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Construction equipment operators drive, maneuver, or control the heavy machinery used to construct roads, bridges, buildings, and other structures.

Construction equipment operators typically do the following:

• Check to make sure that equipment functions properly
• Clean, maintain, and make basic repairs to equipment
• Report malfunctions to supervisors
• Move levers, push pedals, or turn valves to activate power equipment
• Drive and maneuver equipment
• Coordinate machine actions with crew members in response to hand or audio signals
• Ensure that safety standards are met

Construction equipment operators use machinery to move construction materials, earth, and other heavy materials at construction sites and mines. They operate equipment that clears and grades land to prepare it for construction of roads, bridges, and buildings, as well as airport runways, power generation facilities, dams, levees, and other structures.

The following are types of construction equipment operators:

Operating engineers and other construction equipment operators work with one or several types of power construction equipment. They may operate excavation and loading machines equipped with scoops, shovels, or buckets that dig sand, gravel, earth, or similar materials. In addition to operating the familiar bulldozer, they operate trench excavators, road graders, and similar equipment. Sometimes, they may drive and control industrial trucks or tractors equipped with forklifts or booms for lifting materials. They also may operate and maintain air compressors, pumps, and other power equipment at construction sites.

Paving and surfacing equipment operators control the machines that spread and level asphalt or spread and smooth concrete for roadways or other structures. Paving and surfacing equipment operators may specialize further:

• Asphalt spreader operators turn valves to regulate the temperature of asphalt and the flow of asphalt onto the roadbed. They must ensure that the machine distributes the paving material evenly, and they also must ensure that there is a constant flow of asphalt into the hopper.
• Concrete paving machine operators control levers and turn handwheels to move attachments that spread, vibrate, and level wet concrete. They must watch the surface of the concrete carefully to identify low spots into which workers must add concrete.
• Tamping equipment operators use machines that compact earth and other fill materials for roadbeds or other construction sites. They also may operate machines with interchangeable hammers to cut or break up old pavement and drive guardrail posts into the ground.

Piledriver operators use large machines mounted on skids, barges, or cranes to hammer piles into the ground. Piles are long, heavy beams of wood or steel driven into the ground to support retaining walls, bridges, piers, or building foundations. Some piledriver operators work on offshore oil rigs.

Some workers operate cranes to move construction materials. For more information on these workers, see the profile on material moving machine operators.

Construction managers plan, coordinate, budget, and supervise construction projects from early development to completion.

Construction managers typically do the following:

• Prepare and negotiate cost estimates, budgets, and work timetables
• Select appropriate construction methods and strategies
• Interpret and explain contracts and technical information to workers and other professionals
• Report on work progress and budget matters to clients
• Collaborate with architects, engineers, and other construction and building specialists
• Instruct and supervise construction personnel and activities onsite
• Respond to work delays and other problems and emergencies
• Select, hire, and instruct laborers and subcontractors  
• Comply with legal requirements, building and safety codes, and other regulations

Construction managers, often called general contractors or project managers, coordinate and supervise a wide variety of projects, including the building of all types of residential, commercial, and industrial structures, roads, bridges, powerplants, schools, and hospitals. They oversee specialized contractors and other personnel. Construction managers schedule and coordinate all design and construction processes to ensure a productive and safe work environment. They also make sure jobs are completed on time and on budget with the right amount of tools, equipment, and materials. Many managers also are responsible for obtaining necessary permits and licenses. They are often responsible for multiple projects at a time.

Construction managers work closely with other building specialists, such as architects, engineers, and a variety of trade workers, such as stonemasons, electricians, and carpenters. Projects may require specialists in everything from structural metalworking and painting, to landscaping, building roads, installing carpets, and excavating sites. Depending on the project, construction managers also may interact with lawyers and local government officials. For example, when working on city-owned property or municipal buildings, managers sometimes confer with city council members to ensure that all regulations are met.

For projects too large to be managed by one person, such as office buildings and industrial complexes, a construction manager would only be in charge of one part of the project. Each construction manager would oversee a specific construction phase and choose subcontractors to complete it. Construction managers may need to collaborate and coordinate with other construction managers who are responsible for different aspects of the project.

To maximize efficiency and productivity, construction managers often use specialized cost-estimating and planning software to effectively budget the time and money required to complete specific projects. Many managers also use software to determine the best way to get materials to the building site. For more information, see the profile on cost estimators.

Human resources specialists recruit, screen, interview, and place workers. They also may handle human resources work in a variety of other areas, such as employee relations, payroll and benefits, and training.

Human resources specialists typically do the following:

• Consult with employers to identify employment needs and preferred qualifications
• Interview applicants about their experience, education, training, and skills
• Contact references and perform background checks on job applicants
• Inform applicants about job details, such as duties, benefits, and working conditions
• Hire or refer qualified candidates for employers
• Conduct or help with new employee orientation
• Keep employment records and process paperwork

Many specialists are trained in all human resources disciplines and do tasks throughout all areas of the department. In addition to recruiting and placing workers, these specialists help guide employees through all human resources procedures and answer questions about policies. They often administer benefits, process payroll, and handle any associated questions or problems. They also ensure that all human resources functions comply with federal, state, and local regulations. 

The following are types of human resources specialists:

Employment interviewers work in an employment office and interview potential applicants for job openings. They then refer suitable candidates to employers for consideration.   

Human resources generalists handle all aspects of human resources work. They may have duties in all areas of human resources including recruitment, employee relations, payroll and benefits, training, and administration of human resources policies, procedures, and programs. 

Labor relations specialists interpret and administer a labor contract, regarding issues such as wages and salaries, employee welfare, healthcare, pensions, and union and management practices. They also handle grievance procedures, which are a formal process through which employees can make complaints.

Placement specialists match employers with qualified jobseekers. They search for candidates who have the skills, education, and work experience needed for jobs, and they try to place those candidates with employers. They also may help set up interviews.

Recruitment specialists, sometimes known as personnel recruiters, find, screen, and interview applicants for job openings in an organization. They search for job applicants by posting job listings, attending job fairs, and visiting college campuses. They also may test applicants, contact references, and extend job offers.

Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization's management and its employees. 

Human resources managers typically do the following:

• Plan and coordinate an organization's workforce to best use employees' talents
• Link an organization's management with its employees by handling questions, administering employee services, and resolving work-related problems
• Advise managers on organizational policies, such as equal employment opportunity and sexual harassment
• Coordinate and supervise the work of specialists and support staff
• Oversee an organization's recruitment, interview, selection, and hiring processes
• Handle staffing issues, such as mediating disputes, firing employees, and directing disciplinary procedures

Every organization wants to attract, motivate, and keep qualified employees and match them to jobs for which they are well suited. Human resources managers accomplish this by directing the administrative functions of an organization. Their work involves overseeing employee relations, regulatory compliance, and employee-related services such as payroll, training, and benefits. They supervise the department's specialists and support staff and ensure that tasks are completed accurately and on time. 

Human resources managers also consult with top executives on the organization's strategic planning. They identify ways to maximize the value of the organization's employees and ensure that they are used as efficiently as possible. For example, they might assess worker productivity and recommend changes to the organization's structure to help it meet budgetary goals. 

Some human resources managers oversee all aspects of an organization's human resources department, including the compensation and benefits or training and development programs. In many larger organizations, these programs are directed by specialized managers. For more information, see the profiles on compensation and benefits managers and training and development managers. 

The following are types of human resources managers:

Labor relations managers, also called employee relations managers, oversee employment policies in union and non-union settings. They draw up, negotiate, and administer labor contracts that cover issues such as grievances, wages, benefits, and union and management practices. They also handle labor complaints between employees and management and coordinate grievance procedures. 

Payroll managers supervise the operations of an organization's payroll department. They ensure that all aspects of payroll are processed correctly and on time. They administer payroll procedures, prepare reports for the accounting department, and resolve any payroll problems or discrepancies. 

Recruiting managers, sometimes called staffing managers, oversee the recruiting and hiring responsibilities of the human resources department. They often supervise a team of recruiters, and some take on recruiting duties when trying to fill high-level positions. They must develop a recruiting strategy that helps them meet the staffing needs of their organization and effectively compete for the best employees.