From the job site to the office ~ we build careers.


For decades, we have benefited from our exceptional workforce’s unique skill sets, loyalty, and commitment to excellence. Recognizing that our employees are P&J’s competitive advantage, we strive to deliver the structure, support, and guidance needed for our employees to excel and support the growth of our company. We look forward to the opportunity to welcome new, experienced, enthusiastic, and dedicated people into the P&J family.

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P&J is a People First company, and we hold safety as an imperative above all other objectives. A safe workplace and workforce is the only acceptable way to do business – and the only way to take care of the community, the people, and the environment. We carry this commitment with us as we pursue challenging projects in 3 primary service areas: Heavy Civil Construction (Power Generation, Water Resources, Industrial & Commercial, and Mining), ROW Construction (Power Delivery and Pipeline Services), and Disaster Response.

At P&J our greatest resource is our employees, whose safety and well-being is our top priority. This priority extends to the families of our employees to enhance the overall health and stability of our workforce. We currently employ approximately 1,000 individuals, including many second and third generation employees who have chosen to build their careers with P&J.

Avis Phillips (Chairman of the Board) and Teddy Phillips, Jr. (CEO) are committed to supporting the P&J tradition of providing a family-oriented culture and health-minded workplace for all employees.


P&J encourages women and minorities to apply. P&J is an Equal Opportunity Employer and a Certified Drug Free Workplace Employer.

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.



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 Title VII of the Civil Rights Act of 1964, Executive Order 11246, the Rehabilitation Act of 1973, the Americans with Disabilities Act Amendments Act (“ADAAA”), the Age Discrimination in Employment Act (“ADEA”), the Genetic Information Nondiscrimination Act (“GINA”), and the Vietnam Era Veterans Readjustment Assistance Act of 1974, 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 (including pregnancy and related medical conditions), sexual orientation, gender identity, national origin, disabilities, genetic information, protected veteran status or any other legally protected basis. P&J will take affirmative action to assure an equal employment opportunity to all qualified persons and to ensure that employees are treated equally during employment without regard to their race, religion, color, age, sex (including pregnancy and related medical conditions), sexual orientation, gender identity, national origin, disabilities, genetic information, protected veteran status or any other legally protected trait. Such action shall include, but not be limited to:

  1. Employment, upgrading, demotion, or transfer;
  2. Recruitment and recruitment advertising;
  3. Layoff or termination;
  4. Rate of pay or other forms of compensation and benefits; and
  5. Selection for training, including apprenticeship, pre-apprenticeship and/or on-the-job training.

Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have; (1) filed a complaint; (2) assisted or participated in an investigation, compliance review hearing or any other activity related to the administration of any federal, state or local law requiring Equal Employment Opportunity; (3) opposed any act or practice made unlawful by any federal, state or local law requiring equal opportunity; or (4) exercised any other right protected by federal, state or local law requiring equal opportunity.