AP4 Technical Services is seeking a Resource Manager

From routine maintenance to urgent intervention, AP4 delivers turbine, control and excitation parts and services that keep your power plant operating safely, efficiently and without interruption. Our specialists work across legacy and modern systems to diagnose issues quickly, extend asset life and minimize downtime – whether you need a single critical component or a fully integrated service solution. With deep technical expertise and a responsive support model, AP4 helps you stay online, on schedule and in control, no matter what challenges arise. We are currently seeking a qualified Resource Manager to join our team!

What will you do?

This position recruits and assigns employees to projects, coordinates mobilization, owns employee records and certifications, and serves as the primary point of contact for field employees on assignments, training, and pay. This is a hands-on role. Workforce strategy is set by the Vice President of Technical Services with input from this position. The Resource Manager makes that strategy work day-to-day, manages the performance of field employees, and works with Finance, Human Resources, supply chain, EHS, and project teams as needed to get the job staffed and running.

This position is remote but there is a preference for candidates who currently live in the Atlanta metro. 

Essential Duties 

Assignment and Mobilization

• Assign employees to projects based on skill, certification, grade, and availability.
• Build balanced crews that carry the right mix of grades.
• Confirm crew composition before mobilization.
• Coordinate mobilization and demobilization with field leadership and with the employee.
• Track availability, including current assignment, bench status, paid time off, sick leave, and personal leave.
• Keep bench employees ready to deploy and report bench status regularly.
• Coordinate work authorization and travel clearance, so employees are cleared to mobilize on time.
• Work with supply chain to identify workable lodging, vehicle, and logistics options for each site, and to keep those costs in line.
• Maintain the manpower forecast and flag shortfalls to the Vice President of Technical Services.

Recruiting and Workforce Pipeline

• Own recruiting, working with Human Resources on requisitions, offers, screening, and onboarding.
• Source candidates directly through referrals, prior project rosters, and trade networks.
• Identify qualified employees from all sources, including current project workforces.
• Hire to the project ramp so crews are screened and site-cleared before mobilization.
• Confirm certifications and validate that a candidate's grade matches demonstrated ability before an offer.
• Extend offers within approved rates and contract types, and escalate exceptions first.
• Maintain a rehire and callback list of proven employees and stay in contact between assignments.
• Build relationships with trade schools, apprenticeship programs, and military and veteran hiring channels.
• Maintain a ready list of qualified candidates by trade and grade.
• Report hiring against plan, including open positions, time to fill, and pipeline gaps by trade.

Employee Performance and Support

• Serve as the primary point of contact for employees on assignments, mobilization, training, and pay.
• Manage the performance review cycle for field employees and confirm reviews are completed on schedule.
• Work with employees to address performance and attendance issues early.
• Document performance conversations, corrective actions, and improvement plans.
• Partner with Human Resources on disciplinary matters and employee relations issues.
• Resolve employee concerns and conflicts and escalate when the matter requires it.
• Serve as the one-over-one reviewer and approver of timecards, confirming that hours are accurate and charged to the correct job.
• Support employees through onboarding, mobilization, and demobilization at each site.

Records, Training, and Compliance

• Track certification and site access requirements, and flag expirations before they disrupt deployment.
• Maintain accurate training and certification records in AP4 systems.
• Coordinate with EHS to keep required safety training current for every field employee.
• Schedule training and testing to close skill and certification gaps.
• Coordinate and document employee grade advancement recommendations submitted by field supervision.
• Support the apprenticeship program and the Certified Trainer program.

Reporting and Administration

• Report workforce status to the Vice President of Technical Services, including utilization, bench cost, coverage, and open gaps.
• Prepare and maintain JCE records for assigned projects.
• Own the accuracy of pay, cost, and bill rates used for craft assignments, and approve rate changes before they are entered.
• Set up jobs and employee assignments in the applicable AP4 systems, using the rates and terms of the governing customer agreement.
• Supply employee availability and manpower data to support proposals and bids.
• Provide input into workforce strategy based on field conditions, crew performance, and staffing trends.
• Maintain the employee roster, skills records, and assignment history in the resource management system.
• Use and maintain AP4 business systems that support the workforce, including resource records, job cost, timekeeping, and document control.

General

• Work with Finance, Human Resources, EHS, supply chain, and project teams as needed to get the job staffed and running.
• Act with honesty and integrity in all work, reporting, and recordkeeping.
• Promote AP4 safety policies and company culture.
• Perform other duties as assigned.

Knowledge, Skills, and Abilities

Required

• Direct experience working on active industrial construction job sites. Office-only construction experience does not meet this requirement.
• Working knowledge of construction craft trades, including millwright, pipefitting, welding, electrical, and rigging.
• Familiarity with craft classifications, apprenticeship structures, and certifications such as NCCER, AWS, and NCCCO.
• Direct experience coordinating or supervising field employees on active projects.
• Demonstrated success recruiting field trades in a competitive labor market.
• Established relationships with trade schools, apprenticeship programs, or veteran hiring channels.
• Business acumen. Understands how internal systems work, employee mix, rates, per diem, and bench time affect job cost and margin.
• Works through ambiguity. Acts on incomplete information — shifting forecasts, unconfirmed awards, changing scope — and adjusts without waiting to be told.
• Willingness to handle employee performance conversations directly and fairly.
• Strong organizational skills and close attention to detail across many moving parts.
• Proficiency with the business systems used to run a workforce, including timekeeping, job cost, HRIS, document management, and spreadsheets.
• Clear written and verbal communication with field crews, field supervision, and management.
• Ability to handle a wide range of duties accurately and quickly under time-sensitive deadlines.
• Credibility with field employees. 
• English proficiency required.

Preferred

• Experience supporting LNG, petrochemical, or similar heavy industrial projects.
• Prior experience holding a craft or field supervisory position.
• Experience with gas turbine installation or rotating equipment scopes.

Education

• Eight or more years in construction, field services, or workforce coordination, including direct time on active industrial job sites.
• A demonstrated track record of direct resource management within a craft organization — assigning craft to projects, coordinating mobilization, and tracking availability, certifications, and grade progression across an active workforce.
• A degree in construction management, business, human resources, or a related field is a plus. It is not required and does not substitute for job site or craft resource management experience.

Why you will love working for AP4!

• Medical, dental, prescription and vision coverage available on your first day of employment!
• Life insurance up to two times your annual salary.
• Health Savings Account Employer Contribution of $1500 for individuals or $3000 for families who enroll in a high-deductible health plan.
• Telehealth benefits.
• Matching 401(k) plan.
• Competitive paid time off plan and 10 paid holidays.