What are the responsibilities and job description for the Talent Advocate (Open to Multiple Locations) position at DPR Construction?
Qualifications
Job Description
Talent management
Job Description
- Bachelor's degree or related work experience in Operations, HR, Coaching, L&D
- Minimum of 5 years (Operations, HR, Coaching, L&D)
- Coaching Certification recommended. Post-hire certification will be required
- Career Counseling is a plus
- Construction industry experience is a plus
- Bilingual (Spanish and English) is a plus (U.S. roles)
- Advanced experience with Microsoft Office Suite
- Moderate/High Travel is expected across the Region or Corporate Services groups
- Demonstrates advanced commitment to DPR core values and culture at an organizational level
- Progressive Leadership – Demonstrates leadership of self as well as responsibility for leading others either directly or indirectly
- Communication – Listens respectfully with different audiences. Communicates strategically and uses varied communication vehicles and opportunities to promote dialogue in order to develop shared understanding and build consensus.
- Collaboration with others – Fosters collaboration, coaches others, leads teams, manages performance and resolves conflicts
- Planning and organizing –Makes and executes plans to reach goals supporting organizational success
- Partnership – Authentically partners with people through building psychological safety, trust, and empathy
- Attention to Detail – Works in a conscientious, consistent, and thorough manner. Knows the right level of detail to request/provide
- Continuous Learning – Identifies and addresses learning and developmental needs to enhance own performance and the performance of others
- Emotional Intelligence – Understands the emotions of self and others, managing own emotions, and influencing others
- Analytical Thinking – Analyzes and synthesizes information to understand issues, identify options and support sound decision making.
- Problem Solving -Identifies the information needed to clarify a situation, seeks that information from appropriate sources, and use skillful questioning to draw out the information
Talent management
- Individual coaching, performance consulting and development of top talent
- Individual Development Plan accountability for Key Seats & Successors as determined by Regional Talent Plan
- Top Talent Advocacy, Assessments, Development & Transition Plans as appropriate
- Business Unit Leadership Team Development and Organization
- Partner with Talent Leader in Talent Reviews, Key Seat Reviews, Succession Planning
- Onboarding of Key and Strategic Hires
- Partner with Regional Talent Leader and Talent Partner(s) on People Practices strategy, business plan creation
- Actively engage, communicate, and partner with Talent Leader and Talent Partners
- Partner with other People Practices resources including HR, DEI, Talent Acquisition, Craft People Practices, L&D, People Practices Technology
- Actively participate in regional and national Talent and People Practices meetings
