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Emery Sapp & Sons is seeking an experienced Superintendent to lead and oversee heavy highway construction operations. This position is responsible for managing field production, personnel, subcontractors, equipment, safety, quality, and project schedules across one or multiple active projects. The Superintendent serves as the primary field leader and works closely with Project Managers, Foremen, Engineers, and Operations leadership to ensure projects are completed safely, on schedule, within budget, and to ESS quality standards.
The ideal candidate is a hands-on leader with extensive heavy civil construction experience and a proven ability to manage crews performing earthwork, grading, paving, concrete, structures, utilities, and roadway construction activities.
Responsibilities:
Supervise and manage all on site construction activities, including scheduling, resource allocation, and quality control
Collaborate with project managers, subcontractors, and vendors to ensure project success
Ensure compliance with project plans, specifications, and regulatory requirements
Monitor and analyze project performance, including cost, schedule, and quality
Manage project risks and implement mitigation strategies
Provide leadership and mentorship to site teams
Drive innovation and continuous improvement in site management practices
Other duties as assigned
Requirements:
High school diploma or equivalent; some college or vocational education preferred
7+ years of experience in construction and heavy civil industry, including superintendent or foreman experience
Strong leadership and communication skills
Ability to effectively manage multiple projects and priorities
Knowledge of industry regulations and safety standards
Travel Requirements:
This position requires frequent travel to active construction projects throughout ESS operating regions. Overnight travel may be required depending on project location and business needs.
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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