Director Learning & Organizational Development

We build trust among our communities and our people by cultivating the right team for every job. We are committed to fostering a creative and collaborative culture with a focus on career growth and balance in the workplace.

AP has diligently built a strong foundation of expertise, experience and exceptional results. We continually invest in our talented team by providing the latest tools, technologies and training necessary to stay ahead of the curve. We set our employees up for long-term success through mentorship opportunities and professional growth and advancement for every person in every role.

We recognize the contributions of our team members with unique experiences and capabilities and strive to establish a work environment that maximizes our collective potential. Going beyond the build for our employees lays a strong foundation for success across AP. We commit to a balanced, value-centered work environment for meaningful projects, careers and talent.

Job Description:

Adolfson and Peterson Construction is currently hiring a Director of Learning & Organizational Development. This role is based out of our office in Bloomington (moving to Edina soon) and is responsible for developing and executing AP's strategy for learning, leadership development, workforce capability, succession planning, and organizational effectiveness. This role oversees career pathing, talent development, and learning technologies and will include partnering with executive leadership to build leadership capacity, strengthen organizational culture supporting business growth and operational excellence.

Responsibilities:

• Take personal responsibility for working safely within an Incident and Injury Free (IIF) culture.
• Develop and execute the company-wide learning and workforce capability strategy that is aligned with organizational goals and supports long-term business growth.
  • Establish multi-year workforce capability, leadership development and talent pipeline plans that anticipate future business needs.
  • Assess organizational capability gaps and translate business priorities into practical development and leadership readiness strategies
  • Create and maintain learning frameworks, competencies, career development pathways and talent systems that support internal mobility and succession.
  • Ensure learning and talent programs support the strategic direction, growth objectives, operational complexity and culture of the business.
• Lead the company wide succession planning process in partnership with the CHRO, HR leadership and senior business leaders. Create readiness assessments, development plans and leadership pipeline strategies.
  • Design and oversee leadership development programs that strengthen succession plans and prepare leaders for increased scope, complexity and organizational impact.
  • Partner with HR and business leaders to identify high-potential talent, critical roles, succession candidates and development actions required to improve bench strength.
  • Develop talent review processes, leadership readiness assessments and calibration practices that support consistent talent decisions across the organization.
  • Support executive coaching, mentoring and targeted development initiatives for senior leaders and emerging executives.
  • Prepare executive-level insights, recommendations and talent updates for senior leadership discussions.
• Develop career paths and progression frameworks for field, operations and corporate team members
  • Partner with Operations leadership to support workforce readiness and skill development.
  • Lead initiatives that improve team member retention and internal mobility.
  • Establish programs that accelerate team member development and advancement opportunities.
• Serve as a member of the HR leadership team and be a trusted advisor to senior leaders on talent, leadership capability, culture, organizational effectiveness, workforce readiness and change management
  • Demonstrate sound organizational judgment by balancing team member advocacy, business needs, risk, confidentiality and organization values.
  • Partner with HR leadership to connect talent development priorities with broader HR strategies, including performance management, engagement, retention, workforce planning and leadership accountability.
  • Bring a practical understanding of the business, operations, field workforce dynamics and organizational risks into talent and leadership recommendations.
  • Represent HR effectively in cross-functional leadership discussions and contribute to senior level problem solving.
• Consult with leaders to assess team and leadership effectiveness needs
  • Recommend talent, learning and organization solutions that improve team member performance, leadership capability, retention and business outcomes.
  • Facilitate change management and capability building efforts associated with strategic initiatives, growth, transformation or operational change.
  • Support organizational culture initiatives by aligning leadership expectations, team member development, communications and accountability practices.
  • Identify patterns across teams and functions that may require broader HR, leadership or culture interventions.
• Provide oversight for the Workday learning management system (LMS) and learning technology ecosystem.
  • Ensure effective delivery, measurement and continuous improvement of learning programs.
  • Manage external vendors, consultants and training partners.
• Establish key performance indicators to measure learning effectiveness, leadership readiness, succession strength, internal mobility, retention and business impact.
  • Track and report learning outcomes, leadership readiness, internal promotions, critical role coverage and talent development metrics.
  • Use data, workforce insights, and business analytics to identify trends, risks and opportunities that inform talent strategy.
  • Present findings, risks, and recommendations clearly and confidential to the CHRO, executive leadership and senior business leaders.
• Lead, develop and coach the Learning & Development team.
  • Establish department priorities and performance expectations.
  • Foster a collaborative, customer focused and innovative learning culture.
  • Build partnerships across all business units to support talent development initiatives.
  • Develop and manage the annual department budget.
• Other duties as assigned.

Requirements:

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Education or related field. Master's degree preferred.
• 10+ years progressive experience across Learning & Development, Talent Management, Organizational Development, HR Business Partners or broader Human Resources leadership.
• 5+ years of leadership experience managing teams, programs or broad-based initiatives.
• Experience in construction, manufacturing, industrial, skilled trades or field-based operations preferred.
• Professional certification such as SHRM-SCP, SPHR, CPTD or similar preferred.
• Experience using learning technologies, talent systems and analytics.

• Experience designing and implementing leadership development, succession planning, talent review, and organizational effectiveness programs.
• Collaborative leadership style with the ability to partner with senior executives and business leaders.
• Strong business acumen with the ability to understand operations priorities, workforce risks, financial implications and leadership capability needs.
• Strong facilitation, consulting, executive communication and stakeholder management skills.
• Demonstrated ability to influence leaders, exercise sound judgment, handle confidential information and drive organizational change.
• Experience preparing executive-level talent insights, succession materials, workforce analytics or board-facing HR content preferred.
• Experience in workforce development and career pathing for field-based team members.

Estimated Pay:

Benefits:

• Medical, Dental, Vision and Life Insurance

• Health Savings Account

• 401(k)

• Flexible Spending Accounts (Dependent & Medical Reimbursement)

• Paid Time Off (PTO) and Holidays

• Tuition Assistance Program

• Employee Referral Bonus

Adolfson & Peterson Construction's (AP) ability to adapt and innovate has driven our success for more than 80 years. We are consistently ranked among the top construction managers and general contractors in the nation while maintaining one of the safest records in the industry. We bring positive and measurable change to the communities where we live, work and build. And we invest in new processes and technology to be operationally excellent and remain at the forefront of the ever-changing industry.

We have been committed to quality, innovation, safety and strong relationships since our beginning in 1946. AP offers preconstruction, construction and contracting services to commercial, education, healthcare, hospitality, industrial, multifamily, municipal, data center, and senior living markets with offices across Arizona, Colorado, Minnesota, North Dakota, Texas, and Wyoming. We employ more than 850 team members who strive for excellence and embody loyalty, trust and genuine love for what they do.

We go beyond the build for our communities and our people.

Adolfson & Peterson Construction is an Equal Employment Opportunity Employer