California Department Leader - Cities and Places

The successful candidate will sit in California. Following the launch of our new Jacobs 5-year growth strategy, we are refreshing our approach and commitment to growth of our Cities & Places market in the America’s region. Our Cities and Places Performance Units will have clear accountability for both operations and sales, driving targeted growth across key client sectors. These sectors include Corporate Technology and Life Science & Research clients, as well as emerging markets such as Higher Education and Aviation. Additionally, there will be a focus on Design for Design-Build projects and contractor relationships. As part of this refreshed approach, we are excited to announce a career opportunity for which we are seeking expressions of interest from qualified candidates who wish to be considered for the California Department Leader in Cities and Places. This role will be an enterprise delivery team across the cities of Los Angeles and San Francisco tasked with meeting internal and external client needs and growth. This role will require considerable cross-market collaboration within the US West. This role will report directly to the US West Cities & Places Director of Operations. As the Department Leader (DL) - for California aligned to the West Region, you'll be responsible for direct reports of Group Leaders and Managers of Projects (MOPs) depending on the needs of the US West Region (MOPs may also directly report to the Director of Operations) As a DL, your critical partnerships are the Functional support team, and "Peer" Department Leaders from across BIA, MOPs, CAMs, CSLs, and RMSLs, and other business units. The DL will be responsible for partnering closely with the West Sales Team, other subregions and enterprise organizations in the US West, and prioritizing team participation in growth opportunities in the region and the US West Cities & Places Market. Roles and Responsibilities: Supervise and provide leadership to a market-aligned team of Group Leaders (GLs). Manage and coach GLs on their leadership skills and capabilities; provide skill development and business acumen learning opportunities (near-term professional development). Optimize utilization of pool of aligned resources and balance utilization across levels to ensure staffing profitability in accordance with the business forecast. Coordinate across the market, geography, region, and globally to optimize resource management/workload leveling and provide opportunities for staff growth. Work in partnership with DO and other leaders to deliver the operational performance for the PU (achieve GM goals and manage G&A to budget). Coach, develop and mentor staff to deliver superior results collectively and individually. Drive performance expectations and accountability related to meeting quality expectations on all delivered work. Steward career development - basic skill development and sustainment, growth opportunities, and skill refinement - across pool of assigned staff. Manage staff performance and career development, utilizing the E3 process and succession planning. Coordinate with GLs, PMs, and MoPs to optimize GID engagement across the market portfolio to achieve market targets as part of overall geographic goals. Act as hiring manager where appropriate for new staff locally and with our Global Design Centers, working in concert with others around established hiring plans; including helping our business achieve TogetherBeyond goals and integrates new hires Work in partnership with Human Resource (HR) partner and Talent Acquisition (TA) on recruiting and hiring of talent, talent retention, driving Inclusion and Diversity, and exemplifying and leading Jacobs Culture of Caring. Partner with Market Solutions Leaders, Market Growth Directors and CAMs to action growth strategy supporting staffing proposals, identify appropriate technologists for projects, deliver differentiated solutions to clients, and support staff growth, development, and career opportunities. Promote operational discipline by cascading processes, procedures, and other key information to staff and monitor progress. Collect, share, and elevate staff feedback, concerns, and headwinds with DO and other leadership to ensure timely resolution of issues. Facilitate the development and execution of a staffing/succession plan (rolling 3-year period) with aligned GLs and in partnership with others. Achieve annual net staff growth targets and staff retention goals set by the market and region. Build team culture in concert with market strategy/action plan, and communicate with aligned staff routinely (i.e., regular team meetings and 1:1 meetings, etc.) Promote BeyondZero, quality, and safety programs to create an incident- and injury-free culture including well-being and mental health. Approve time sheets, leave requests, and expense reports for aligned staff. Coordinate, monitor, and approve expenditures, such as specific assets, conference attendance, and committee expenses. Business Metrics and Key Performance Indicators (KPI's): Drive portfolio growth by leveraging staff into their specific market. Utilization meets or exceeds forecasted staff targets Capitalize on GID engagement, with a commitment to delivering with regional guidance on what percentage. Achieve annual net staff growth target set by geography Annual turnover (12 months rolling) below 6% 100% annual e3 completion Return offers where applicable). HS&E team performance High level of demonstrated emotional intelligence/team builder and inspirational leadership Adept at interpersonal relationship building, conflict resolution, and leading diverse teams Innovative and solutions‑oriented thinker Leadership and project delivery experience in the market Must be able to articulate a clear vision and direction and possess strong social, networking, and communication skills (both internal and external) Strong portfolio/team performance and business acumen Proven track record as a leader in the business Demonstrated aptitude, ability, and capacity to build a team Strong social, communication, planning, and organizational skills Understanding of the holistic role between Director of Operations, Group Leaders, Managers of Projects, Client Account Managers, and Market Solutions to lead and grow a sustainable team to meet business objectives Ability to lead through inclusion, inspiration, and innovation Jacobs is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, religion, creed, color, national origin, ancestry, sex (including pregnancy, childbirth, breastfeeding, or medical conditions related to pregnancy, childbirth, or breastfeeding), age, medical condition, marital or domestic partner status, sexual orientation, gender, gender identity, gender expression and transgender status, mental disability or physical disability, genetic information, military or veteran status, citizenship, low‑income status or any other status or characteristic protected by applicable law. Learn more about your rights under Federal EEO laws and supplemental language. #J-18808-Ljbffr