People Operations

• Collaborate with stakeholders to gather and analyze business requirements related to PeopleSoft applications and Oracle platforms
• Translate business requirements into detailed functional and technical specifications
• Assist development and administration teams to configure and customize applications to align with organizational needs
• Design and document system architectures
• Collaborate with cross-functional teams to integrate software solutions with other enterprise systems
• Collaborate with quality assurance teams to ensure the reliability and accuracy of software solutions
• Investigate and resolve issues related to PeopleSoft applications, providing timely and effective support
• Collaborate with technical teams to address and mitigate post-implementation challenges
• Create and maintain comprehensive technical documentation, including system design specifications, configuration details, and troubleshooting procedures
• Facilitate knowledge transfer sessions to ensure team members are well-equipped to manage PeopleSoft systems

PeopleSoft Functional Analyst

• Partner with Sales leaders as a trusted advisor, delivering people strategies and insight that enable business goals and organizational effectiveness.
• Own hiring, onboarding, retention, and succession planning—identifying critical roles, developing high-potential talent, and program-managing workforce/org design initiatives.
• Lead change initiatives that improve agility and effectiveness, and build a culture of continuous improvement through engagement and development.
• Partner with Employee Relations on complex cases and compliance, and coach managers on goal setting, performance management, and feedback.
• Assess capability gaps and coach leaders to build development plans that drive growth and readiness.
• Use analytics to identify workforce trends and risks, delivering executive-ready reporting and recommendations.
• Champion DEI across hiring and development, and partner with People & Culture Centers of Excellence to deliver scalable, cohesive programs.

People Partner Director, Sales

• Lead and drive employee engagement experiences, organization effectiveness initiatives, advanced compensation, workforce strategy/planning (recruitment, retention, development, succession) and change management efforts for the business served.
• Assist in the execution and updating of the organization’s strategy for culture and engagement.
• Execute succession planning, career development and performance management to support business outcomes and career progression.
• Partner with Leaders to ensure great employee experiences with a primary leadership focus on fairness & inclusion and proactively address any DEI gaps and opportunities within the employee lifecycle.
• Implement teaming strategies to promote healthy teams; build capability within operations and upskill People Practices Advisors to assist.
• Consult and provide guidance on employee relations with Coaches/Managers from discovery conversations through performance documentation in partnership with the Workplace Services team.
• Serve as a bridge between the Centers of Excellence, People Operations, and Strategic Initiatives teams to drive consistency in practices, policies, and process improvements.
• Responsible for coaching and professional development of local People Practices Advisor(s).
• Utilize People Practices metrics to achieve data-driven decision making, support business results, and improve operational efficiency.
• Facilitate inclusive talent management initiatives that support the attraction, mentorship, retention, and advancement of both admin and craft employees.
• Serve as an advocate and champion for People Practices programs as well as organizational values and culture.
• Collaborate with the Centers of Excellence and People Operations to develop, influence, and curate the people strategy with the business leadership team.
• Coordinate and partner with staffing leads for both admin and craft and promote inclusive hiring practices.
• Primary organizational advocate of Employee Resource Groups (ERGs) and other key employee groups and events to foster an inclusive work environment and belonging.
• Ability to travel to jobsites within the business unit or entity. Occasional overnight travel to attend national team summits or peer group meetings or to continue building relationships with other People Practices teams.

People Practices Business Partner – Mega Project

• Serve as a strategic People Partner to leaders across an assigned portfolio of programs and departments, with accountability for driving the people agenda and talent strategy.
• Partner with leaders and the People Team to develop and execute people strategies related to performance management, organizational design, change management, employee engagement, and workforce planning.
• Deliver a seamless People Team experience by coordinating and influencing key partners across Talent Acquisition, Total Rewards, People Operations, and Employee Experience to meet business and employee needs.
• Coach and advise leaders to strengthen team effectiveness, leadership capability, and organizational performance.
• Lead annual compensation, performance review, and talent planning processes, while supporting engagement, diversity, equity, and inclusion (DEI) goals and other people-related initiatives.
• Partner with People Team experts to design and implement DEI strategies, programs, metrics, and solutions that advance an inclusive workplace.
• Translate organizational strategy into talent plans by identifying future workforce needs and partnering with leaders to attract, develop, retain, and deploy talent.
• Proactively assess organizational needs and lead change initiatives that align team structures, talent, and capabilities with business priorities.
• Drive long-term organizational and talent strategies, including organizational design, leadership effectiveness, and change management efforts that improve impact and scalability.
• Leverage HR technology and people analytics to identify trends, inform decisions, and proactively address workforce challenges and opportunities.
• Monitor and improve key people metrics, including engagement, retention, diversity, inclusion, learning, and leadership effectiveness.
• Lead workforce planning efforts, partnering with leaders to forecast talent needs and align hiring and talent strategies with organizational objectives.
• Assist as needed with Recruitment.

Senior People Partner

• Lead people operations at ESP, creating a best-in-class staff experience
• Manage HR operations, including onboarding and offboarding processes
• Drive HR compliance efforts and manage communications
• Coordinate performance management and feedback efforts
• Conduct research projects that inform strategic decision-making
• Own end-to-end recruitment process and talent acquisition
• Facilitate the DEI Committee and track progress on initiatives

Senior Manager, Human Resources – People Operations

• Be the partner managers actually want to call. You'll work closely with managers across the company — helping them navigate tough conversations, think through team structure, consider compensation, and show up as better leaders.
• Build and run our manager development program. You'll own our approach to developing managers — from new manager onboarding to ongoing coaching and training.
• Lead performance management and compensation. You'll own our performance review process end-to-end — designing it, running it, and improving it every cycle.
• Develop our culture intentionally. You'll help us define what we stand for, identify gaps between values and reality, and build programs that close those gaps.
• Run HR programs that scale. As we grow, you'll design and lead HR initiatives — things like engagement surveys, onboarding improvements, compensation frameworks, and more.

Director, People Partner

• Serve as a strategic advisor and partner to business services departments.
• Align HR best practices and processes with Firm goals and objectives.
• Collaborate closely with People Team’s centers of excellence.
• Develop and implement HR strategies that align with department and Firm goals.
• Maintain in-depth knowledge of employment laws and regulations.
• Proactively engage with senior management to identify HR opportunities.
• Oversee performance management process.
• Identify learning and development needs and collaborate accordingly.
• Lead and support organizational change initiatives.

Senior Business Partner, People Strategy

• Take the lead in driving large-scale organizational change initiatives across the Engineering Org, partnering with senior leadership to manage transitions, maximize employee buy-in/mitigate resistance, and ensure smooth integration during periods of transformation, mergers, or acquisitions.
• Drive leadership development initiatives, including executive coaching and succession planning, ensuring that the organization’s leadership pipeline is robust, diverse, and ready to meet future business challenges.
• Oversee the facilitation and strategic alignment of all talent development programs, working with internal teams to ensure that learning, career development, and mobility programs align with organizational priorities and foster continuous growth.
• Take ownership of improving organizational effectiveness, employee satisfaction, and overall workforce experience by developing and implementing targeted interventions based on a deep understanding of employee needs and business priorities.
• Collaborate with the senior leadership team to drive organizational alignment, ensuring that business strategies are supported by effective talent, leadership, and people practices that enhance both individual and collective performance.
• Serve as a trusted advisor to senior leaders, coaching them on complex people challenges, leadership development, and organizational effectiveness to elevate leadership capabilities and improve team performance.
• Partner with senior executives and leadership teams to execute forward-thinking talent strategies that directly support business growth, enhance organizational capability, and drive high performance across the business.
• Work in close partnership with the broader People team COEs to drive organizational culture initiatives that reinforce a high-performance mindset, foster employee engagement, and promote a collaborative, inclusive environment across all levels of the organization.
• Provide guidance on organizational design, people strategy, and talent architecture, ensuring seamless alignment between organizational needs, business priorities, and people-related initiatives at an enterprise-wide level.
• Lead the execution of comprehensive talent management strategies, including performance management, talent reviews, succession planning, and high-potential development, ensuring a pipeline of future leaders aligned with business needs.
• Lead efforts to implement strategic workforce planning initiatives, ensuring that talent acquisition, development, and retention strategies align with the organization’s evolving business goals and objectives.
• Leverage advanced people analytics to provide actionable insights into workforce trends, employee engagement, retention, and other key performance metrics, driving data-driven decision-making at the senior leadership level.

Director, People Business Partner

• Serve as the data and analytics expert for ES4ES — owning people data requests, using Tableau dashboards, triangulating data across systems (including Employee360), and proactively surfacing trends and insights to support ES leaders and ESBPs.
• Provide operational and analytical support to the ES Strategic Initiatives team on high-priority, cross-functional people programs including org design, talent strategy, change management, and leadership development initiatives.
• Monitor and interpret trends and metrics around employee satisfaction, attrition, turnover, and organizational health.
• Use HR analytic tools to make data-driven recommendations and translate complex data into executive-ready narratives and presentations.
• Support digital transformation efforts through use of AI/Agents and continuous improvement of processes — actively exploring and piloting AI tools to improve the efficiency and scale of data analytics and program execution.
• Partner with the ES Strategic Initiatives team, ESBPs, HR Centers of Excellence (COEs), and global partners to help deliver seamless HR processes, programs, and insights across the organization.
• Create tools, templates, and resources for consistent service delivery at scale across both ES4ES and Strategic Initiatives.
• Act as a trusted resource for ESBPs and leaders — navigating processes, answering questions, and creating supporting documents across both teams.

Employee Success Consultant Manager

• Manage the day-to-day People Operations function, ensuring processes run smoothly and efficiently.
• Own employee lifecycle processes including onboarding, offboarding, employee changes, and documentation.
• Maintain and improve HR systems, policies, and processes as the company scales.
• Ensure compliance with federal, state, and local employment regulations.
• Lead compensation programs including salary reviews, benchmarking, job leveling, and compensation planning.
• Manage employee benefits programs and serve as the primary point of contact for benefits administration.
• Oversee 401(k) administration, including employee communications, compliance requirements, and vendor relationships.
• Act as a trusted advisor to managers on employee relations, performance concerns, team development, and organizational effectiveness.
• Identify opportunities to strengthen employee engagement and retention.

Director of People Operations

• 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

• Be a trusted advisor and work closely with the senior leaders to translate near and long-term business objectives to a scalable people strategy
• Provide counsel on a range of topics including strategy, the roll out and execution of the full talent management lifecycle, organization design and compensation to a population of 300+ employees
• Coach and develop employees to strengthen leadership capabilities
• Stay well connected to the business, developing a deep understanding of their business & strategy and how it impacts other cross-functional teams
• Support the alignment of functions’ talent plans with required capabilities for the future to achieve Deckers strategic growth plans
• Develop effective change management plans with leaders to support through organizational growth and evolution
• Identify signals in the organization through formal and informal means, i.e. listening/regular connection, analysis of employee surveys & people data
• Identify needs before issues arise and/or gaps widen
• Utilize data to identify talent and culture opportunities and translate insights into action plans supporting the people strategy
• Assess organizational needs and partner with COEs to drive solutions through talent acquisition, L&D, change management, retention, DEI and career and leadership development, etc.
• Collaborate closely and share knowledge with PXBPs (HQ & regional) and COEs to ensure a clear and common understanding of broader business needs and interdependencies across client groups
• Identify areas of synergy and opportunities for scale, as well as areas of overlap or conflict
• Be a champion & advocate of global talent priorities and support the successful rollout of Deckers people practices & programs within client groups, including performance management, headcount prioritization/management, goal setting, compensation processes, workforce planning, etc.
• Partner with colleagues to deliver seamless PX experiences across the global business
• Share knowledge of high potential talent within client groups and make connections across teams
• Partner with PX colleagues to identify opportunities for talent movement and development across the business
• As an important member of the broader PX team, contribute to cross-functional initiatives beyond assigned client groups for broader impact and understanding

Senior Manager, People & Experience Business Partner – Enterprise Functions

• Serve as the senior People partner for an assigned business portfolio, translating strategy into practical people plans that support growth, performance, retention, and organizational health.
• Lead workforce planning and organizational design work, including headcount planning, critical-role identification, succession planning, team structures, spans and layers, role clarity, and operating rhythms.
• Coach executives, directors, managers, and frontline leaders on leadership effectiveness, performance accountability, feedback, team dynamics, conflict resolution, and change leadership.
• Drive talent routines such as performance calibration, promotion readiness, talent assessment, career development, engagement action planning, and manager enablement.
• Use people analytics from engagement, attrition, performance, hiring, exits, retention, attendance, and team health signals to identify trends, diagnose root causes, and recommend action.
• Partner with Total Rewards, Finance, Talent Acquisition, and business leaders on compensation, leveling, incentive or bonus considerations, offer strategy, retention risks, and pay equity considerations.
• Navigate employee relations, performance, conduct, policy, and organizational risk matters with sound judgment, strong documentation, legal partnership, and a bias toward durable resolution.
• Champion Evolve’s culture and values while helping leaders create high-performing teams where teammates understand priorities, receive meaningful feedback, grow their careers, and can do their best work.

Senior People Business Partner

• 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.

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