California Department Leader - Cities and Places at Jacobs in Irvine, CA | USD150,000-250,000 | Kablio

Role

Description

staff growth

talent acquisition

performance management

utilization planning

career development

budget management

Collect, share, and escalate staff feedback, concerns, and headwinds with DO and other leadership to ensure timely resolution of issues
Drive portfolio growth by leveraging staff into their specific market
Achieve annual net staff growth targets and staff retention goals set by the market and region
Manage and coach GLs on their leadership skills and capabilities; provide skill development and business acumen learning opportunities (near-term professional development)
Promote operational discipline by cascading processes, procedures, and other key information to staff and monitor progress
Act as hiring manager where appropriate for new staff locally and with our Global Design Centers, working in concert with others around established hiring plans; including helping our business achieve TogetherBeyond goals and integrates new hires
Facilitate the development and execution of a staffing/succession plan (rolling 3-year period) with aligned GLs and in partnership with others
Work in partnership with DO and other leaders to deliver the operational performance for the PU (achieve GM goals and manage G&A to budget)
Approve time sheets, leave requests, and expense reports for aligned staff. Coordinate, monitor, and approve expenditures, such as specific assets, conference attendance, and committee expenses
Steward career development - basic skill development and sustainment, growth opportunities, and skill refinement - across pool of assigned staff. Manage staff performance and career development, utilizing the E3 process and succession planning
Achieve annual net staff growth target set by geography
Work in partnership with Human Resource (HR) partner and Talent Acquisition (TA) on recruiting and hiring of talent, talent retention, driving Inclusion and Diversity, and exemplifying and leading Jacobs Culture of Caring
Partner with Market Solutions Leaders, Market Growth Directors and CAMs to action growth strategy supporting staffing proposals, identify appropriate technologists for projects, deliver differentiated solutions to clients, and support staff growth, development, and career opportunities
Build team culture in concert with market strategy/action plan, and communicate with aligned staff routinely (i.e., regular team meetings and 11 meetings, etc.)
Coach, develop and mentor staff to deliver superior results collectively and individually. Drive performance expectations and accountability related to meeting quality expectations on all delivered work
Coordinate with GLs, PMs, and MoPs to optimize GID engagement across the market portfolio to achieve market targets as part of overall geographic goals
Supervise and provide leadership to a market-aligned team of Group Leaders (GLs)
Promote BeyondZero, quality, and safety programs to create an incident- and injury-free culture including well-being and mental health
Optimize utilization of pool of aligned resources and balance utilization across levels to ensure staffing profitability in accordance with the business forecast. Coordinate across the market, geography, region, and globally to optimize resource management/workload leveling and provide opportunities for staff growth
Utilization meets or exceeds forecasted staff targets

Requirements

leadership

team building

emotional intelligence

strategic vision

project delivery

communication

Ability to lead through inclusion, inspiration, and innovation
Strong portfolio/team performance and business acumen
Proven track record as a leader in the business
Understanding of the holistic role between Director of Operations, Group Leaders, Managers of Projects, Client Account Managers, and Market Solutions to lead and grow a sustainable team to meet business objectives
High level of demonstrated emotional intelligence/team builder and inspirational leadership
Innovative and solutions-oriented thinker
Leadership and project delivery experience in the market
Adept at interpersonal relationship building, conflict resolution, and leading diverse teams
Strong social, communication, planning, and organizational skills
HS&E team performance
Demonstrated aptitude, ability, and capacity to build a team
Must be able to articulate a clear vision and direction and possess strong social, networking, and communication skills (both internal and external)

Benefits

Annual turnover (12 months rolling) below 6%
100% annual e3 completion Return offers where applicable)

Training + Development

Information not given or found

Interview process

Information not given or found

Visa Sponsorship

Information not given or found

Security clearance

Information not given or found

Company

Overview

Founded 1947

Year Established

The firm was established in 1947 by Joseph J. Jacobs as a small engineering venture.

Revenue $14–16B

Annual Revenue Range

The company generates annual revenue between $14 billion and $16 billion.

Backlog $22B

Backlog Value

The firm maintains a robust backlog of approximately $22 billion.

Rank #1 ENR

Top 500 Rank

The company consistently ranks at the top of ENR's Top 500 Design Firms list.

Headquartered in Dallas, it has evolved into a global powerhouse delivering consulting, technical, scientific and project delivery services.
Its portfolio spans transformative projects—clean water systems, data centers, rail expansions, offshore wind roadmaps, and wastewater plants.
Specialising in advanced manufacturing, cities & places, energy, environmental, national security & defense, life sciences, transportation and water sectors.
Jacobs has reshaped itself via key moves—spinning off government services, acquiring CH2M in 2017, and exiting traditional oil & gas units.
Projects often tackle high-stakes, complex challenges: wastewater treatment in Vancouver, LIRR station upgrades, and AI data centres in Portugal.
Unusually, the firm shifted its HQ from California to Dallas in 2016 to align with its expanding national and global reach.

Culture + Values

We do things right. We always act with integrity – taking responsibility for our work, caring for our people and staying focused on safety and sustainability. We make investments in our clients, people and communities, so we can grow together.
We challenge the accepted. We know that to create a better future, we must ask difficult questions. We always stay curious and are not afraid to try new things.
We aim higher. We do not settle – always looking beyond to raise the bar and deliver with excellence. We are committed to our clients by bringing innovative solutions that lead to profitable growth and shared success.
We live inclusion. We put people at the heart of our business. We embrace different perspectives, collaborating to make a positive impact. Through an unparalleled focus on inclusion with a diverse team of visionaries, thinkers and doers, we build trust – in each other and across our company.

Environment + Sustainability

100% Renewable Energy

Sustainability Achievement

Achieved 100% renewable energy and net-zero carbon emissions for operations (Scopes 1, 2, and business travel) in 2020, aligned with the PAS 2060 standard.

61% Emissions Reduction

GHG Reduction Milestone

Reduced total value-chain GHG emissions by 61% by FY 22 (from FY 19 baseline) to 130,232 tCO₂e, maintaining net-zero for Scopes 1, 2, and travel emissions after offsets and certificates.

$50/tonne CO₂e

Carbon Pricing Initiative

Introduced carbon pricing of $50 USD per tonne CO₂e on business travel, with generated revenue funding carbon reduction initiatives.

65% Suppliers Target

Supplier Sustainability Commitment

Committed to ensuring 65% of suppliers by spend have science-based targets by 2025.

Committed to becoming carbon negative for operations and travel by 2030.
Science-based target for full value-chain (Scope 1, 2, and 3) net-zero greenhouse gas emissions by 2040.
Joined The Climate Pledge: carbon-neutral by 2040, a decade ahead of Paris Agreement.
Introduced carbon pricing ($50 USD per tonne CO₂e) on business travel with generated revenue funding carbon reduction initiatives.
Launched inaugural sustainability-linked bonds in FY 23 tied to gender equality (UN SDG 5/10) and climate action (UN SDG 13).
Climate Action Plan: ensure every project becomes a climate-response opportunity; maintain carbon neutrality and 100% low-carbon electricity.

Inclusion & Diversity

45%

Female or Ethnically Diverse Representation

45% of the Board of Directors are female or ethnically diverse.

63%

Diverse Executives

The Executive Leadership Team comprises 63% diverse members.

40%

Women in Leadership

40% of the Executive Leadership Team are women.

8 Networks

Employee Networks

Eight employee networks representing diverse groups within the company.

To be the employer of choice and recognized globally for attracting diverse talent where inclusion is our differentiator in bringing innovative thought and solutions to our clients.
Create an environment where diverse employees want to join, feel they belong and will thrive.
Underwent full pay equity review annually, with budget allocated to rectify inequities in like‑for‑like roles.
Instituted inclusion and diversity goals within senior leadership compensation metrics since FY 19.
Committed to launching conscious inclusion training for all employees.
Partnered with external organizations (e.g., NSBE, SHPE, Catalyst) and recognized by HRC, Disability Equality Index, Times Top 50 Employers for Women, Australia WGEA Employer of Choice.

Articles

Careers at Jacobs

Life at Jacobs

Early Careers

Jacobs ‘Leading through our culture’ video

Role

Description

staff growth

talent acquisition

performance management

utilization planning

career development

budget management

Collect, share, and escalate staff feedback, concerns, and headwinds with DO and other leadership to ensure timely resolution of issues
Drive portfolio growth by leveraging staff into their specific market
Achieve annual net staff growth targets and staff retention goals set by the market and region
Manage and coach GLs on their leadership skills and capabilities; provide skill development and business acumen learning opportunities (near-term professional development)
Promote operational discipline by cascading processes, procedures, and other key information to staff and monitor progress
Act as hiring manager where appropriate for new staff locally and with our Global Design Centers, working in concert with others around established hiring plans; including helping our business achieve TogetherBeyond goals and integrates new hires
Facilitate the development and execution of a staffing/succession plan (rolling 3-year period) with aligned GLs and in partnership with others
Work in partnership with DO and other leaders to deliver the operational performance for the PU (achieve GM goals and manage G&A to budget)
Approve time sheets, leave requests, and expense reports for aligned staff. Coordinate, monitor, and approve expenditures, such as specific assets, conference attendance, and committee expenses
Steward career development - basic skill development and sustainment, growth opportunities, and skill refinement - across pool of assigned staff. Manage staff performance and career development, utilizing the E3 process and succession planning
Achieve annual net staff growth target set by geography
Work in partnership with Human Resource (HR) partner and Talent Acquisition (TA) on recruiting and hiring of talent, talent retention, driving Inclusion and Diversity, and exemplifying and leading Jacobs Culture of Caring
Partner with Market Solutions Leaders, Market Growth Directors and CAMs to action growth strategy supporting staffing proposals, identify appropriate technologists for projects, deliver differentiated solutions to clients, and support staff growth, development, and career opportunities
Build team culture in concert with market strategy/action plan, and communicate with aligned staff routinely (i.e., regular team meetings and 11 meetings, etc.)
Coach, develop and mentor staff to deliver superior results collectively and individually. Drive performance expectations and accountability related to meeting quality expectations on all delivered work
Coordinate with GLs, PMs, and MoPs to optimize GID engagement across the market portfolio to achieve market targets as part of overall geographic goals
Supervise and provide leadership to a market-aligned team of Group Leaders (GLs)
Promote BeyondZero, quality, and safety programs to create an incident- and injury-free culture including well-being and mental health
Optimize utilization of pool of aligned resources and balance utilization across levels to ensure staffing profitability in accordance with the business forecast. Coordinate across the market, geography, region, and globally to optimize resource management/workload leveling and provide opportunities for staff growth
Utilization meets or exceeds forecasted staff targets

Requirements

leadership

team building

emotional intelligence

strategic vision

project delivery

communication

Ability to lead through inclusion, inspiration, and innovation
Strong portfolio/team performance and business acumen
Proven track record as a leader in the business
Understanding of the holistic role between Director of Operations, Group Leaders, Managers of Projects, Client Account Managers, and Market Solutions to lead and grow a sustainable team to meet business objectives
High level of demonstrated emotional intelligence/team builder and inspirational leadership
Innovative and solutions-oriented thinker
Leadership and project delivery experience in the market
Adept at interpersonal relationship building, conflict resolution, and leading diverse teams
Strong social, communication, planning, and organizational skills
HS&E team performance
Demonstrated aptitude, ability, and capacity to build a team
Must be able to articulate a clear vision and direction and possess strong social, networking, and communication skills (both internal and external)

Benefits

Annual turnover (12 months rolling) below 6%
100% annual e3 completion Return offers where applicable)

Training + Development

Information not given or found

Interview process

Information not given or found

Visa Sponsorship

Information not given or found

Security clearance

Information not given or found

Company

Overview

Founded 1947

Year Established

The firm was established in 1947 by Joseph J. Jacobs as a small engineering venture.

Revenue $14–16B

Annual Revenue Range

The company generates annual revenue between $14 billion and $16 billion.

Backlog $22B

Backlog Value

The firm maintains a robust backlog of approximately $22 billion.

Rank #1 ENR

Top 500 Rank

The company consistently ranks at the top of ENR's Top 500 Design Firms list.

Headquartered in Dallas, it has evolved into a global powerhouse delivering consulting, technical, scientific and project delivery services.
Its portfolio spans transformative projects—clean water systems, data centers, rail expansions, offshore wind roadmaps, and wastewater plants.
Specialising in advanced manufacturing, cities & places, energy, environmental, national security & defense, life sciences, transportation and water sectors.
Jacobs has reshaped itself via key moves—spinning off government services, acquiring CH2M in 2017, and exiting traditional oil & gas units.
Projects often tackle high-stakes, complex challenges: wastewater treatment in Vancouver, LIRR station upgrades, and AI data centres in Portugal.
Unusually, the firm shifted its HQ from California to Dallas in 2016 to align with its expanding national and global reach.

Culture + Values

We do things right. We always act with integrity – taking responsibility for our work, caring for our people and staying focused on safety and sustainability. We make investments in our clients, people and communities, so we can grow together.
We challenge the accepted. We know that to create a better future, we must ask difficult questions. We always stay curious and are not afraid to try new things.
We aim higher. We do not settle – always looking beyond to raise the bar and deliver with excellence. We are committed to our clients by bringing innovative solutions that lead to profitable growth and shared success.
We live inclusion. We put people at the heart of our business. We embrace different perspectives, collaborating to make a positive impact. Through an unparalleled focus on inclusion with a diverse team of visionaries, thinkers and doers, we build trust – in each other and across our company.

Environment + Sustainability

100% Renewable Energy

Sustainability Achievement

Achieved 100% renewable energy and net-zero carbon emissions for operations (Scopes 1, 2, and business travel) in 2020, aligned with the PAS 2060 standard.

61% Emissions Reduction

GHG Reduction Milestone

Reduced total value-chain GHG emissions by 61% by FY 22 (from FY 19 baseline) to 130,232 tCO₂e, maintaining net-zero for Scopes 1, 2, and travel emissions after offsets and certificates.

$50/tonne CO₂e

Carbon Pricing Initiative

Introduced carbon pricing of $50 USD per tonne CO₂e on business travel, with generated revenue funding carbon reduction initiatives.

65% Suppliers Target

Supplier Sustainability Commitment

Committed to ensuring 65% of suppliers by spend have science-based targets by 2025.

Committed to becoming carbon negative for operations and travel by 2030.
Science-based target for full value-chain (Scope 1, 2, and 3) net-zero greenhouse gas emissions by 2040.
Joined The Climate Pledge: carbon-neutral by 2040, a decade ahead of Paris Agreement.
Introduced carbon pricing ($50 USD per tonne CO₂e) on business travel with generated revenue funding carbon reduction initiatives.
Launched inaugural sustainability-linked bonds in FY 23 tied to gender equality (UN SDG 5/10) and climate action (UN SDG 13).
Climate Action Plan: ensure every project becomes a climate-response opportunity; maintain carbon neutrality and 100% low-carbon electricity.

Inclusion & Diversity

45%

Female or Ethnically Diverse Representation

45% of the Board of Directors are female or ethnically diverse.

63%

Diverse Executives

The Executive Leadership Team comprises 63% diverse members.

40%

Women in Leadership

40% of the Executive Leadership Team are women.

8 Networks

Employee Networks

Eight employee networks representing diverse groups within the company.

To be the employer of choice and recognized globally for attracting diverse talent where inclusion is our differentiator in bringing innovative thought and solutions to our clients.
Create an environment where diverse employees want to join, feel they belong and will thrive.
Underwent full pay equity review annually, with budget allocated to rectify inequities in like‑for‑like roles.
Instituted inclusion and diversity goals within senior leadership compensation metrics since FY 19.
Committed to launching conscious inclusion training for all employees.
Partnered with external organizations (e.g., NSBE, SHPE, Catalyst) and recognized by HRC, Disability Equality Index, Times Top 50 Employers for Women, Australia WGEA Employer of Choice.

Articles

Careers at Jacobs

Life at Jacobs

Early Careers

Jacobs ‘Leading through our culture’ video