Job Details

Minimum Qualifications:

1. Bachelor's degree or related work experience in Operations, HR, Coaching, L&D, Customer Service
2. Minimum of 2+ years of experience in Operations, HR, Coaching, L&D, Customer Service, etc.
3. Construction industry experience is a plus
4. Bilingual (Spanish and English) is a plus
5. Advanced experience with Microsoft Office Suite
6. Travel is expected within the Business Unit to visit jobsites

Skills & Abilities:

1. DPR Core Values & Culture – Applies DPR values and culture with others
2. Progressive Leadership – Demonstrates leadership of self as well as responsibility for leading others either directly or indirectly
3. Communication – Listens and communicates openly, honestly, and respectfully with different audiences, promoting dialogue and building consensus
4. Collaboration with Others – Fosters collaboration, coaches others, and resolves conflicts
5. Planning and Organizing – Makes and executes plans to reach goals supporting organizational success
6. Partnership – Authentically partners with people through building psychological safety, trust, and empathy
7. Attention to Detail – Works in a conscientious, consistent, and thorough manner. Knows the right level of detail to request/provide
8. Continuous Learning – Identifies and addresses learning and developmental needs to enhance own performance and the performance of others
9. Emotional Intelligence – Understands the emotions of self and others, managing own emotions, and influencing others

Essential Functions:

1. Lead implementation of employee development process with employees, coaches, and BULT
2. Ongoing coach pairing for new hires, connect with 30-60-90 day plans
3. Facilitate associated training
4. Connect with leadership on high potential employees and ensure development
5. Ensure successful implementation of the national onboarding process and any specific local needs
6. Facilitate 30/60/90-day check-in process with new employees and their coaches/managers
7. Project Support:
8. Coordinate and facilitate Building Great Teams and follow-up on outcomes
9. Roles and responsibilities kick-off meetings
10. Lessons learned meetings
11. Employee Experience:
12. Effectively leverage all available resources, both within and outside of the organization, to provide a best-in-class worker experience
13. Support employees and managers in difficult conversations, facilitate when appropriate
14. Provide 1:1 coaching (depending on experience)
15. Have a general understanding of what benefits are offered to point employees to the right resources for help
16. Develop and administer programs to recognize and appreciate Admin employees. Administer programs developed by regional or national resources
17. Administer Admin engagement and retention programs developed by regional or national resources
18. Training and Development:
19. Planning and facilitation of training for individual employees, peer groups, and teams
20. Personality Assessment Facilitation (Enneagram, MBTI, DISC, StrengthFinders)
21. Other soft skills courses as needed (facilitation skills, effective meetings, difficult conversations, 5 choices)
22. People Practices Technologies including Workday, 360L
23. Internal Communications:
24. Facilitate Town Halls, Quarterly Meetings, etc.
25. Ensure that all company communications are cascaded to the Business Unit
26. Partner with local C+B resources
27. Connection:
28. Create touchpoints for all employees at jobsites and company events
29. Participate in monthly peer group and work group meetings
30. Listen to and advocate for Admin employees
31. Connect regularly with BULT leadership team
32. Strategic People Practices:
33. National priorities and initiatives (approximately 20% of total time)
34. People practices business planning
35. Mental health programs for Admin employees
36. Annual Open Enrollment (non-union areas only) events
37. Internal development programs for Admin
38. Admin Recruiting resources in recruiting programs
39. EHS Leadership with initiatives and needs
40. Partner:
41. Actively engage, communicate, and partner with Craft Talent Partners
42. Partner with other People Practices resources including HR, DEI, Talent Acquisition, L&D, People Practices Technology
43. Partner with Get Work, and Do Work Teams
44. Actively participate in regional and national Talent and People Practices meetings