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Remote Side Boom Operator Jobs in Chicago, IL (NOW HIRING)

Acquisition Network

ETA Searcher

Chicago, IL · Remote

$150K - $200K/yr

Remote Job Type: Contract / Program Participation (Paid Service) About The Acquisition Network The ... Our team brings 10+ years of buy-side M&A experience , with a track record of helping operators ...

Structural

Structural Engineer

Chicago, IL · On-site +1

Opportunities are available in our Chicago, Columbia, and Houston offices, with remote options in ... Work side by side with construction teams-not just hand off drawings. This position offers future ...

Via

Enterprise Account Executive, Central US

Chicago, IL · Remote

$85K - $110K/yr

We work side-by-side with cities and private operators to define what great mobility looks like and ... This is a remote-first role based in the US Central region. We're ideally looking for candidates in ...

Rush Street Interactive

Affiliate Manager

Chicago, IL · Remote

RSI) is a market leader in online casino and sports betting, currently operating real-money gaming ... side. * Experience with AppsFlyer, Singular, GA4, Income Access, Partnerize, CJ, Impact, Looker ...

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Remote Side Boom Operator information

See Chicago, IL salary details

$16

$26

$40

How much do remote side boom operator jobs pay per hour?

As of Aug 6, 2026, the average hourly pay for remote side boom operator in Chicago, IL is $26.89, according to ZipRecruiter salary data. Most workers in this role earn between $23.75 and $27.74 per hour, depending on experience, location, and employer.

What is a remote side boom operator?

A Remote Side Boom Operator is a skilled worker who operates a side boom, which is a type of heavy construction equipment used to lift, move, and position large pipes and materials, typically on pipeline construction sites. The 'remote' aspect refers to either operating the machine from a distance using remote controls or working in remote, often isolated locations. These operators are responsible for ensuring the safety and precision of lifting operations, maintaining the equipment, and following strict safety protocols to prevent accidents. Their role is critical in pipeline installation, maintenance, and repair projects, particularly in challenging or hazardous environments.

What are some common challenges faced by remote side boom operators, and how can they be addressed?

Remote Side Boom Operators often work in isolated environments, which can make communication with the rest of the crew challenging. It's important to stay proactive in using communication tools and protocols to ensure safety and efficiency. Additionally, adapting to changing site conditions and weather can require quick decision-making and flexibility. Regular equipment checks and ongoing training help operators stay prepared and maintain high safety standards.

What is the difference between Remote Side Boom Operator vs Crane Operator?

AspectRemote Side Boom OperatorCrane Operator
CertificationsCrane or boom operation certifications, OSHA safety trainingCrane operation certifications, OSHA safety training
Work EnvironmentRemote-controlled boom in construction, utility, or industrial sitesOn-site crane operation at construction or industrial sites
Industry UsageConstruction, utility, oil & gas, industrial sectorsConstruction, shipping, manufacturing, industrial sectors

The Remote Side Boom Operator and Crane Operator roles share similar certifications and safety requirements, but differ mainly in work environment. Remote Side Boom Operators operate boom equipment remotely, often in utility or industrial settings, while Crane Operators typically work directly on-site operating cranes. Both roles are essential in construction and industrial industries, with overlapping skills but distinct operational contexts.

What are the key skills and qualifications needed to thrive as a remote side boom operator, and why are they important?

To thrive as a Remote Side Boom Operator, you need solid experience in heavy equipment operation, knowledge of safety regulations, and often a high school diploma or equivalent. Familiarity with remote-control systems, GPS technology, and equipment-specific certifications like NCCCO are typically required. Excellent spatial awareness, communication, and problem-solving skills help operators coordinate with ground crews and manage challenging environments. These skills ensure safe, precise handling of heavy loads and minimize workplace accidents on pipeline or construction sites.
What are the most commonly searched types of Side Boom Operator jobs in Chicago, IL? The most popular types of Side Boom Operator jobs in Chicago, IL are:
What are popular job titles related to Remote Side Boom Operator jobs in Chicago, IL? For Remote Side Boom Operator jobs in Chicago, IL, the most frequently searched job titles are:
What job categories do people searching Remote Side Boom Operator jobs in Chicago, IL look for? The top searched job categories for Remote Side Boom Operator jobs in Chicago, IL are:
What cities near Chicago, IL are hiring for Remote Side Boom Operator jobs? Cities near Chicago, IL with the most Remote Side Boom Operator job openings:
Remote Side Boom Operator jobs near you

Change Management Lead, Marketing Transformation - Remote

DivIHN Integration Inc

Deerfield, IL • Remote

$83 - $90/hr

Contractor

Posted 29 days ago

Job description

DivIHN (pronounced “divine”) is a CMMI ML3-certified Technology and Talent solutions firm. Driven by a unique Purpose, Culture, and Value Delivery Model, we enable meaningful connections between talented professionals and forward-thinking organizations. Since our formation in 2002, organizations across commercial and public sectors have been trusting us to help build their teams with exceptional temporary and permanent talent.

Visit us at https://divihn.com/find-a-job/ to learn more and view our open positions.

 
Please apply or call one of us to learn more

For further inquiries regarding the following opportunity, please contact our Talent Specialist, Hema at (630) 847-0275 or Justeen at (224) 394-4903
 
Title: Change Management Lead, Marketing Transformation - Remote
Location: Remote
Duration: 6 Months
 
Only W2 candidates are eligible for this position. Third-party or C2C candidates will not be considered.
 
Description:
 
Role Mission
  • The Change Management Lead, Marketing Transformation (Contract) provides change management expertise, including practical change communications, to support the successful adoption of Global Strategic Marketing (GSM) transformation initiatives.
  • This role focuses on the people side of change across the work GSM is driving, including new processes, ways of working, and operating model changes tied to marketing transformation.
  • The role includes stakeholder alignment, change planning, readiness, leader enablement, communications, and adoption support to help ensure GSM initiatives are understood, supported, and successfully implemented across the organization.
Key Responsibilities
  • Change Planning: Build and manage the change approach for 10+ GSM transformation initiatives, with a focus on readiness, adoption, and implementation.
  • Stakeholder Mapping & Engagement: Identify key stakeholders, audience groups, and levels of impact across marketing and relevant functions. Develop engagement plans and recommend actions to address adoption risks.
  • Impact Assessment: Assess how initiatives affect teams, roles, processes, and expectations, and translate findings into actionable support plans.
  • Readiness & Adoption Support: Define what teams and leaders need to be ready for change, including where additional clarity, communication, or support is required.
  • Leader Enablement & Communications: Equip leaders with practical tools, messaging, talking points, and materials to reinforce change, answer questions, and support adoption. Develop stakeholder communications, leader updates, FAQs, and other materials that help teams understand what is changing, why it matters, and what action is needed.
  • Measurement, Listening & Feedback: Establish simple measures and feedback loops to track readiness, adoption, stakeholder sentiment, and areas of confusion or resistance, using insights to adjust the approach as needed.
  • Cross-Initiative Coordination: Maintain awareness of related GSM and business initiatives that may impact the same audiences. Help identify overlaps, dependencies, timing concerns, and stakeholder risks to support a more coordinated change experience.
  • Partnership Across GSM: Partner with cross-functional stakeholders to ensure change efforts are aligned to the goals, pace, and realities of the work GSM is driving.
What Success Looks Like
  • GSM initiatives have a defined, practical change approach.
  • Stakeholders understand what is changing, why it matters, what it means for them, and what they need to do differently.
  • Leaders are prepared to reinforce key changes and support adoption within their teams.
  • Readiness, adoption, and stakeholder feedback are monitored in a simple, actionable way.
  • Teams have the clarity, reinforcement, and support needed to successfully adopt new processes, expectations, and ways of working.
  • Change activities across GSM are coordinated to reduce stakeholder confusion and improve adoption.
Ideal Candidate Profile
  • The ideal candidate brings change management experience, strong stakeholder judgment, and a practical operating style.
  • They can bring structure to ambiguous work, manage the people side of transformation, and help teams understand, adopt, and sustain new ways of working without overcomplicating the process.
  • Looking for a Senior Change Management Lead to help people at client adopt new ways of working.
  • Looking for someone who can take very complex marketing transformation initiatives and bring structure and clarity to them.
  • Someone who understands how people react to change and knows how to help teams successfully move through change.
  • Someone with a strong executive presence.
  • Someone who can proactively identify risks and develop mitigation plans.
Key Attributes:
  • Experience leading change, transformation, or adoption efforts in complex organizations.
  • Skilled in stakeholder mapping, impact assessment, readiness planning, communications, and adoption support.
  • Strong judgment in identifying risks, dependencies, stakeholder concerns, and areas requiring additional clarity or reinforcement.
  • Able to support leaders with simple, practical tools that help teams navigate change.
  • Comfortable building lightweight processes, measures, and feedback loops.
  • Strong collaborator who can connect work across GSM priorities, related business initiatives, and the broader stakeholder experience.
Day-to-Day Responsibilities
  • Meet with initiative leads to understand upcoming changes and what teams will need to do differently.
  • Identify the audiences impacted by each change initiative.
  • Develop change management and adoption plans for multiple concurrent initiatives.
  • Create communications, messaging, and supporting materials to drive successful adoption.
  • Partner with leaders and stakeholders to ensure organizational readiness.
  • Use AI optimization to speed up workflows and improve efficiency.
  • Looking for 8–10 years of experience. Candidates with 5–8 years of experience from consulting firms such as Accenture, PwC, or Deloitte will also be considered.
Key Areas of Responsibility
  • Change Management
  • Communication and Messaging
  • Stakeholder Engagement
  • Organizational Readiness
  • Change Adoption
Top 3 Skills
  • Change Management
  • Stakeholder Management
  • Strong Communication Skills

Additional Skills

  • Executive and Leader Enablement
  • Change Impact & Readiness Assessments
  • Prosci Change Management certification or experience is a plus.
Certifications
  • This candidate should be certified by Prosci, CCMP or APMG certified. (Plus if they are Lean Certified or have Lean experience).
Interview Process
  • 3–4 rounds of interviews.
Additional Notes
  • Marketing transformation experience is more important than industry experience.
  • Healthcare experience is not required.

About us:
DivIHN, the 'IT Asset Performance Services' organization, provides Professional Consulting, Custom Projects, and Professional Resource Augmentation services to clients in the Mid-West and beyond. The strategic characteristics of the organization are Standardization, Specialization, and Collaboration.

DivIHN is an equal opportunity employer. DivIHN does not and shall not discriminate against any employee or qualified applicant on the basis of race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status.