Regional People Practices Leader

Job Description

The Regional People Practices Leader will be the primary representative of People Practices (PP) within the business. Responsible for leading a group of PP Advisors/Partners whose primary focus is to execute, identify, solve, manage and improve operational excellence, manager development, team performance, strategic support. The Regional PP Leader additionally is focused on business growth, customer value, workforce strategy, people initiatives, organizational effectiveness, change management and leadership development (including succession management). This will be done within a region with approximately $3B in construction revenue and up to 2,000 employees (both Craft and Admin). The role is the primary interface with the Regional Leadership Team (incl P&L Leaders of Business Units) and the PP COE/SME Leaders providing input regarding functional strategies and program design and best practices.

Key Responsibilities

• People (Leading Others and Leading Team) Leadership and People Practices Leadership:
• Leading and managing a team of individuals which providing services across the region. Team includes directly managed employees as well as matrixed employees who are a part of the extended PP organization.
• Aligning PP team to company and local business objectives
• Enhancing PP team performance
• Ensuring team is focused, and executing, key people practices responsibilities (Recruit, Retain and Develop)
• Representative for all of People Practices to the region. A representative of the region to all of People Practices. A primary facilitator/curator across regional, business unit, leaders, managers and employees.
  
  

• Value Creation and Employee Experience:
• Primary facilitator of ‘1DPR’, ensuring local and regional People Practices execution of services for both our Admin and Craft employee populations.
• Implementing strategies of the PP COEs including Talent Acquisition, Talent and Learning, Total Rewards, Employer Risk& Employee Relations, Employee Experience and Organizational Effectiveness
• Curating employee experiences that meet the business needs while also accelerating key DPR People Practices strategies.
• Facilitating key employee experiences which require interplay with People Practices team members with other leaders/groups within the region, business units and projects (eg – College Recruitment, Recruiters with Hiring Managers, Training and Development programming, etc.)
• Accountable for orientation and onboarding processes
• Managing and resolving complex employee relations matters and events
• Acting as primary COE and PP Operational Services input and feedback mechanism from the region on design, best practices, policies/processes and products/services.
• Providing best practices in execution of People Practices initiatives while also accelerating adoption of best practices from other regions
• Primary Facilitator/Leader of key threads within the People Practices vision including mental health and wellbeing, inclusion and belonging, pay and experiential equity
• Change Management, Culture and Organizational Development:
• Acting as primary point person and advisor for organizational changes, culture management and facilitating desired change within the region.
• Coordinates, manages and facilitates consultants/facilitators in the people and organizational space(s).
• Lead sponsor and at times lead facilitator for leadership and cultural and onboarding programming. One of the region’s cultural ambassadors.
  
  

• Employee and Leader Development incl Succession Management:
• Primary leader in facilitation and oversight of succession planning within the region including direct designing of succession plans, overseeing transitions ensuring development activities are in place and resources.
• Leading key talent and employee development processes, including oversight and facilitation of performance management and talent reviews within the region.
• Monitoring, sponsoring and ensuring good facilitation/participation/design of training and development programs within the region.
  
  

• Workforce Strategies, Development and Planning:
• Data analysis of trends and metrics in partnership with PP COE Leads and PP Operational Services
• Consulting and guiding regional leadership on PP strategies and objectives
• Provides a framework for a regional and BU-specific PP/Workforce strategy
• Works closely with regional leaders in developing/facilitating people strategies directly associated with the growth and management of the operation. From mobilization, talent acquisition, diversity representation to development.
• Assesses employee survey indices (eg – Belonging, Engagement, Empowerment, etc.) and ensures changes are put into place to close gaps and/or capitalize on key organizational strengths.
  

Qualifications And Preferred Skills

• Bachelor’s degree in business administration/management, Human Resources, Organizational Development, or related field is preferred.
• Strong background/experience (10 years) across the multiple functions within Human Resources, Employee Relations, Total Rewards, Business Partnering, Organizational and Team Development, DEI, Learning and Talent Development, Talent Management and Strategic Planning is highly preferred.
• PHR, SPHR and/or SHRM CP certifications are preferred and continued development in the field is expected.
• ICF Coaching Certification is a plus
• Construction industry experience is a plus
• Advanced experience with Microsoft Office Suite
• Strong experience/familiarity with HCM Platforms (eg - Workday) and Workforce Analytics tools (eg – PowerBI and Qualtrics)
• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Experience working within a fast-paced, matrixed organization.
• Medium Travel is Expected, approximately 25% to 50% travel throughout the year.
  
  

DPR has been nationally recognized for its strong company culture, based on a well-defined purpose “We Exist to Build Great Things,” and four core values: integrity, enjoyment, uniqueness and ever forward. A flat, title-less organization that empowers people at all levels to make decisions, DPR ranked on FORTUNE’s “100 Best Companies to Work For” list for five consecutive years. For more information, visit http://www.dpr.com.