Knowledge Operations Manager Jobs in Georgetown, TX

• Directly manage General Superintendents, Superintendents, and support staff.
• Mentor and coach field leaders to ensure consistent execution and professional growth.
• Drive accountability across field teams using dashboards, trackers, and scoreboards.
• Responsible for hiring, onboarding, development, and termination of field leadership positions in alignment with company policy and culture standards.

• Implement and monitor the Labor Plan, Labor Plan Tracker, and WIP tracking across projects.
• Ensure effective use of tools: Procore/Trimble (QA/QC, observations, submittals), Open Space and Bluebeam (markups).
• Oversee manpower planning and allocation across regions to meet schedule demands.
• Forecast short-term and long-term labor needs based on backlog, awarded projects, and schedule projections.
• Coordinate project startup and closeout processes, ensuring compliance with Hays Electrical standards, Project Specifications, and Best Practices.
• Play a key role in identifying risks, means, and methods in project kick-off meetings.

• Enforce QA/QC standards through scheduled field audits and Superintendent oversight.
• Support safety initiatives in collaboration with the Safety Department, ensuring adherence to OSHA and Hays policies.
• Ensure projects meet contractual requirements, specifications, and local/state electrical codes.

• Monitor project KPIs, including productivity, labor efficiency, schedule, and cost vs. budget performance. Collaborate with PMs as needed to formulate mitigation plans.
• Support stakeholders with reporting in Weekly Alignment Meetings.

• Serve as primary liaison between Executive Leadership and field operations.
• Promote Hays Electrical’s core values and cultural initiatives (Excellence, Safety, Drive, Communication, Client Focus).
• Drive consistent implementation of companywide initiatives (Bootcamps, Trailblazer program, idea submissions).

• Strong leadership and coaching ability for managing field teams across multiple states.
• Deep knowledge of multifamily and commercial electrical systems and construction sequencing.
• Proficiency in Procore, Bluebeam, Microsoft Office.
• Data-driven decision making, with strong ability to forecast and allocate manpower.
• Excellent communication and conflict-resolution skills with both internal teams and external partners (GCs, subs, vendors).
• High level of organizational discipline and ability to manage multiple priorities under tight deadlines.

• 10+ years of experience in electrical construction, with at least 5 in a leadership/supervisory capacity.
• Proven track record managing large-scale multifamily and commercial projects ($15M+ electrical scope).
• Master Electrician or Journeyman license (preferred, not required).
• Strong financial acumen with labor/cost management experience.
• Experience in labor forecasting and workforce planning across multiple concurrent projects.
• Willingness to travel as needed

• Reports to: Director of Field Operations (DFO)
• Direct Reports: General Superintendents, Superintendents
• Decision-Making Authority: Hiring, promotion, reassignment, and termination of field operations personnel in alignment with company policies.

1. Labor Productivity & Forecasting
   • Maintain labor performance within ±5% of budgeted hours.
   • Labor forecasting accuracy (forecasted vs. actual manpower) within ±10%.
2. Schedule Performance
   • 92% of projects meet or exceed FOM milestone schedule dates in alignment with project schedule
   • On-time completion of project startups and closeouts.
3. Quality & Compliance
   • QA/QC audit pass rate (target: 92%+ compliance).
   • Reduction of repeat punch-list items across projects.
4. Safety
   • Total Recordable Incident Rate (TRIR) below industry average or company goals
   • 92% of field audits completed per schedule (target: 100%).
5. Financial & Reporting
   • Accuracy of weekly WIP reporting vs. actuals (target: 95%+ alignment).
   • 92% of projects maintaining gross margin within ±2% of forecast.
6. Team Development & Culture
   • Retention rate increase of field leadership (Foremen, Supers, GSs).
   • Participation and development of Bootcamps, alignment meetings, and training programs.
   • Number of team-submitted ideas or improvements (Trailblazer program participation).

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