Talent Advocate

DPR Construction is seeking a strategic, dynamic and experienced Talent Advocate to join our SPW/Family of Companies. The Talent Advocate role is responsible for accelerating the performance, engagement, and retention of the organization’s top talent. This position integrates executive-level coaching with talent strategy, ensuring high-potential and high-performing leaders are developed intentionally, equitably, and in alignment with organizational priorities. This role partners closely with top talent, HR, and business stakeholders to design and deliver coaching, talent management and succession strategies that strengthen leadership capability, drive business results, and build a sustainable leadership pipeline.

** This is not a Talent Acquisition or Recruiter role

Talent Management

• Provides individual coaching, performance consulting and development of top talent
• Partners with People Practices Leader and People Practices team to develop and implement a regional or workgroup integrated talent strategy including talent reviews and succession planning
• Facilitates regular strategic talent meetings with business leaders
• Creates individual development plans and drives accountability for key seats & successors
• Supports onboarding of key and strategic hires
• Partners with other People Practices resources including HR, DEI, Talent Acquisition, Craft People Practices, L&D, People Practices Technology

• 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, Family of Companies, or Corporate Services groups

• Progressive Leadership–Demonstrates leadership of self as well as responsibility for leading others either directly or indirectly. Experience working with senior leaders (i.e., leader of leaders) and leadership teams
• Business Acumen–understands fundamental business, operational, and financial processes, demonstrates strategic thinking
• Communication – Listens respectfully with different audiences. Communicates strategically and uses varied communication vehicles and opportunities to develop shared understanding and build consensus
• Collaboration with others–Fosters collaboration, coaches others, leads teams, manages performance and resolves conflicts
• Partnership–Authentically partners with people through building psychological safety, trust, and empathy
• 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