels through best practices, proactive training, and support of tools and technologies.

The role partners with field leaders to drive training, standardization, and performance improvements across construction field operations while aligning with safety, quality, and project goals.

Qualifications

• Minimum 5-years in solid construction field management and coordination.
• Strong technical troubleshooting skills with the ability to quickly learn new programs.
• Proficiency in Procore and primary field manager technologies and tools.

Responsibilities

• Provide ongoing support for field teams in processes, technology, and tools.
• Develop content and train users to support primary tools and technologies.
• Lead process improvement and change management initiatives in field operations.

Skills

Field management

Technical troubleshooting

Procore

Training delivery

Tools

Procore

Job description

Job Description

Purpose: Provide an elevated level of service to the Construction business through development of best practices, proactive training, and support of all tools and technologies. Scope: Expertise in Construction Field Operations, processes, industry standards, and tools/technologies. This role will be the first support point of contact for project planning, execution phase activities and construction operations programs.

Working Relationships: Work directly with field leadership, construction field managers, construction leadership, business partners in shared services, and the OpEx (Operational Excellence) team to provide best-in-class service to internal project teams. Develop deep relationships with all stakeholders to become the go‑to resource for thought leadership, process guidance, and performance standards. Work with external technology partners to enhance our tool / technology effectiveness and usage. Explore and develop the field manager of the future to support our evolving business needs.

JOB RESPONSIBILITIES

1. SUPPORT CONTINUED DEVELOPMENT AND CONSISTENCY OF FIELD MANAGER RESPONSIBILITIES: Continuous support for onsite field teams in all processes, technology, and tools used in the field. Work with field leaders, field managers, and the learning and development team to create content and train in support of primary responsible tools and technologies. Act as a liaison between field staff, management, and external vendors to ensure clear communication and effective implementation of initiatives. Develops strategy with construction field leaders related to training and development, tools, and processes to align with annual business plans and overall company goals. Translate company goals to specific measurable objectives and key results (OKRs) for the field teams, and track progress against goals. Create trusted relationships with field leaders in each division, region & sector to become a resource for role questions, frustrations, and ideas for improvement. Combine field strategy with Team Member pain points to proactively identify improvements that increase efficiency and reduce risk points for construction field managers. Lead and manage operational process, maintenance, and change for construction field related tools, focusing on Workforce Planning, Safety, Scheduling, Quality, Site Logistics, Extra Work Ticketing, Reality Capture, Virtual Design & Construction and Field Documentation (Incidents, Inspections, RFIs, As-Builts, Punchlist & Closeout). Coordinate improvement efforts with OpEx peers on construction PM, Precon, and A+E teams, leveraging opportunities to cross train whenever possible to reduce barriers between roles. Research innovative technologies and tools to support excellence in construction execution. Build understanding of peer-adopted processes / technologies vs. emerging focus areas. Lead field-related business operations support with Accounting, IT, Legal, Marketing, HR, and Payroll related to construction field operations.

2. LEAD FIELD MANAGER RELATED PROCESS IMPROVEMENT AND BUSINESS TRANSFORMATION INITIATIVES, FOCUSING ON THE FOLLOWING CHANGE MANAGEMENT PRINCIPLES: Continuous Improvement Analyze current construction processes to identify inefficiencies. Develop and implement strategies to streamline workflows and address root causes of process pain points. Conduct regular audits and assessments to ensure continuous improvement. Consistently collaborate with all construction ops staff to gather feedback. Stay updated on the latest trends and advancements in construction technology and process management. Standardization Develop and maintain standard operating procedures (SOPs) for construction field activities. Ensure compliance with Ryan standards and industry regulations.

• Develop and support Learning and Development efforts of all construction operations personnel.
• Conduct training sessions and develop SME groups to ensure all staff are aware of and adhere to standardized practices.

Technology Adoption / Data Application Research and evaluate new construction technologies and tools. Facilitate the integration of technology into daily operations. Provide training and support to staff on new technologies. Monitor the effectiveness of adopted technologies and make necessary adjustments. Uncover, share, and use performance data to drive decisions and improvements.

Relationship Development Shape and communicate the ‘Why’ of any new change initiative to impacted parties in a way that describes how it will impact their role and responsibilities. Explore each change initiative from afield manager’s perspective– what is the root cause of a pain point today, what change needs to occur, and what is the expected impact of that change? Provide individual and group training and support for all field manager processes – especially when technologies are involved.

Candidate Requirements

• Experience, knowledge, skills, education, and abilities to be successful: Minimum 5-years in solid construction field management and coordination
• Strong technical troubleshooting skills with the ability to quickly learn new programs
• Proficiency in Procore and primary field manager technologies and tools.
• Advanced knowledge of construction means and methods, building types, and planning process.
• Experience in managing design/build projects.
• Ability to make effective and convincing formal trainings and presentations.
• Resolves project-related issues promptly for a “win-win” solution.
• Strives to be helpful and proactive in all situations.
• Ability to evaluate priorities, establish program goals, and execute tasks independently.
• Display natural leadership skills and qualities to guide team personnel.
• Willingness to travel to jobsites and offices.

• Competencies profile Traits, behaviors, and approach that increase candidate success and aligns to Ryan values: Excellence, Safety, Respect, Integrity, Family, Stewardship, and Fun.
• Values company culture and mission. Always leads by example.
• Strives to “do the right thing” in all situations.
• Displays honesty and integrity.
• Always maintains the highest professional standards.
• Values and maintains internal and external relationships at all levels.
• Displays good judgment and sound reasoning to reach effective decisions.
• Values and participates in community activities.

Eligibility

Position requires verification of employment to work in the U.S.

Benefits

• Competitive Salary
• Medical, Dental and Vision Benefits
• Retirement and Savings Benefits
• Flexible Spending and Health Savings Accounts
• Life Insurance
• Short-Term and Long-Term Disability
• Educational Assistance
• Paid Time Off (PTO)
• Employee Assistance and Wellness Programs
• Family Planning & Parenting Benefits
• Employee Discount Programs
• Pet insurance
• Charitable Donation Matching
• Volunteer Time Off (VTO)
• Employee Resource Groups (ERGs)

Disclaimer

Eligibility may vary based on factors such as role, hours worked, employment status, length of service, location, and other considerations. Detailed information will be shared with eligible candidates during the hiring process, and the official terms and conditions will be outlined in each individual offer document.

Non-Solicitation Notice to Recruitment Agencies: Ryan Companies kindly requests that recruitment agencies and third-party recruiters do not submit unsolicited resumes or candidate information to any Ryan Companies employee or office. Ryan Companies will not be responsible for any fees or expenses associated with unsolicited submissions. If recruitment services are required, we will reach out directly to agencies on our approved vendor list.

We appreciate your understanding and cooperation.

Equal Opportunity & Diversity

Ryan Companies is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

All qualified applicants will receive consideration for employment without regard to race, color, religion, creed, ethnicity, sex, sexual orientation, gender identity, gender expression, genetic information, national origin, ancestry, protected veteran or disability status, age, or any other characteristic protected by law.

Reasonable accommodations will be determined on a case-by-case basis. If we can help accommodate a disability during any portion of the application or hiring process, please email [e-mail].

Company Overview

With more than 80 years in business and 17 offices (and growing!), Ryan offers comprehensive commercial real estate solutions to customers across the US. We bring a collaborative, relationship-driven approach to delivering spaces where people thrive and businesses succeed. Join a company with an outstanding culture and competitive benefits. At Ryan, we don’t just build buildings – we build stories. Ryan Companies US, Inc. is an equal opportunity employer.

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