About The Role
Quantity Surveyor – Permanent Position
LOCATION: Children’s Hospital (RVH), Belfast, Northern Ireland
DIVISON: Build
BENEFITS: Car Allowance | Subsidised Private Medical Cover | Life Assurance | Contributory Pension | 35 Days Annual Leave (Including Public Holidays)
Join our team as a Quantity Surveyor in Belfast, working on the state-of-the-art Children's Hospital at the Royal Victoria Hospital site. This is a unique opportunity to contribute to a landmark healthcare project that will make a lasting impact on the community.You will be based on-site for a minimum of two years, playing a key role in the successful delivery of this major development.
About the Role
As a Quantity Surveyor, you’ll be central to the successful delivery of this high-profile build—managing costs, contracts, and commercial performance from inception to completion. You’ll lead on budgeting, procurement, and cost control, ensuring the project is delivered efficiently, profitably, and to the highest standards.
You’ll collaborate with clients, subcontractors, and internal teams, applying your expertise in JCT and NEC contracts to drive excellence throughout the project lifecycle.
What You’ll Bring
Essential:
Proven experience in a Quantity Surveyor role within the construction sector
Strong knowledge of JCT and NEC contracts
Skilled in cost forecasting, budgeting, and commercial reporting
Excellent negotiation and stakeholder management abilities
Degree in Quantity Surveying or a related discipline
Ability to manage multiple projects with precision and professionalism
Desirable:
Experience on fast-paced, high-value construction projects
Familiarity with modern construction and fit-out methods
Membership with RICS or CIOB
Why Join GRAHAM?
We’re committed to building not just great projects, but great careers. At GRAHAM, you’ll find a supportive culture, exciting challenges, and opportunities to grow.
Ready to shape the future with us? Apply now or share this opportunity with someone who’d be a perfect fit!
Our Commitment
At GRAHAM, we are proud to say that we are a committed Equal Opportunities Employer and we aim to be the first choice for people from all backgrounds. We seek to promote respect for the individual and equality of opportunities. We believe that everyone should be treated solely on the basis of personal merit and contribution throughout their GRAHAM career journey and not on the value of artificial barriers, prejudices, or preferences.
If you require any adjustments or accommodations during the application or interview process, please let us know. We welcome applicants from all backgrounds.
We are dedicated to making our policies and guidance accessible to all applicants and employees. If you need this document in an alternative format, such as large print, audio, or braille, please contact us at:
•Email:hr-jgc.resourcing@graham.co.uk
•Phone: 07384 916355
As a Disability Confident Employer, we guarantee an interview to disabled applicants who meet the minimum essential criteria for the role. If you would like to apply through the Disability Confident Interview Scheme, please contact Louise Hunter, Resourcing Manager, at:
•Email:louise.hunter@graham.co.uk
•Phone: 07384 916355
We are only able to consider applications from individuals who are eligible to live and work in the UK, as per Home Office regulations. Please check your eligibility with the regulations before applying. Individuals with a current time restricted right to work in the UK, should contact the Human Resources team in the first instance.
A basic disclosure may be requested if security clearance is required by 3rd party clients and a criminal record will not necessarily be a bar to obtaining a position. Our Access NI/Vetting and Barring Scheme Policy and Policy on the Recruitment of Ex-Offenders is available upon request.
GRAHAM reserves the right to carry out checks to ensure the validity of an applicant’s experience and/or qualifications and we expect all applicants to comply with any such requests for information. Failure to do so or evidence of any falsification of information will lead to either removal from the recruitment process or if already in employment potential termination of contract through the company disciplinary procedure.
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