Kimley-Horn, one of Fortune Magazine’s “100 Best Companies to Work For,” is looking for a Community and Mobility Planner student to join our Charlotte, North Carolina Team for a summer internship.
This position will support our growing Community and Mobility Planning practice by providing planning, design, and graphic and technical production. Project experiences will be diverse, as we provide services to both the public and private sectors. You will perform a variety of tasks, supporting various project managers and collaborating with team members. You will receive both on-the-job and formal training as well as mentorship, camaraderie, and exposure to plan production, project financials, and client interactions.
Projects could include:
Small Area Plans
Strategic Mobility Plans
Have or in the process of receiving a BS or MS in Planning from an accredited program by summer of 2021
Working knowledge of graphic software programs (Adobe Photoshop, Sketchup, InDesign, Illustrator)
Working knowledge of GIS/ArcView
Excellent verbal, written and interpersonal skills
Positive attitude and a strong work ethic
Strong sense of urgency and self-initiative to meet client deadlines
Detail-oriented team player with an ability to contribute to a positive work environment
Ability to work independently and as a team
**Writing samples, cartography and/or graphic portfolio will be required if considered for an interview**
Participation in professional societies or extracurricular activities
Applicable internship experience and/or work experience
Applicants must be legally authorized to work for Kimley-Horn in the U.S. without employer sponsorship. We do not typically sponsor H1-B or any other work visa petitions.
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)