Director of Talent Development

Overview

Strategic leader who designs and delivers development programs to close skill gaps.

Key Responsibilities

• needs assessment
• learning toolbox
• executive coaching
• training evaluation
• kpi analysis
• roi reporting

Tasks

-Assess Development Needs: Proactively assess organizational and role-specific knowledge, skill, and competency gaps using needs assessments and feedback loops to align development priorities with business objectives and future workforce needs. -Oversee development resource implementation, scheduling, and communication in partnership with operational leaders. -Maintain a toolbox of organizational best practices and learning delivery methods, mapping them to user needs. -Support manager-led employee development by providing domain expertise, tools, facilitation guides, and feedback loops. -Executive Development: Facilitate executive coaching, leadership development efforts, and succession readiness initiatives to strengthen enterprise leadership capability and align with future organizational needs. -Leverage existing business processes and occasions to implement development tools, manage participation, and track effectiveness. -Participate in development sessions for senior leaders focused on enterprise leadership capability, succession readiness, and performance execution. -Collect and synthesize feedback from leaders, supervisors, and employees to inform development priorities. -Conduct organizational needs assessments and role-specific gap analyses to identify priority development areas. -Program Execution: Partners with a variety of stakeholders to implement scalable training frameworks and content, leveraging various methodologies (OJT resources, microlearning, self-service, leader-guided, etc.) to engage target audiences and achieve desired learning outcomes. -Facilitate executive coaching engagements by observing and recommending development approaches, aligning outcomes with organizational needs. -Partner with the VP of Talent and executive leadership to assess and develop high-potential leaders across the business. -Develop scalable leadership training offerings tailored to different leadership tiers. -Through the Work Focus: Maintains alignment of learning and development efforts through the execution of the business and lines of reporting, ensuring development occurs primarily through the work and lines of supervision rather than through training interventions. -Partner with regional leaders, BURG directors, and COE counterparts to align development content with business pursuits and operating models. -Translate business strategies into development implications, highlighting where new capabilities are required. -Training Effectiveness: Evaluate the impact of training and development efforts through KPI/ROI analysis, performance outcomes, and feedback loops to refine content and delivery, and drive continuous improvement in T&D capability. -Collaborate within the Talent team (Org Design, Recruiting, Compensation) to integrate development domain expertise with broader talent initiatives. -Align leadership development efforts with succession planning priorities and business evolution needs. -Establish success metrics to track development participation and effectiveness and resulting performance outcomes. -Produce reporting that connects training effectiveness to business outcomes, including ROI. -Design or source self-serve development tools, resources, or programs that build targeted competencies using blended learning methods.

Requirements

• shrm-scp
• construction
• 10+ years
• leadership
• instructional design
• needs assessment

What You Bring

-Learning and Development Expertise: Deep knowledge of adult learning theories, blended learning methodologies (e.g., OJT, microlearning, self-service), and training delivery mechanisms. -Domain Expertise: Subject matter expert that determines the best approach to connect organizational knowledge, development content, and best practices to users by implementing a variety of delivery mechanisms (means and methods) to facilitate effective dissemination and uptake of content across the enterprise. -Professional certifications (e.g., SHRM-SCP, or equivalent) in learning and development or talent management are a plus. -Minimum of 10 years of experience in learning and development, content management, instructional design, or organizational development, with at least 3-5 years in a leadership role. -Background in construction industry strongly preferred. -Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Education, Construction Management or a related field. -Master’s degree in organizational development, HR Management, or a related discipline preferred. -Experience facilitating executive coaching and leadership development programs for senior leaders. -Needs Assessment and Analysis: Ability to conduct organizational and role-specific gap analyses to identify development priorities and align them with business objectives.

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About Lithko Contracting

-Grew from local concrete projects in Ohio to a national powerhouse. -Builds strong regional teams that deliver consistency and local insight with a town-based model. -Executes walls, tilt-ups, structural frames, slabs and foundations, handling pre-construction through completion. -Tackles large scale warehouse, airport, healthcare and entertainment projects. -Combines national reach with local execution, operating across 20+ regions.

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