California Department Leader - Cities and Places

Overview At Jacobs, we are challenging today to reinvent tomorrow by solving the world's most critical problems for thriving cities, resilient environments, mission‑critical outcomes, operational advancement, scientific discovery and cutting‑edge manufacturing, turning abstract ideas into realities that transform the world for good. 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 such as Corporate Technology, Life Science & Research clients, and emerging markets like Higher Education and Aviation. There will also 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 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, requiring 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 will be responsible for direct reports of Group Leaders and Managers of Projects (MOPs) depending on the needs of the US West Region. 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 the 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 the Director of Operations (DO) and other leaders to deliver the operational performance for the P‑Unit (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 the 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 integrating new hires. Work in partnership with Human Resources (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 monitoring progress. Collect, share, and elevate staff feedback, concerns, and headwinds with the 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., through regular team meetings). Promote BeyondZero, quality, and safety programs to create an incident‑ and injury‑free culture, including well‑being and mental health. Approve timesheets, leave requests, and expense reports for aligned staff; coordinate, monitor, and approve expenditures such as specific assets, conference attendance, and committee expenses. What You'll Need 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 percentage. Achieve annual net staff growth target set by geography. Annual turnover (12‑month rolling) below 6%. 100% annual E3 completion Return offers where applicable. HS&E team performance. High level of demonstrated emotional intelligence, team building, 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. Ability 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. Benefits Our health and welfare benefits are designed to invest in you, and in the things you care about. Employees have access to medical, dental, vision, basic life insurance, a 401(k) plan, and the ability to purchase company stock at a discount. Eligible employees may also enroll in a deferred compensation plan or the Executive Deferral Plan. Jacobs has an unlimited U.S. Personalized Paid Time Off policy for full‑time salaried/exempt employees, seven paid holidays, and caregiver leave. Certain roles may be eligible for additional rewards, including merit increases, performance discretionary bonuses, and stock. Base salary range: $150,000.00 – $250,000.00. Pay is determined by work location and additional factors such as job‑related skills, experience, and relevant education or training. Equal Opportunity Employer All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. Qualified applicants with criminal histories will be considered for employment. #J-18808-Ljbffr