Construction Project Manager Job Description Template

It includes a title template, role level, employment type, experience level, salary range, and a description_template with What you'll do, What we're looking for, and Why join us. It also includes a requirements_template built around ADA essential functions, plus required skill and preferred skill sections. The placeholders for {company_name}, {department}, and {benefits} make it easy to tailor before posting. Use it as a starting point for a job ad, not as a generic company overview.

This template is for construction firms, general contractors, specialty contractors, developers, and owner-side project teams hiring a Construction Project Manager. It works well for entry, mid, senior, or executive role levels, as long as you adjust the scope of project ownership and decision-making. If the role is more field-heavy, you can emphasize site coordination and subcontractor management. If it is more office-heavy, you can emphasize budgeting, scheduling, and client reporting.

Review it every time you open a requisition, and do a deeper refresh when the project mix, software stack, or reporting line changes. Update the salary range when market conditions or location requirements shift. You should also revise the posting if the role changes from full_time to contract, or if remote ok is no longer accurate. Keeping the template current helps avoid mismatched applicants and outdated expectations.

Yes, it is structured to support EEOC and OFCCP-friendly language by focusing on skills, outcomes, and essential functions instead of vague culture language. The requirements section should describe what the person must actually do, which also helps with ADA essential functions documentation. If the role is exempt, the posting should reflect duties that support that classification under FLSA. You should still have legal or HR review for state-specific pay transparency rules where applicable.

A common mistake is listing too many requirements, which can scare off qualified candidates and create unnecessary screening friction. Another is using vague phrases like "other duties as assigned" without defining the actual project responsibilities. Teams also overuse years-of-experience as the main filter instead of describing required skills, certifications, and project scope. Finally, many postings forget to include salary range, benefits, or employment type clearly.

Yes, and you should. Swap in project types such as commercial buildouts, multifamily, civil, industrial, or tenant improvements, and adjust the essential functions to match the work. You can also tailor the required skills for scheduling tools, estimating, change orders, permitting, or safety coordination. The template is flexible enough to support both owner’s rep and contractor-side project management roles.

A template gives you a repeatable structure so every posting covers the same core information: title, scope, responsibilities, skills, compensation, and benefits. That consistency makes it easier to compare candidates across openings and reduces the chance of missing important details. Writing from scratch often leads to uneven postings, duplicated language, and compliance gaps. This template speeds up drafting while still leaving room for project-specific customization.

Use it alongside your ATS, approval workflow, compensation bands, and interview scorecards. It also pairs well with a requisition intake form so hiring managers can define project type, location, travel expectations, and reporting structure before posting. If your team uses standardized job architecture, align the role level and experience level fields to that framework. That keeps the posting consistent with the rest of your recruiting process.