Shareholders & Incentives - COE Solution Specialist

Job Description The Shareholder & Incentives Solution Specialist within the Total Reward Center of Excellence is responsible for the strategy, design, and governance of performance-based incentive and equity programs that align employee outcomes with the DPR’s long-term business objectives and shareholder value creation. This role leads the development, evaluation, and optimization of incentive and ownership programs, ensuring they are competitive, compliant, and effective in driving desired performance and behaviors. The role partners closely with executive leadership and cross‑functional stakeholders to translate business strategy into scalable compensation solutions. Through strong governance, analytics, and stakeholder engagement, this role ensures incentive programs support sustainable growth, reinforce ownership culture, and meet regulatory and organizational standards. This role reports to the Total Rewards Center of Excellence Leader. Key Responsibilities Lead the strategy, design, and ongoing optimization of performance-based incentive and equity programs, including annual incentive plans and ownership-based programs, ensuring alignment with company strategy, financial performance, and long‑term shareholder value creation. Serve as a strategic advisor to executive and senior leadership, translating business objectives into incentive structures that reinforce desired behaviors, support sustainable growth, and balance employee and shareholder interests. Provide enterprise oversight of incentive governance, compliance, and risk management, partnering with legal, finance, payroll, and employer risk teams to ensure programs comply with federal, state, and local regulations, and that documentation, disclosures, and controls are maintained. Establish and oversee robust analytics, reporting, and benchmarking practices, leveraging market data, performance metrics, and scenario modeling to assess program effectiveness, competitiveness, and financial impact, and to inform leadership decision‑making. Lead regular evaluations, audits, and scenario testing of incentive programs, identifying risks, trends, and improvement opportunities, and ensuring accuracy of calculations, payouts, and underlying data. Function as the internal subject matter expert on shareholder and employee incentive practices, including ownership structures and engagement strategies, facilitating alignment and knowledge sharing across shareholders, leadership teams, and people practices functions. Develop enterprise‑level communication and education strategies that ensure employees and leaders clearly understand incentive and ownership programs, performance measures, and outcomes, reinforcing transparency and the company’s ownership culture. Continuously monitor external market trends, regulatory developments, and emerging best practices, proactively evolving incentive and shareholder programs to remain competitive, compliant, and aligned with organizational priorities. Education Qualifications Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field required. Master’s degree (MBA, MS in Human Resources, Finance, or related discipline) strongly preferred. Knowledge & Skills Deep expertise in incentive compensation design, including annual incentive plans, long‑term incentive plans, and equity‑based compensation. Strong understanding of ownership‑based incentive structures. Advanced knowledge of federal, state, and local compensation laws and regulatory requirements. Proven ability to apply financial modeling, scenario testing, and predictive analytics to compensation program design. Demonstrated experience with compensation benchmarking methodologies and market data analysis. Strong statistical and analytical abilities to interpret complex financial data, model scenarios, and measure program effectiveness. Exceptional executive communication skills, with the ability to translate complex compensation concepts into clear, actionable insights. Advanced proficiency with HRIS systems (e.g., Workday), compensation management tools and data visualization platforms including advanced Excel. Strong leadership and influence skills, with experience advising senior leaders and executive stakeholders. Work Experience Minimum of 7 years of progressive experience in compensation, total rewards, finance, or human resources, with at least 5 years in a leadership or senior individual contributor role. Demonstrated experience designing, implementing, and managing performance‑based incentive programs for complex organizations. Proven track record of leading enterprise‑wide incentive or equity programs that align employee performance with long‑term organizational and shareholder outcomes. Experience partnering with executive leadership, finance, legal, payroll, and risk management teams on incentive strategy and governance. Strong background in compensation audits, compliance reviews, and governance documentation. Experience developing executive‑level dashboards, reports, and analytics to support decision‑making. Demonstrated success leading cross‑functional initiatives and influencing without direct authority. Prior experience supporting shareholder engagement strategies, executive compensation governance, or board‑level reporting strongly preferred. Certifications and Licenses Certified Equity Professional (CEP) designation or similar is a plus. Certified Compensation Professional (CCP). Work Environment Inside – inside environmental conditions or standard office environment. Constantly, 67% – 100%. Physical Activity Hearing – receiving detailed information through oral communication and making fine distinctions in sound. Constantly, 67% – 100%. Repetitive Motions – substantial movements (motions) of the wrists, fingers, and/or hands. Frequently, 34% – 66%. Sitting – particularly for extended periods of time. Frequently, 34% – 66%. Talking – expressing or exchanging ideas verbally. Frequently, 34% – 66%. Vision – distinguishing characteristics of objects using the eyes. Constantly, 67% – 100%. Compensation Range $145,000 – $250,000. Anticipated Starting Pay Range $145,000.00 – $250,000.00. Nothing is more important than your health and wellness. DPR offers a variety of medical, dental, vision and wellness benefits to keep you healthy. Read more about eligibility and available benefits programs. For skilled craft and labor or experienced professionals and recent graduates. DPR Construction is a forward‑thinking, self‑performing general contractor specializing in technically complex and sustainable projects for the advanced technology, life sciences, healthcare, higher education and commercial markets. Founded in 1990, DPR is a great story of entrepreneurial success as a private, employee‑owned company that has grown into a multi‑billion‑dollar family of companies with offices around the world. Working at DPR, you'll have the chance to try new things, explore unique paths and shape your future. Here, we build opportunity together—by harnessing our talents, enabling curiosity and pursuing our collective ambition to make the best ideas happen. We are proud to be recognized as a great place to work by our talented teammates and leading news organizations like U.S. News and World Report, Forbes, Fast Company and Newsweek. Explore our open opportunities at #J-18808-Ljbffr