People Practices Leader - Mega Projects/Mobility

About the role

The Mega Projects/Mobility People Practices Leader will serve as the primary representative of People Practices (PP) within the business. This role leads a team of PP Advisors/Partners focused on executing, identifying, solving, managing, and improving operational excellence, manager development, team performance, and strategic support. The PP Leader drives business growth, customer value, workforce strategy, people initiatives, organizational effectiveness, change management, and leadership development, including succession management. This position interfaces with the Mega Projects/Mobility Leadership Team and PP COE/SME Leaders to provide input on functional strategies, program design, and best practices.

Responsibilities

• People Leadership and Team Management:
  • Lead and manage a team of PP professionals, including directly managed and matrixed employees.
  • Align the PP team with company and local business objectives.
  • Enhance PP team performance and ensure execution of key people practices (Recruit, Retain, and Develop).
  • Serve as the primary representative of People Practices to the workgroup and vice versa.
  • Facilitate collaboration across national, regional, business unit leaders, managers, and employees.
• Value Creation and Employee Experience:
  • Facilitate ‘1DPR’ execution for both Admin and Craft employee populations.
  • Implement strategies from PP Centers of Excellence (COEs), including Talent Acquisition, Talent and Learning, Total Rewards, Employer Risk & Employee Relations, Employee Experience, and Organizational Effectiveness.
  • Curate employee experiences that align with business needs and accelerate DPR’s People Practices strategies.
  • Facilitate key employee experiences requiring collaboration with other leaders/groups (e.g., College Recruitment, Training and Development programming).
  • Oversee orientation and onboarding processes.
  • Manage and resolve complex employee relations matters.
  • Act as the primary feedback mechanism for COEs and PP Operational Services on design, best practices, policies, and services.
  • Promote best practices and accelerate adoption across regions and workgroups.
  • Lead initiatives in mental health and wellbeing, inclusion and belonging, and pay and experiential equity.
• Change Management, Culture, and Organizational Development:
  • Serve as the primary advisor for organizational changes, culture management, and facilitating desired change within the workgroup.
  • Coordinate and manage consultants/facilitators in people and organizational development.
  • Lead and facilitate leadership, cultural, and onboarding programming as a cultural ambassador.
• Employee and Leader Development (including Succession Management):
  • Lead facilitation and oversight of succession planning, including designing plans, overseeing transitions, and ensuring development activities.
  • Oversee and facilitate performance management and talent reviews within the workgroup.
  • Monitor, sponsor, and ensure effective design and participation in training and development programs.
• Workforce Strategies, Development, and Planning:
  • Analyze trends and metrics in partnership with PP COE Leads and PP Operational Services.
  • Consult and guide leadership on PP strategies and objectives.
  • Develop a workgroup-specific PP/Workforce strategy framework.
  • Collaborate with leaders on people strategies tied to growth and operational management (e.g., mobilization, talent acquisition, diversity, development).
  • Assess employee survey indices (e.g., Belonging, Engagement, Empowerment) and implement changes to address gaps or leverage strengths.

Requirements

• Bachelor’s degree in business administration/management, Human Resources, Organizational Development, or a related field (preferred).
• Strong background/experience (10+ years) across multiple HR functions, including Employee Relations, Total Rewards, Business Partnering, Organizational and Team Development, DEI, Learning and Talent Development, Talent Management, and Strategic Planning.
• PHR, SPHR, and/or SHRM CP/SCP certifications (preferred).
• ICF Coaching Certification (a plus).
• Construction industry experience (a plus).
• Advanced experience with Microsoft Office Suite.
• Strong familiarity with HCM Platforms (e.g., Workday) and Workforce Analytics tools (e.g., PowerBI, Qualtrics).
• Excellent verbal and written communication skills.
• Strong interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply relevant laws, guidelines, regulations, and policies.
• Ability to understand organizational hierarchy, jobs, qualifications, compensation practices, and related administrative practices.
• Strong time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Experience working in a fast-paced, matrixed organization.
• Travel expected (approximately 30%-50% throughout the year).

Pay

Anticipated starting pay range: $225,000.00–$325,000.00.