Managing Director of People

The Managing Director of People is responsible for developing and implementing human resource strategies to attract, engage, develop, and retain top talent. This includes overseeing recruitment, compensation, benefits, performance management, talent management, training and development, and HR processes. The goal is to improve outcomes and create equitable, transparent, and inclusive systems to support a high-performing team. At DLP, we aim to empower employees with the tools and resources they need for success and leadership. We are focused on "Leaders made here".

What you have already achieved: (Requirements) 

• A Bachelor's Degree in Human Resources, Business Administration, or a related field. A master's degree in a related field is preferred.
• At least 10 years of experience in human resources or related fields, with at least 5 years of experience in a leadership role.
• Experience working in the commercial real estate industry, with a strong understanding of the unique challenges and opportunities in this sector.
• Proven track record of developing and implementing innovative HR strategies that drive business results and support company growth.
• Strong leadership and communication skills, with the ability to build and maintain relationships with stakeholders at all levels of the organization.

What you are great at: (Responsibilities)

• Support the CEO in achieving vision & driving execution
• Become an expert on DLP Capital and have a deep understanding of all of the business lines within the organization.
• Serve as first alert system, keeping the CEO aware of unanticipated problems to be addressed or opportunities to be considered.Gain real direct insights of issues and perspectives and provide insight and perspective to CEO
• Present Data w/ analysis & solutions to CEO consistently
• Serve as a champion for DLP core values, and actively promote a positive and inclusive work environment where all employees feel valued and respected.
• Lead the People team by providing clear direction, mentorship, and support, empowering each team member to successfully achieve their individual and collective objectives.
• Work closely with the CEO and senior team members as a valued and trusted resource to identify organizational and talent areas for development and recommend solutions
• Lead all engagement tracking & management: 80% engaged in D4G, 90% personal compass complete, 90% livingfully dashboard complete, 80% alignment meeting up to date, 100% performance evaluations up to date, 80% with development plan, etc.
• Responsible for driving the RPRS initiative and achieving a 90% goal.
• Develop organizational growth and succession planning for each company and business line, working with executive team to identify growth needs, develop org charts, and build hiring timelines annually
• Design and implement talent acquisition strategies for all levels of the company
• Responsible for all People reporting to include data on recruitment, employee engagement, retention of A players and compensation.
• Ensure that key positions are filled with A players hires, preferably sourced from Talent Acquisition team efforts.
• Develop interview best practices training and roll out to the company.
• Oversee DLP's compensation plan.
• Prepare job descriptions and evaluate jobs using established evaluation systems.
• Assist in the administration of performance planning and review programs. 
• Maintain compensation records and files.
• Develop a consistent job description from the RREKs and ensure each role has an RREK associate to it.
• Assist in the administration of performance planning and review programs.
• Ensure all payroll processing and files are up to date and in compliance.
• Own Accountability & Alignment throughout the organization including Roles, Responsibility, Expectations, and Key Metrics and that all team members have a current RREK that accurately reflects their role.
• Drive alignment meetings company wide implementation that occur on a weekly basis between leader and team member.
• Drive 2 Performance evaluations (GPS) per year throughout the organization & having an accurate A player rating system
• Benefits Management - Evaluate current program and broker to determine if we need a different partner local to Florida and focused on the specific needs of the team.
• Responsible for all professional development and training throughout the organization.
• Design, implement and improve retention by rolling out career development plans for all team members.
• Lead PCP (Personal Coaching Plan) training and consistent utilization throughout organization.
• Lead & Develop th