Swift River Environmental Services is seeking an Archaeological Principal Investigator to lead continued development of cultural resource services in the Western United States. A successful candidate must have demonstrated research, writing, and management experience in providing services for both federal and commercial clients. The individual must be able to function as a Program/Project manager, traveling relatively frequently and physically capable of conducting field work.
· Demonstrated proficiency with GIS software and GPS technology.
· Experience with Section 106 compliance as well as quality research.
· Excellent writing, communication, and mentoring skills are required.
· Experience with all phases of archaeology (inventory, evaluation, and mitigation) is required.
· Other position responsibilities include proposal preparation, business development, and client management
This position will be responsible for the management of multiple projects including support of NEPA projects. Candidates should possess a firm understanding of the Section 106 and NEPA processes and be able to prepare well-organized, thorough CRM documents. Required software capabilities include Microsoft Office Suite (Word, Excel, Powerpoint) and Arcview.
Education and/or Experience:
· Candidates must have at minimum of an M.A. degree in Anthropology.
· 4-5 years of cultural resource management experience.
· 2 years of experience as a Principal Investigator.
· Demonstrated experience in directing field crews, producing quality reports, managing complex projects, and regulatory compliance is essential.
· Experience on coastal projects a plus.
Swift River Environmental Services is headquartered in Littleton, Colorado; however, work location is negotiable. Some travel will be required.
This company, its subsidiaries, and joint ventures will provide equal employment opportunities to all persons and prohibits employment decisions based on race, religion, color, creed, national origin, sex, age, disabling condition, political affiliation, protected veteran’s status, or sexual orientation. All selection, hiring, and promotion decisions will be based on valid job-related requirements consistent with performance of the essential functions of the position. This policy is in keeping with Executive Order 11246, as amended, Title IX of the Education Amendments of 1972, the Equal Pay Act of 1963, Sections 503 and 504 of the Rehabilitation Act of 1973, the Civil Rights Restoration Act of 1988, the Vietnam Veterans Readjustment Assistance Acts, as amended, and other applicable federal and state laws.
Pursuant to PL 93-638, as amended, preference will be given qualified to the Corporation’s Shareholders, Alaska Natives and American Indians in all phases of employment.