Toledo Region Jobs

Position Description: Serve as visible, front-line point of contact for culture on a construction project site. Build trust through regular one-on-one engagement, create opportunities that support worker wellness and connection, and help to ensure the physical work environment reflects project culture expectations appropriate for jobsite size, needs, and conditions. Essential Duties and Key Responsibilities: - Develop, promote, and maintain project-specific Inclusive and Respectful Workplace (IRW) Plan with actionable measures to establish clear expectations during project mobilization, align with every project phase, facilitate ongoing workforce training and engagement, and provide guidance for Turner staff, Turner Trade managers and crew leaders. - Establish IRW at beginning of project, participate in procurement phase to ensure clear expectations set with trade contractors and in mobilization phase to ensure full alignment of IRW practices and project culture priorities. - Integrate workplace culture, inclusion, and employee-experience considerations into key project meetings: OAC Meetings, ORMs, Right Environment Meetings, Crew Leader Meetings, Schedule Look Ahead Meetings, Trade Partner Onboarding, Stretch Flex Sessions, Trade Partner Principal Meetings, Pre-Task Planning Meetings, and Safety Orientations. - Partner with project leadership to integrate workforce culture considerations into operational decision-making and hold regular discussions regarding leadership behaviors, workforce trends, and opportunities for continuous improvement. - Serve as visible and accessible culture presence and regularly walk project site, engage in one-on-one with workers, forepersons, crew leaders, and trade representatives, build trusted relationships, listen for concerns, and identify opportunities to strengthen worker experiences. - Establish systematic approach for trade representatives to adopt IRW Plan, walk project sites to engage with trade crew leaders to conduct field audits of workplace culture to determine corrective actions, as needed. - Assess team dynamics and workforce interactions to identify opportunities to strengthen collaboration, trust, communication, and overall team effectiveness. - Assess jobsite worker support resources, including gathering spaces, cooling and warming stations, bathrooms, drinking water, and break areas to ensure clean, equipped, accessible, appropriate, and scaled to project conditions. - Identify, establish, and coordinate wellness activities, workforce engagement opportunities, and project events that promote connection, camaraderie, personal well-being, and positive jobsite experience. - Create and maintain communication strategy and cadence to distribute information throughout the project to crew leaders and workers, strengthen visibility of culture priorities and establish meaningful feedback loops. - Partner with crew leaders to establish common understanding for how to model and maintain workplace culture standards and to promote training to facilitate employee development and growth. - Define, measure progress, and report on key performance indicators (KPIs), measurable metrics, worker feedback and solutions for inclusiveness based on IRW Plan. - Promote awareness of "You asked, we did" Program, follow up to ensure closure on actions items and communicate results to workforce. - Create roles and responsibilities RACI chart to inform project leaders and workers and for successful and sustainable IRW Playbook plan and implementation. - Understand information about Worker Experiences, Vandalism and Graffiti Policy, and Bias Motivated Events (BME) Protocols to inform and educate Turner leadership and workers about beneficial impacts of actions in support of IRW. - Partner with local Human Resources (HR) to educate project team(s) on processes for actions to take during Vandalism, Graffiti or Bias Motivated Event incident. - Participate in project’s response during Vandalism, Graffiti or Bias Motivated Event incidents, help to identify potential conflicts and assess options to maintain and enhance worker environment. - Coordinate with HR team to develop risk mitigation and preventative strategies to eliminate recurrence of events. - Collaborate with HR team to receive training on how to approach workers with concerns, conduct sensitive one-on-one conversations, connect workers with appropriate resources, and develop strategies to de-escalate situations. - Conduct route check-ins with project stakeholders to discuss IRW Plan progress, understand emerging needs, evaluate worker experiences, and escalate matters with care to Senior Leadership and HR, as necessary. - Collaborate and engage with local community entities to support events to build camaraderie for project team. - Develop and recommend cost efficient solutions to advance IRW programs aligned with leadership review and approved project budgets. - Connect with key project stakeholders, specifically crew leaders, to ensure culture aligns with IRW Plan, spend majority of workday on project site in lieu of project site office. - Identify leading indicators of workforce disengagement (e.g., isolation, turnover risk, communication breakdowns, inequitable treatment, conflict, harassment, bias, or leadership inconsistency) before they affect safety, retention, morale, or project performance and before they escalate into formal employee-relations, safety, or operational concerns. Escalate concerns through appropriate channels while maintaining confidentiality and care. - Other activities, duties, and responsibilities as assigned.