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Job Description:
The ideal candidate would have demonstrated experience in the following roles and responsibilities:
o Senior position as cultural resources expert, including staffing, fieldwork, research, report writing, and Quality Assurance/ Quality Control (QA/QC) review
o Serves as a Principal Investigator on projects throughout the Pacific and Southwestern U.S.
o Manages state and federal agency permits for the regional cultural resources program
o Fosters and develop client and agency relationships
o Supervises, mentors, and provides guidance to archaeological staff
o Key cultural team member who interacts with project managers, directors, and principals and works as part of an interdisciplinary environmental team
o Develops budgets for program of work, cost estimates for specific projects
o Writes proposals and leads Business Development efforts for cultural resources in the region
Minimum requirements include:
* Master's or doctorate degree in anthropology, archaeology, or architectural history
* 10 plus years of experience in cultural resources management
* Knowledge of the prehistory, history, archaeology, and ethnography of the Pacific Region
* Expertise in identification of Pacific Region archaeological and historical resources and experience conducting pedestrian survey, archeological monitoring, and archaeological testing in the Pacific/Southwestern US Regions, or
* Knowledge of architectural resources specific to DoD installations
* Registered Professional Archaeologist and/or Architectural Historian
* Meets the Secretary of the Interior's Professional Qualifications Standards in archaeology and/or architectural history
* Qualified for obtaining a permit to conduct Archaeological Activities in the State of Hawai'i, California, and other SW US states
* Strong knowledge and experience with NHPA, NEPA, and the State of Hawaii (HEPA) and CEQA cultural requirements
* Demonstrated experience serving as a consultant in an advisory capacity to clients
* Demonstrated experience working with Department of Defense, and in particular the U.S. Navy, and U.S. Army Corps of Engineers is highly desirable
* Direct experience working with budgets and timelines
* Ability to function effectively in a fast-paced team environment but also to work independently
* Proven ability to senior author cultural resource management reports
* Strong organizational and communication skills
* Very comfortable using Microsoft Office software (Word, Excel, PowerPoint) as well as Adobe Acrobat. Working knowledge of GIS
* Excellent problem-solving skills, particularly in complex CRM projects
* Proven track-record of participating in business development efforts
* Project management experience, including a proven ability to be on time and on budget
* Ability to communicate effectively in writing and through Microsoft Teams
* Strong work ethic
Equal Opportunity statement for US based applicants
Cardno has a long standing policy of Equal Opportunity in employment. Our practice is to fill positions by selecting applicants who can perform the work in a competent and professional manner. We do not discriminate on the basis of age, sex, race, color, religion, national origin, sexual orientation, gender identity, disability or veteran status. At any time, if you need an accommodation during the application process, please contact Human Resources.Cardno does not accept unsolicited resumes from any 3rd party agencies. No fee will be paid to 3rd parties who submit unsolicited resumes to any Cardno employee. Resumes from approved vendors must be specifically requested by Cardno and approved by the Cardno Talent Acquisition Team.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. Please view Equal Employment Opportunity Posters provided by OFCCP on this URL https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm 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)