Workforce Development-COE Solution Specialist

Role Overview Leads the design and activation of enterprise workforce development strategies that strengthen DPR’s long‑term workforce capacity, labor market positioning, and organizational capability. This role identifies future workforce needs and translates those into scalable solutions, including but not limited to early‑career talent pipelines, partnerships, and development programs. The focus is both mid‑ to long‑term workforce planning (3–5+ year horizon) and near‑term activation, ensuring DPR builds talent capacity while delivering practical workforce solutions aligned to business priorities. This role operates at the intersection of strategy and execution, acting as an enterprise connector across stakeholders and integrated work groups. Key Responsibilities Workforce Strategy & Future Needs Identification: Assess organizational capability baselines against future requirements to identify build/develop/acquire priorities; identify future workforce needs and risks based on business strategy and market dynamics; analyze labor market trends and workforce data to inform long‑term direction; define 3–5 year workforce pipeline requirements. Workforce Pipeline & Solution Design: Design scalable workforce solutions based on assessed needs, which may include early career pipelines, apprenticeships, and upskilling programs; lead end‑to‑end solution design from concept to structure and success measures. External Partnerships & Ecosystem Development: Build partnerships with educational institutions, workforce boards, and community organizations; leverage grants, funding, and public‑private partnerships. Solution Development & Early Implementation: Lead development of workforce solutions beyond strategy into tangible programs; partner with delivery teams to pilot and refine initiatives. Governance & Stakeholder Alignment: Establish governance and prioritization of initiatives; align across PP, business leaders, and delivery teams; monitor outcomes and establish structured feedback loops; translate learnings into governance priorities and initiative refinement. Experience & Capabilities Requirements Experience in workforce strategy or organizational capability development. Ability to diagnose needs and translate findings into scalable solutions. Experience designing and activating workforce programs from concept to implementation. Knowledge of external workforce ecosystems, funding streams, and labor market dynamics. Strong stakeholder influence and alignment across levels and workgroups. Physical Requirements Hearing – detail sensitivity, constant 67–100%. Repetitive motions – substantial wrist, finger, hand movements, frequent 34–66%. Sitting – extended periods of time, frequent 34–66%. Talking – exchange ideas, convey instructions, frequent 34–66%. Vision – distinguish characteristics, constant 67–100%. Certifications and Licenses Certification in workforce development (CWDP, CPLP, SHRM‑CP). Compensation Anticipated starting pay range: $145,000.00 – $180,000.00. Benefits DPR offers a variety of medical, dental, vision and wellness benefits to keep you healthy. Benefits are available for skilled craft and labor or experienced professionals and recent graduates. Equal Opportunity Employer 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