People Operations

• Play a key role in shaping a high-performance, people-first culture.
• Serve as a trusted coach to field leadership.
• Champion strategies that retain employees and enhance employee experience.
• Partner with recruiting to elevate hiring processes.

Senior People Manager

• Partner with People Practices Leader and People Practices Business Partner to provide best-in-class employee and candidate experiences.
• Serve as the first point of contact with employees and guide employees and managers to available tools and resources.
• Interpret and apply consistently People Practices processes, policies, and procedures.
• Partner with the Early Career Events Team where applicable for a Business Unit or a Large Project site to meet its outcomes for college recruitment, summer internship and builder development program rotations.
• Collaborate with Centers of Excellence and People Operations to deploy PP services and execute daily tasks that are required to be completed at a local level, including but not limited to: training program logistics, new hire orientation, technology support, and local people practices events planning and coordination.
• Apply basic knowledge of employee relations to support a positive and inclusive workplace culture. Refer employees and coaches to Workplace Services Team or the appropriate service channel for more complex matters (ej. Leave of absence, benefit changes, employee relations matters).
• Responsible for the successful implementation of the company-wide onboarding process, plus local adaptations given project needs.
• Organize People Practices events and meaningful connection points for employees, inclusive of but not limited to: Employee Lunches, Celebrations, Safety Trainings, Mental Health Awareness, Employee Boot Program, and Construction Inclusion Week.
• Administer employee engagement, diversity & inclusion and retention programs.
• Partner with the Business Partner to ensure a most admired employee experience(s) with a focus on equity and inclusion within the employee lifecycle spanning onboarding, employee development, within the coach/manager relationship and across the team environment.
• Facilitate a 30/60/90-day check-in process with new employees and their coach(es).
• Responsible for the tactical aspects of employee off-boarding, such as retrieving DPR technology assets, cell phone, purchasing card, and ensuring current contact information in Workday on last day of employment.
• Business Unit or Large Project PP Advisor is expected to be full-time in the office or present at a job site. This role is 100% On-Site Candidate can be based in any location that DPR Construction has an office. Weekly travel to project location in Monroe, LA. is required.

People Practices Advisor – Meta Project

• Own day-to-day administration, maintenance, and optimization of People systems, with a focus on HRIS health, automation, workflow reliability, permissions, documentation, and data accuracy
• Evaluate and apply AI tools within the existing tech stack where appropriate, and recommend new solutions to streamline People Operations workflows, reduce manual work, and improve quality
• Maintain our compensation structure through benchmarking, performing audits, reconciliations, data validation, and performance cycle readiness; partner with the Chief People Officer on compensation philosophy, strategy and design
• Build and maintain recurring audits and controls across employee and contractor data, system fields, and downstream integrations to ensure information is accurate, compliant, and working as expected
• Partner closely with Accounting, Finance, Recruiting, IT, and other cross-functional stakeholders to support clean handoffs, accurate people data, and reliable operational workflows
• Run and support recurring People Operations deliverables such as performance review administration, engagement survey operations, reporting support, and related collateral
• Produce clear reporting and analyses for People leaders, especially in areas related to compensation, headcount, and workforce data
• Troubleshoot system and workflow issues, identify root causes, and proactively recommend fixes or process improvements
• Support operational projects and process improvements with strong organization, documentation, follow-through, and attention to detail

People Systems & Operations Analyst

• Serve as a trusted point of contact for employee relations matters, workplace concerns, and conflict resolution, applying sound judgment, empathy, and discretion.
• Conduct and support employee relations investigations, including concerns related to workplace conduct, harassment, discrimination, and policy violations; gather documentation, conduct interviews, summarize findings, and prepare recommendations.
• Coach managers through difficult conversations, performance concerns, and corrective action, ensuring consistent and fair application of policy.
• Maintain accurate, confidential employee relations documentation and partner with People & Culture leadership and legal counsel on complex or escalated matters.
• Identify patterns and root causes from employee relations activity and recommend policy, training, or process improvements.
• Manage the engagement survey lifecycle, including pulse surveys, annual engagement surveys, and stay and exit interviews, and translate findings into clear, prioritized action plans with leaders.
• Manage key employee lifecycle touchpoints, including onboarding, first-90-day check-ins, internal transitions, and offboarding, to ensure consistent and positive employee experience.
• Design and run recognition, milestone, and connection programs that reinforce our values and strengthen community across a distributed workforce.
• Serve as the People & Culture partner to Employee Resource Groups (ERGs), supporting group leaders with structure, programming, budget guidance, and connection to broader organizational initiatives.
• Build and deliver manager enablement content and facilitate workshops, listening sessions, and team-effectiveness conversations that strengthen leadership capability and collaboration across teams.

People & Culture Business Partner

• Own and coordinate onboarding processes from offer acceptance through the first 90 days of employment
• Serve as a primary point of contact for new hires throughout onboarding and orientation processes and help support a welcoming and organized onboarding experience
• Coordinate onboarding schedules, orientation sessions, onboarding documentation, and first-day logistics across departments
• Partner with Learning & Development, IT, Operations, Payroll, and leadership teams to ensure timely onboarding readiness, including system access, equipment coordination, and onboarding support
• Coordinate and manage offboarding processes from notice through final separation, including offboarding documentation, system access removal, and equipment return coordination
• Conduct and track exit interviews and stay interviews, identify trends, and support continuous improvement efforts related to onboarding and offboarding processes
• Develop, maintain, and improve onboarding and offboarding SOPs, workflows, process documentation, tracking tools, and related resources to support consistency and scalability
• Maintain organized onboarding and offboarding records, dashboards, tracking tools, and reporting visibility
• Identify process gaps and recommend practical process improvements to support efficiency, consistency, and operational effectiveness
• Assist with coordination and documentation related to internal employee transitions, organizational changes, and People & Culture initiatives
• Assist in the development, coordination, and maintenance of onboarding related training materials, resources, and process documentation
• Partner with People & Culture Leadership and cross-functional teams to support onboarding, offboarding, and employee transition processes effectively and consistently
• Exercise sound judgment in managing routine onboarding and offboarding matters while partnering with People & Culture Leadership on matters involving policy interpretation, compliance concerns, or elevated employee relations risk
• Maintain professionalism, discretion, and confidentiality when handling sensitive employee information and documentation
• Perform other duties, responsibilities, and related assignments as directed by People & Culture Leadership to support departmental and organizational needs

People and Culture Specialist – Onboarding/Offboarding

• Serve as a Global People Partner to the Market Intelligence (MI) Revenue organization, supporting senior Revenue leaders.
• Partner closely with RLT and cross-functional teams to strengthen organizational effectiveness, performance rigor, leadership capability, and talent outcomes across the Revenue organization.
• Act as a strategic advisor and trusted partner to senior Revenue leaders, supporting business outcomes through effective people strategies.
• Strengthen performance management rigor across the Revenue organization, including goal clarity, coaching for underperformance, early intervention, and manager accountability for outcomes.
• Partner with Revenue and Finance leadership on workforce planning, productivity, incentive alignment, and change initiatives to support sustainable growth and pay-for-performance discipline.
• Lead organizational effectiveness initiatives including leadership effectiveness, engagement action planning, change management, and ways-of-working improvements across a highly matrixed global environment.
• Drive talent and succession planning for critical Revenue roles, enabling strong internal pipelines, mobility, and development outcomes.
• Operate as an integrator across People COEs (Rewards, Talent, Employee Relations, People Analytics), ensuring strong execution of core people processes and consistent employee experience.
• Use workforce data, insights, and analytics to diagnose issues, surface risks, and recommend actions that improve performance, engagement, and retention.

Global People Partner

• Champion the company's core values in everyday moments, programs and rituals so they show up in how teammates work, recognize each other and grow together.
• Develop creative engagement and recognition initiatives, using teammate feedback and data to know what's working.
• Serve as a resource for teammates and leadership, keeping priorities aligned and making sure feedback flows in both directions.
• Plan company events, recognition moments and culture-building activities that bring a remote team together.
• Communicate clearly and consistently across email, Slack and video to keep teammates informed and connected.
• Run learning and development activities through our LMS, helping teammates build skills they need to grow at BlastX.
• Partner with the VP, People Experience and hiring managers on recruiting strategy, and run the day-to-day sourcing and outreach that brings it to life.
• Run the full recruiting funnel: job postings, sourcing, screening, scheduling, interview coordination and offer creation.
• Pre-screen candidates and present a short list of qualified finalists to hiring managers.
• Deliver a candidate experience worth talking about, with timely communication, clear expectations and respectful close-outs at every stage.
• Track and report on recruiting metrics, sharing insights and recommendations with hiring managers and the VP, People Experience.
• Help ensure the highest level of quality for all project deliverables by coordinating and managing quality assurance checks and review cycles.
• Run day-to-day PX operations, including teammate records, documentation, benefits administration and HRIS data hygiene.
• Own the end-to-end onboarding experience, from offer letter through first 90 days and keep improving it based on new hire feedback.
• Run off-boarding with care, including exit conversations, knowledge transfer, and clean handoff of systems and equipment.
• Ensure compliance with local, state and federal employment laws and internal policies.
• Spot friction in PX workflows and propose fixes, partnering with the VP, People Experience to roll out scalable solutions.
• Administer and maintain PX processes and technology systems.

People Experience, HR Generalist

• Own and scale the People function as we enter our next phase of growth post-Series B
• Serve as the senior People advisor to the COO, CEO, and executive team on organizational design
• Run full-cycle recruiting personally for senior engineering, go-to-market, and executive roles
• Administer Pantomath's HRIS and ensure data integrity at all times
• Maintain compliance with federal, state, and local employment laws
• Design and run the rituals, recognition programs, and communication rhythms that keep a distributed company cohesive

Head of People

• Acts as a brand representative reflective of the company values; drives the store experience on the sales floor through an energized pace
• Initiates conversation, shares advice and product knowledge to interact with the customer in every zone in a personalized, genuine way
• Utilizes technology to be well-informed on events and special offers in store and online to enhance the customer experience with an omni perspective
• Contributes to an inclusive and people-first philosophy by being positive, respectful and helpful to others
• Collaborates with peers and leadership, sharing ideas with the team and actively participating in daily meetings, store initiatives, and brand focuses
• Participates in the learning and sharing of product knowledge, current trends, and personal styling priorities to inspire the customer
• Maintains Free People’s visual and operational standards while keeping the focus on the customer
• Supports the shipment process to gain awareness of product including what’s new and what’s reship
• Adheres to store’s safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store

Seasonal Stylist

• Acts as a brand ambassador and reflects the company values
• Creates selling initiatives that enhance the customer experience; empowers the team to drive sales through personalized service, elevated styling, and outfitting recommendations
• Delivers a seamless, omni-channel shopping experience through understanding and utilization of systems and applications
• Acts as an elevated team member, exercising decision-making and multitasking capabilities while always prioritizing service over tasks
• Actively participates in managing the store environment and customer experience by facilitating an energized pace, positivity of the team, management of the daily zone, and driving sales
• Takes initiative in teaching and sharing product knowledge, brand messaging, and how to deliver exceptional customer interactions by utilizing brand resources
• Collaborates with key partners to effectively execute shipment processing, restocking, and placement of product while maintaining FP’s visual and display standards; ensures omni-channel orders are processed timely and accurately
• Adheres to store’s safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store
• Supports an inclusive and people-first philosophy; engages employees at all levels to encourage open dialogue, reinforce follow through, and ensure that the store team is heard and supported
• Stays current and collaborates with the leadership team to respond to communication; contributes to sharing information with the team and actively participates in daily meetings and chat ins
• Displays eagerness to develop new skills while being open and responsive to feedback; enhances environment through displaying optimism, positivity, and proactive problem-solving skills
• Guides and develops Stylist team; takes responsibility for own development and professional growth while considering role replacement for career progression

Key Holder

• Serve as a trusted advisor to the CEO, President and executive team on workforce planning, organizational design, leadership development, and talent strategy.
• Steward and evolve Miva’s culture; lead programs that reinforce engagement, belonging, and the overall employee experience in a fully remote, geographically distributed workforce.
• Own total rewards strategy, including compensation philosophy, market benchmarking, benefits design, and 401(k) plan oversight.
• Oversee full-cycle recruiting strategy for all positions across the organization.
• Lead diversity, equity, and inclusion strategy and related programs.
• Define and report on key people metrics (headcount, retention, engagement, time-to-hire, compensation positioning, etc.); deliver data-driven recommendations to leadership.
• Use HR systems and tools (HRIS, ATS, performance, payroll, benefits) to ensure programs run efficiently.
• Identify, evaluate, and implement opportunities to leverage AI and emerging technologies to optimize HR workflows, improve efficiencies, and elevate the quality of people programs and deliverables.
• Lead organizational change management initiatives, including reorganizations, role transitions, and growth planning.
• Manage the HR budget and external vendor relationships, including benefits brokers, payroll providers, employment counsel, and recruiting partners.
• Anticipate emerging people risks and opportunities, and proactively recommend and implement solutions.
• Provide direction to a part-time Recruiter consultant; review pipelines, and ensure a consistent, high-quality candidate experience.
• Design and deliver an exceptional onboarding experience that ramps new hires quickly and connects them to Miva’s culture and goals.
• Ensure payroll, health benefits, and 401(k) plan are processed accurately and timely, and remain compliant with all federal, state, and local laws across the multiple states in which Miva employees reside.
• Administer leaves of absence, accommodations, workers’ compensation, and unemployment claims.
• Maintain HRIS and employee records; ensure data integrity and produce reporting as needed.
• Coach managers and employees on performance, behavioral concerns, team dynamics, and employee relations matters.
• Conduct employee relations investigations and recommend appropriate corrective action; partner with employment counsel as needed.
• Maintain and update the employee handbook, policies, procedures, and job descriptions.
• Manage offboarding logistics, including exit interviews and analysis of attrition trends.
• Provide guidance to employees and managers on company policies, benefits, and processes.
• Be a visible, trusted resource and first point of contact for employees on all people-related matters.
• Perform other duties and projects as assigned.

Director, People Operations

• Acts as a brand representative reflective of the company values; partners with the store leadership team on the creation of an engaging experience that appeals to the FP customer
• Builds lasting relationships through personalized service, product recommendations, and connecting with the customer in an authentic way; cultivates customer relationships to build a client base
• Utilizes technology to be well-informed on events and special offers in-store and online to promote a seamless, omni channel shopping experience
• Leads by example in relationship building, styling, and networking with customers
• Partners with store team to lead service strategies to fuel a collaborative selling environment and also meet personal sales goals
• Facilitates meetings and fit sessions to share product knowledge, current trends, styling initiatives, and brand focuses; contributes to the mentorship of the Stylist team to elevate confidence in outfitting the customer
• Assists store leaders in maintaining a visually compelling store that is neat, clean, organized and in line with brand standards; supports weekly store objectives relating to customer service, outfitting, or styling
• Assesses personal styling program looking for business driving opportunities for the store; takes smart risks with measurable results to maximize sales and impact customer experience
• Adheres to store’s safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store
• Supports an inclusive and people-first philosophy; cultivates productive partnerships with store leadership and stylist team that contributes to a collaborative, customer-centric environment
• Fosters ongoing relationships with clients through outreach & networking, appointment generation, service follow-up, and engagement through store events
• Provides insights into shopping trends and customer feedback and communicates to Store Manager and Home Office partners; when applicable, participates within company and district forums through sharing store specific scenarios and ideas

Senior Stylist

• Oversee multiple facets of CEDP’s day to day operations
• Leverage the vision of CEDP’s people, including internal culture, training & development, human resources, and diversity, equity, inclusion, and belonging
• Serve as a trusted and independent advisor for CEDP’s people, resolving conflicts and concerning issues
• Help establish and communicate organizational culture norms, boundaries and expectations of communication
• Train and coach leaders to manage hard processes and service delivery work
• Collaborate with executive and senior management to adapt policies and manage complex people operations
• Develop and implement People and Culture initiatives related to Organizational Design and Talent Development
• Lead a People and HR Team of 3
• Champion opportunities for diversity, equity, inclusion, and belonging

Vice President of People & Culture

• Acts as a brand ambassador and reflects the company values; partners with the store leadership team on the creation of an engaging experience that appeals to the FP customer
• Creates selling initiatives that enhance the customer experience; empowers the team to drive sales through personalized service, elevated styling, and outfitting recommendations
• Delivers a seamless, omni-channel shopping experience through understanding and utilization of systems and applications
• Actively participates in managing the store environment and customer experience by facilitating an energized pace, positivity of the team, management of the daily zone, and driving sales
• Takes initiative in teaching and sharing product knowledge, brand messaging, and how to deliver exceptional customer interactions by utilizing brand resources
• Supports the store management team by participating in daily office procedures, execution of operations, and store maintenance
• Collaborates with key partners to effectively execute shipment processing, restocking, and placement of product while maintaining FP’s visual and display standards; ensures omni-channel orders are processed timely and accurately
• Adheres to store’s safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store
• Supports an inclusive and people-first philosophy; engages employees at all levels to encourage open dialogue, reinforce follow through, and ensure that the store team is heard and supported
• Stays current and collaborates with the leadership team to respond to communication; contributes to sharing information with the team and actively participates in daily meetings and chat ins
• Displays eagerness to develop new skills while being open and responsive to feedback; enhances environment through displaying optimism, positivity, and proactive problem-solving skills
• Guides and develops Stylist team; takes responsibility for own development and professional growth while considering role replacement for career progression

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