Luck Stone's Engineering and Operational Support team is looking to hire an Electrical Engineer who leads the electrical portion of capital projects for construction aggregate production sites. This includes designing, installation, maintenance and troubleshooting of electrical power and control systems. The Electrical Engineer will lead the engagement and collaboration with all stakeholders involved in a project to develop the best possible solution. In order to be successful the individual needs to display a high level of curiosity, strong work ethic, effective communication skills and possess a passion for improving industrial processes.

Qualified candidates will have right around 5 years experience working with industrial automation, control and power systems and should have a Bachelors degree in Electrical Engineering. Candidates will be excited to support the needs of our quarry locations and will have worked closely with plant leaders and onsite electrical teams to collaborate around solutions. Qualified candidates should also have experience with project management, power distribution design, trouble shooting and electrical reliability & device coordination. Construction or manufacturing industry experience is a plus!

Compensation starts at $91900K and may increase upon experience evaluation by managment.

Luck Stone is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

Luck Stone is actively taking every measure to ensure the safety of our employees, their families, and our customers during the Covid-19 pandemic.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)