The Lane Construction Corporation is one of America’s leading construction companies, specializing in large, complex civil infrastructure.
For nearly 130 years, it has contributed to the development of the country’s vast network of roads, highways, and bridges, including the Interstate Highway System.
Lane also specializes in tunnels, metro and railway systems, as well as airports and water and wastewater treatment plants
Responsibilities include :
- Develops a workforce strategy, planning processes, and tools that support supplying talent when and where it is needed to drive the business.
- Provides subject matter expertise to the business and influences leadership to promote a culture of strategic workforce planning.
- Develops program timelines and milestones in connection with other critical HR programs and business plans.
- Documents processes, process maps, and governance models to ensure clear roles and responsibilities, handoffs, and outcomes.
- Practices predictive analytics and modeling to plan and ensure talent is available when and where it is needed.
- Analyzes workforce data and draws insights regarding workforce themes, gaps, and focus areas to provide recommendations and guide follow-up actions.
- Collaborates with Business Development to identify project staffing needs and ensure projects are properly supported from a human resources perspective to drive success.
- Collaborates with other HR Centers of Expertise (COE) such as Talent Development and Talent Acquisition to seize opportunities for moving talent internally.
- Defines and develops macro and micro-organizational structure; conducts organizational analysis; defines job responsibilities and monitors for improvement opportunities.
- Periodically validates organizational structures to ensure they support Group standards.
- Supports change management activities deriving from ad hoc projects (e.g. integration projects, efficiency improvement, digitalization and simplification of best practices).
- Supports succession planning and the establishing of career paths to support the movement of talent.
- Performs other duties as assigned.
Competencies
Leading Change-Intermediate
Influencing and Communicating-Intermediate
Integrity-Advanced
Business Acumen-Basic
Working for Inclusion-Intermediate
HR Information Systems (HRIS)-Basic
Data Analytics-Advanced
Presenting-Intermediate
Project Management (Traditional)-Intermediate
International Employment-Basic
Organization Design-Intermediate
Workforce Planning-Advanced
Diversity, Equity and Inclusion-Basic
General Compensation-Basic
Employment Law / Labor Law -Intermediate
Requirements
Education : Bachelor’s Degree
Employment Conditions :
5 years
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