People Practices Advisor- South Florida

Job Description: A key local representative of People Practices ensuring a best-in‑class employee and candidate experience including driving engagement with learning and development, a key partner in the execution of cultural programming, onboarding, interview coordination and builder development program success. This role will be pivotal as the first point of contact for employees (both Admin & Craft) to connect employees and coaches to the right resources and support within People Operations. This role will be coached/managed by the People Practices Business Partner and focus on taking care of employees in the local business unit, on a large/mega project job site, across the Enterprise for a Corporate Services workgroup or Family of Companies. Bilingual (Spanish and English) fluency, both written and oral, is required. Key Responsibilities Partner with PP Leader and PP Business Partner to provide best‑in‑class employee and candidate experiences. Serve as the first point of contact with employees and guide employees and coaches to available tools and resources. Interpret and apply consistently PP processes, policies, and procedures. Partner with the Early Career Events Team where applicable for a Business Unit or a Large Project site to meet its outcomes for college recruitment, summer internship and builder development program rotations. Collaborate with Centers of Excellence and People Operations to deploy PP services and execute daily tasks that are required to be completed at a local level, including but not limited to: training program logistics, new hire orientation, technology support, and local people practices events planning and coordination. Apply basic knowledge of employee relations to support a positive and inclusive workplace culture. Refer employees and coaches to Workplace Services Team or the appropriate service channel for more complex matters (ej. Leave of absence, benefit changes, employee relations matters). Responsible for the successful implementation of the company‑wide onboarding process, plus local adaptations given project needs. Organize People Practices events and meaningful connection points for employees, inclusive of but not limited to: Craft Lunches, Top Out Celebrations, Safety Trainings, Mental Health Awareness, Craft Boot Program, and Construction Inclusion Week. Administer employee engagement, diversity & inclusion and retention programs. Partner with the Business Partner to ensure a most admired employee experience(s) with a focus on equity and inclusion within the employee lifecycle spanning onboarding, employee development, within the coach/manager relationship and across the team environment. Facilitate a 30/60/90‑day check‑in process with new employees and their coach(es). Responsible for the tactical aspects of employee off‑boarding, such as retrieving DPR technology assets, cell phone, purchasing card, and ensuring current contact information in Workday on last day of employment. Business Unit or Large Project PP Advisor is expected to be full‑time in the office or present at a job site. For Corporate Services and Family of Companies, the PP Advisor may be doing hybrid work since supporting across the enterprise. Education Qualifications Bachelor’s degree. Work Experience 2‑4 years of related work experience, or an equivalent combination of training and experience. Construction industry experience is a plus. Compensation Compensation Range – $82,000 - $123,000 EEO Statement DPR is an equal opportunity employer and prohibits discrimination and harassment of any kind. All employment decisions at DPR are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national or ethnic origin, sex (including pregnancy), age, physical or mental disability, HIV status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, medical history or genetic information, or any other status protected by the laws or regulations in the locations where we operate. DPR will not tolerate discrimination or harassment based on any of these characteristics. Read more in our EEOE Policy. #J-18808-Ljbffr