Job Description
DPR Construction is looking for a Human Resources Partner to be a part of a dynamic team whose mission is to Take Care of our People. The Human Resources Partner will oversee the full life cycle of the employees within a DPR region (each region has multiple business units). Responsibilities will include but will not be limited to coordination of new hire onboarding, employee inquires related to HR benefits and programs, day to day handling of employee relations, monitoring of compliance changes within the states the HR Partner supports, partnering with Business Unit Leaders on strategy and trends and management of employee separation. The HR Partner will be based out of one of the business units within the region they support.

Responsibilities:

• Partnering with hiring managers and recruiters to ensure total compensation packages for new hires are equitable
• Managing the transition of the candidate from the recruiting team to the regional onboarding team - executing offer letters via Workday (HRIS system), confirming onboarding date, engaging IT for assignment of DPR assets
• Management of both external recruiting invoices and internal employee referral program incentives
• Collaborate with our Talent Mobility Specialist to ensure a smooth relocation experience for both new hires and transfers within our family of companies
• Managing employee information in Workday (HRIS system) and other internal databases
• Gatekeeper for manager self-service entries such as promotions, lateral changes, compensation changes to ensure data accuracy and best practice alignment
• A regional resource for employee inquiries on DPR benefits/programs and providing clarification/interpretation of company policies
• Managing the intake of employee leave requests and returns to work
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance
• Managing employer risk by consulting with leader/managers, providing appropriate HR guidance, and working through complex employee relation matters. Conducts effective, thorough, and objective investigations
• Partners effectively with regional People Practice groups, including Diversity, Equity & Inclusions, Learning & Development, Talent & Performance, and Recruiting.
• Partners with the technology team to ensure a seamless process for email creation, email changes, and termination of accounts
• Acts as liaison between corporate payroll and regional contacts/employees on matters related to compensation
• Partners with Leaders/Managers to initiate involuntary and voluntary employee separations
• Reporting quarterly to regional/business unit leadership teams on HR stats and trends, including
• New hires
• Terminations
• Relocations
• Proactively partners with leadership to offer best practice training to managers
• An active member of the Corporate HR Team and making recommendations to processes and benefit programs based on employee feedback

Skill Set/Competencies:

The Human Resource Partner should possess the following qualifications, skills, and attributes:

• Bachelor’s degree (focus on Human Resources a plus or related work experience)
• Minimum of 4+ years HR experience; construction industry is a plus
• Workday HRIS system experience a plus
• Excellent oral and written communication skills
• Strong Interpersonal Skills – be able to connect with people
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Problem Solving Skills
• Embraces DPR’s Core Values (Integrity, Enjoyment, Uniqueness, and Ever Forward)
• Cultural Ambassador - Advocate for Taking Care of People
• Employee Service Oriented
• Dedicated to our mission to become one of the most admired companies by 2030
• Enjoys being part of a team that is located throughout the United States

Travel
This role is relationship-based, and travel is essential to build those relationships. Once there is trust between leaders and the HR Partner, travel will be required only when HR support is requested, there is a need for Best Practice training, or other business needs require face time.

LI-MM1

DPR has been nationally recognized for its strong company culture, based on a well-defined purpose “We Exist to Build Great Things,” and four core values: integrity, enjoyment, uniqueness and ever forward. A flat, title-less organization that empowers people at all levels to make decisions, DPR ranked on FORTUNE’s “100 Best Companies to Work For” list for five consecutive years. For more information, visit
http://www.dpr.com

• Partnering with hiring managers and recruiters to ensure total compensation packages for new hires are equitable
• Managing the transition of the candidate from the recruiting team to the regional onboarding team - executing offer letters via Workday (HRIS system), confirming onboarding date, engaging IT for assignment of DPR assets
• Management of both external recruiting invoices and internal employee referral program incentives
• Collaborate with our Talent Mobility Specialist to ensure a smooth relocation experience for both new hires and transfers within our family of companies
• Managing employee information in Workday (HRIS system) and other internal databases
• Gatekeeper for manager self-service entries such as promotions, lateral changes, compensation changes to ensure data accuracy and best practice alignment
• A regional resource for employee inquiries on DPR benefits/programs and providing clarification/interpretation of company policies
• Managing the intake of employee leave requests and returns to work
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance
• Managing employer risk by consulting with leader/managers, providing appropriate HR guidance, and working through complex employee relation matters. Conducts effective, thorough, and objective investigations
• Partners effectively with regional People Practice groups, including Diversity, Equity & Inclusions, Learning & Development, Talent & Performance, and Recruiting.
• Partners with the technology team to ensure a seamless process for email creation, email changes, and termination of accounts
• Acts as liaison between corporate payroll and regional contacts/employees on matters related to compensation
• Partners with Leaders/Managers to initiate involuntary and voluntary employee separations
• Reporting quarterly to regional/business unit leadership teams on HR stats and trends, including
• New hires
• Terminations
• Relocations
• Proactively partners with leadership to offer best practice training to managers
• An active member of the Corporate HR Team and making recommendations to processes and benefit programs based on employee feedbac