Practices Leader - Southwest

The Regional People Practices Leader will be the primary representative of People Practices (PP) within the business. The role is the primary interface with the Regional Leadership Team (incl P&L Leaders of Business Units) and the PP COE/SME Leaders, providing input regarding functional strategies and program design and best practices. The Regional PP Leader will be office‑based within DPR’s Southwest region and may be located in San Diego, Newport Beach, Phoenix, or Pasadena.

• Lead and manage a team of PP Advisors/Partners across the region, including directly managed and matrixed employees.
• Align the PP team with company and local business objectives and enhance team performance.
• Execute key people‑practice responsibilities: recruit, retain and develop talent.
• Represent all People Practices to the region and act as principal facilitator/curator among regional leaders, managers and employees.
• Serve as primary facilitator of "1
  
  DPR", ensuring local and regional execution of services for both the Admin and Craft employee populations.
• Implement strategies from PP Centers of Excellence:
  Talent Acquisition, Talent & Learning, Total Rewards, Employer Risk & Employee Relations, Employee Experience and Organizational Effectiveness.
• Curate employee experiences that meet business needs and accelerate DPR People Practices strategies.
• Facilitate key employee experiences involving collaboration with other leaders/groups within the region (e.g., College Recruitment, recruiters with hiring managers, training and development programming).
• Oversee orientation, onboarding, and resolve complex employee relations matters and events.
• Act as the primary operational‑services input and feedback mechanism, providing best practices in the execution of People Practices initiatives.
• Lead key threads within the People Practices vision, including mental health & wellbeing, inclusion & belonging, pay equity and experiential equity.
• Serve as the primary point person for organizational changes, culture management and facilitation of desired change within the region.
• Coordinate, manage and facilitate consultants/facilitators in people and organizational spaces.
• Lead (or act as lead facilitator) for leadership and cultural onboarding programming; serve as a regional cultural ambassador.
• Lead succession planning, overseeing design of succession plans, transitions, and ensuring development activities and resources.
• Oversee performance management and talent review processes within the region.
• Monitor, sponsor and ensure effective facilitation of training and development programs.
• Analyze workforce trends and metrics with PP COE Leads and operational services.
• Consult and guide regional leadership on PP strategies, objectives and workforce plans.
• Develop regional and business‑unit specific workforce strategies, including mobilization, talent acquisition, diversity representation and development.
• Assess employee survey indices (belonging, engagement, empowerment, etc.) and implement changes to close gaps or capitalize on strengths.

• Bachelor’s degree in business administration, management, human resources, organizational development or a related field (preferred).
• Strong background (approximately 10 years) across Human Resources, Employee Relations, Total Rewards, Business Partnering, Organizational and Team Development, DEI, Learning and Talent Development, Talent Management and Strategic Planning.
• PHR, SPHR or SHRM CP certifications preferred; ongoing professional development expected.
• ICF Coaching Certification (plus).
• Construction industry experience (plus).
• Advanced proficiency with Microsoft Office Suite.
• Strong experience/familiarity with HCM platforms (e.g., Workday) and workforce analytics tools (e.g., PowerBI, Qualtrics).
• Excellent verbal and written communication skills.
• Excellent interpersonal and customer‑service skills.
• Excellent organizational and time‑management skills.
• Strong analytical and problem‑solving skills.
• Ability to comprehend, interpret and apply relevant laws, regulations, policies and guidelines.
• Ability to understand organizational hierarchy, roles, qualifications, compensation practices and related administrative practices.
• Proven ability to meet deadlines in a fast‑paced, matrixed organization.
• Medium travel expected (approximately 25%-50% of the year).

Anticipated starting pay range: $–$.