JOIN THE ADVENTURE AT P&J!
From the jobsite to the office ~ we build careers.
We have a unique culture at Phillips & Jordan (P&J). We’re tough, friendly, hard-working and honest. Our people are our most valuable asset. We invest in the best ~ and we intend to keep them. You’ll find the structure, support and guidance needed to excel in your position. And, you’ll be empowered to pursue your talents and show us the best you have to offer. We prize innovation, creativity and reward you with a fulfilling career through our “Path Up” program.
MEET OUR DIRECTOR OF HUMAN RESOURCES, SHAWN COKER
Shawn Coker is joining P&J as the Director of Human Resources. Shawn brings with him a rich background in the engineering and construction industry where he worked for USA Tank as Director of Human Resources. He also held senior level HR generalist, staffing & recruiting, and employee engagement positions at Tyson Foods, Monsanto, and Union Carbide. Shawn’s professional experiences range from HR generalist roles and expertise in employee relations, HR planning, and professional development to behavioral management disciplines of inclusion, diversity, and engagement. He has years of experience working with companies comprising very large workforces – with well over 20,000 employees. P& J looks forward to leveraging Shawn’s experience in a variety of areas: employee engagement, inclusion & diversity, human resources strategy, senior management engagement, employee communications strategies, pipeline management, forming and managing employee network groups, and diversity engagement in the community.
For decades, P&J has benefited from the unique skill sets, loyalty, and commitment that our exceptional workforce brings into our employee family. Recognizing that our employees are P&J’s competitive advantage, we strive to deliver the resources and services to prepare our employees to be winners, to support the growth and profitability of the company, while preserving the values and special culture of P&J. We look forward to the opportunity to welcome new, experienced, enthusiastic, and dedicated people into the P&J family.
Please note that we do not accept resumes or applications unless they are in direct response to an opening. With that in mind, please do not submit unsolicited resumes or employment requests.
P&J has been an active participant in the E-Verify program since September 2007. P&J is committed to meeting its obligations under U.S. immigration law. P&J does not discriminate on the basis of citizenship status or national origin in recruitment, hiring or discharge, but P&J neither hires nor continues to employ an individual who is not legally authorized to work in the United States.
P&J utilizes the E-Verify program established by the Department of Homeland Security and the Social Security Administration to electronically verify the employment eligibility of rehires and newly hired employees.
EEO/AA POLICY STATEMENT
It is the policy of P&J to comply and cooperate to the fullest extent with all applicable regulations of the Equal Employment Opportunity Provisions of the Civil Rights Act of 1964, Executive Order 11246, the Rehabilitation Act of 1973 (29 U.S.C. § 793), the Americans with Disabilities Act (“ADA”) of June 26, 1990, the Age Discrimination in Employment Act (“ADEA”), the Genetic Information Nondiscrimination Act (“GINA”), and the Vietnam Era Veterans Readjustment Assistance Act of 1972, all as amended. This policy pertains, as far as the responsibility of P&J is concerned, to any and all terms and conditions of employment, including any arrangement under which employees, including trainees, are selected for work. It is the policy of P&J not to discriminate against any employee or applicant for employment because of race, religion, color, age, sex, national origin, disabilities, genetic information, or any Protected Veteran status. P&J will take affirmative action to assure an equal employment opportunity to all qualified persons, and that employees are treated equally during employment without regard to their race, religion, color, age, sex, national origin, disabilities, genetic information, or any Protected Veteran status. Such action shall include, but not be limited to:
- Employment, upgrading, demotion, or transfer;
- Recruitment and recruitment advertising;
- Layoff or termination;
- Rate of pay or other forms of compensation; and
- Selection for training, including apprenticeship, pre-apprenticeship and/or on-the-job training.