Role Description SWCA Environmental Consultants in Philadelphia, PA is seeking a Staff-Level Environmental Planner – Natural Resources Economics who is interested in supporting the business development, team building, and implementation of natural resource economics at SWCA. The selected candidate will report to the Philadelphia Office Director and be responsible for: - Supporting planning, social benefit cost analysis, environmental permitting, and Natural Resource Damage Assessment (NRDA) market services. - Independently supervising an environmental survey crew in the field. This position is a regular (with benefits), full-time, hourly position with compensation based on individual qualifications and experience. Individuals must be willing and able to work in the Mid-Atlantic area. The selected candidate may be a distributed employee, living in the state of their choice, or working out of the Philadelphia Office. Modest relocation assistance may be available to those willing to live in the Philadelphia area. This position can hire at two levels: - Assistant Staff Environmental Planner – Natural Resources Economics: Typically with at least one year of relevant industry experience preferred. - Staff Environmental Planner – Natural Resources Economics: Typically with at least two years of relevant industry experience preferred. Those with additional industry experience are also encouraged to apply. Application deadline: Our team will begin reviewing applications immediately, and interviews will be scheduled with qualified candidates on a rolling basis. The application process will remain open until we have received a robust pool of qualified candidates. Once we have identified suitable individuals, we may close the application process without prior notice. Qualifications - Bachelor’s degree in economics or related field required. - One (1) year of relevant experience in natural resource economics, environmental permitting, or other environmental consulting. - Prior experience conducting social benefit cost analysis. - Prior experience conducting regional economic impact analysis. - Demonstrated experience implementing statistical analysis. - Proficiency in MS Excel. - Experience with statistical analysis software such as Stata, R, or Visual Basic. - Solid understanding of financial metrics. Requirements - Master’s degree in a related field (preferred). - Two (2) years of relevant experience in natural resource economics, environmental permitting, or other environmental consulting (preferred). - Education related to economic development, urban planning, or urban policy (preferred). - National Environmental Policy Act (NEPA) experience (preferred). - Regional economic impact modeling experience using IMPLAN, REMI, or RIMS II (preferred). - Working knowledge of natural and/or cultural resources and markets in the Mid-Atlantic region (preferred). - Willingness to travel in support of emergency response projects (preferred). Benefits - Competitive wages and benefits, including a 100% employee stock ownership plan (retirement). - Supportive, team-oriented work environment. - Outstanding corporate culture and award-winning career development. Company Description SWCA Environmental Consultants is an employee-owned company of environmental professionals who specialize in environmental planning, natural and cultural resource management, and regulatory compliance. Our company purpose is to preserve natural and cultural resources for tomorrow while enabling projects that benefit people today. SWCA is committed to salary equity and salary transparency for all its employees. In alignment with this commitment, SWCA posts good faith pay ranges in all its advertised job postings to promote pay equity and transparency. SWCA celebrates diversity and is committed to creating an inclusive work environment. We strongly encourage candidates from all backgrounds, including those with diverse experiences and veterans, to apply.

• Architect, lead, and govern a multi-year, enterprise employee experience strategy • Define 6sense Employee Value Proposition • Identify, prioritize, and elevate enterprise-critical “moments that matter” • Leverage employee data intelligence to inform strategic decisions • Lead the global engagement and listening strategy • Translate complex, multi-source employee data into clear, actionable insights • Establish and sustain an enterprise operating rhythm of listening • Analyze engagement and sentiment trends • Design and scale global recognition, belonging, and inclusion strategies • Own the enterprise recognition strategy and ecosystem • Partner with executive sponsors, business leaders, and ERGs to evolve belonging initiatives • Create enterprise frameworks, playbooks, and multi-year plans • Lead the enterprise approach to in-person, hybrid, and hub-based employee experiences • Ensure alignment between global experience standards and regional execution • Launch and provide strategic oversight of employee experience platforms and tools • Create and implement enterprise-side change management and communication plans • Define and govern enterprise success metrics for employee experience • Apply advanced analytics to assess effectiveness

• Own end-to-end HR operational processes for FTE employees and 1099-NEC contractors, ensuring documentation accuracy, compliance, and clean execution across the full employee lifecycle. • Build, maintain, and optimize HR workflows and trackers (primarily in Notion), ensuring process transparency, ownership, and effective cross-functional collaboration with Finance and Legal. • Own HR documentation and policy management, including the Employee Handbook (FTE & 1099), contracts, amendments, and operational guidelines, in partnership with Legal. • Act as the primary operational HR point of contact for US-based employees and contractors, owning HR-related communication and serving as a bridge between operational processes and employee needs. • Own HR analytics and reporting for all HR operational processes in scope, providing regular, structured insights and recommendations to Business Operations leadership.

• Own the full employee lifecycle (onboarding, probation, performance reviews, L&D, internal mobility, offboarding, etc.) and continuously evolve HR processes and employee experience within our multinational team • Be a strategic partner to the CEO and leadership team, translating business needs into practical and effective HR solutions • Analyze HR data (attrition, engagement, eNPS, etc.) and turn insights into clear actions and improvements • Leverage AI tools to automate routine processes, improve data analysis, and enhance HR workflows • Work closely with department leaders to align on processes to improve overall efficiency, and challenge and coach them on people-related decisions • Lead complex people relations situations, including sensitive conversations, conflict mediation, and investigations when needed • Drive the development of managers by creating frameworks, materials, and practical guidance • Run the performance management system and drive development initiatives (growth opportunities, mentoring, knowledge sharing, etc.) • Own and build employer branding, including work with platforms like Glassdoor, DOU, and others • Lead and facilitate All Hands meetings, as well as oversee engagement initiatives and company events • Lead and develop a small HR team, supporting their growth and effectiveness • Own HRMS (PeopleForce) to ensure data accuracy, process efficiency, and better visibility