Talent Advocate-Mega/Mobility

DPR Construction

7d•$135,000 - $198,000•Hybrid

About The Position

At DPR, roles and responsibilities are more than describing a job title—they are a commitment to building great things together. The job description(s) below defines core responsibilities and the scope of the role and is a starting point. Every employee is expected to lead from where they are, take ownership of outcomes, and always act in the best interest of the team, customer, project and organization. As a purpose-driven organization on a journey to be most admired, we rely on trust, shared leadership, open communication, disciplined action and a deep respect for the individual to drive exceptional performance. Success is not just about what we build, but who we build and how we build it: with integrity, enjoyment, uniqueness and an ever-forward mindset. Supports leadership development and talent management initiatives through coaching, development planning, and talent advocacy programs. Partners with People Practices leaders and business stakeholders to strengthen leadership capability and support talent pipeline development. Contributes to succession planning, leadership coaching, and organizational development initiatives. Supports development of integrated talent strategies aligned with workforce needs.

Requirements

Bachelor’s degree in industrial organizational psychology, human resources, coaching, learning and development, or a related field, or equivalent experience required.
8–10 years of experience in talent management, leadership development, coaching, organizational development, or human resources required.
Experience coaching senior leaders and supporting enterprise talent management or succession planning initiatives required.

Nice To Haves

Coaching certification preferred.
Team Coaching
Supporting Mega/Mobility projects

Responsibilities

Provides leadership coaching and development support for leaders and high-potential employees.
Supports talent review and succession planning processes in partnership with People Practices leaders and business partner team and provides recommendations to strengthen leadership pipelines and organizational capability.
Facilitates development planning and coaching discussions with leaders and leadership teams.
Supports onboarding and transition planning for key leadership roles.
Collaborates with People Practices partners to align talent development programs with workforce strategies.
Tracks development planning progress and supports implementation of talent management initiatives.
Leads talent discussions and leadership development initiatives to strengthen leadership effectiveness and succession readiness within respective group.