Kimley-Horn Jobs

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Kimley-Horn Airfield Electrical Engineer in Warrenville, Illinois

Description

Kimley-Horn's thriving Aviation and Facilities practice is looking for a passionate Airfield Electrical Engineer to help us serve our aviation clients in Chicago and throughout the U.S. The successful candidate will have a wide range of experience including project/task management, planning, design and construction of electrical power distribution and control systems, as well as NAVAIDS and AV lighting for aviation clients. This position will require a high level of client contact/management. Travel to client sites and other Kimley-Horn offices will be required.

Required

  • Bachelor’s degree in Electrical Engineering

  • Professional Engineer License preferred

  • Four or more years of relevant airfield experience

  • Prior aviation consulting experience including power distribution, NAVAIDS, AV lighting, utility coordination, stand-by generators, uninterruptible power supplies (UPS), variable frequency drives (VFD), indoor/outdoor lighting and other electrical systems

  • Ability to review electrical equipment vendor catalogs, shop drawings, plans, as-builts and other technical data

  • Ability to work individually or on a multi-discipline team

  • A desire to mentor and coordinate the work of designers and other technical staff on various electrical or multi-discipline projects

  • Ideal candidates will have strong project/task management, written and communication skills, as well as the passion to provide superior client service

At Kimley-Horn, one of the nation's premier planning and design consultants, our professionals are experts in many disciplines yet share one passion: making our clients successful.

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)

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