Vice President, Talent Development

Vice President, Talent DevelopmentThe Vice President, Talent Development is responsible for developing and executing the enterprise talent development strategy, ensuring the organization has the leadership capability, technical expertise, and succession pipeline required to support long-term growth. This role leads the coordination, design and delivery of enterprise learning solutions, leadership development, executive development, succession planning, and skilled trades development while creating a culture of continuous learning across the organization.As a key member of the HR leadership team, the Vice President will build a scalable Talent Development Center of Excellence that partners with business leaders and HR Business Partners to strengthen organizational capability and prepare the workforce for future growth.Primary Duties and Responsibilities:Leads the enterprise Talent Development function, building a high-performing Center of Excellence that delivers scalable learning solutions across the organization.Develops and executes the enterprise talent development strategy aligned with business priorities, workforce needs, and long-term growth objectives.Designs and leads three strategic development pathways:Executive Development & Succession – Build executive capability, identify high-potential talent, and strengthen succession pipelines for critical leadership roles.Leadership & Professional Development – Develop managers, supervisors, and professional employees through leadership programs, functional learning, and career development initiatives.Trades & Technical Development – Strengthen the capabilities of field employees through technical training, apprenticeship programs, craft development, certifications, and frontline leadership programs.Partners with executive leadership to assess organizational capability and identify development priorities that improve business performance.Leads the enterprise succession planning and talent review processes, ensuring strong leadership pipelines and readiness for future growth.Establishes leadership competency models, career pathways, and learning curricula that support employee development and internal mobility.Partners with HR Business Partners and business leaders to identify skill gaps and implement targeted development solutions.Oversees learning technologies, curriculum development, facilitation standards, train-the-trainer programs, and measurement of learning effectiveness.Develops enterprise onboarding, leadership onboarding, and career development programs that improve employee engagement and retention.Evaluates emerging learning technologies, industry trends, and best practices to continuously improve organizational capability.Establishes metrics and dashboards to measure learning impact, leadership effectiveness, succession readiness, and return on investment.Develops annual budgets, strategic plans, and performance objectives that support organizational capability and workforce readiness.Required Skills and Qualifications:Bachelor's degree in Human Resources, Organizational Development, Business Administration, Education, or a related field.15+ years of progressive leadership experience in Talent Development, Learning & Development, Organizational Development, Leadership Development, or Talent Management.Demonstrated success building enterprise learning strategies and Centers of Excellence within a multi-site or high-growth organization.Experience designing executive development, succession planning, leadership development, and technical training programs.Proven experience leading talent review and succession planning processes for senior leadership.Strong knowledge of adult learning principles, instructional design, leadership assessment, competency models, and organizational effectiveness.Experience supporting construction, industrial, manufacturing, engineering, or skilled trades organizations.Experience building apprenticeship programs, field leadership academies, technical certification programs, or train-the-trainer models.Experience implementing Learning Management Systems (LMS), talent management platforms, and learning analytics.Experience supporting rapid organizational growth, acquisitions, or enterprise transformation initiatives.Demonstrated success creating leadership pipelines and internal career development programs that improve retention and succession readiness.Strong project management, facilitation, communication, and stakeholder management skills.Ability to influence and collaborate effectively across all levels of the organization.High level of discretion, professionalism, and confidentiality.Proficiency in Microsoft Office Suite including PowerPoint, Excel, Word, and Teams.Familiarity with various HCM and LMS applications and other related technologiesPreferred Skills and Qualifications:Master's degree in Organizational Development, Human Resources, Business Administration, Industrial Psychology, Education, or a related field.Professional certifications such as SHRM-SCP, SPHR, CPTD (Certified Professional in Talent Development), ATD Master Trainer, or equivalent.Experience supporting private equity-backed growth platforms or multi-company operating structures.Experience supporting organizations exceeding 3,000 employees across multiple geographic regions.Spanish language fluencyExperience supporting geographically dispersed or field-based workforces.Experience supporting organizational transformation, acquisitions, or restructuring initiatives.Additional Information:Role will regularly interact with executive leadership and senior operational leaders.Position may require occasional support outside normal business hours due to operational or communication needs.Strong business acumen and operational awareness are critical to success in this role.Ability to work effectively in fast-changing, growth-oriented environments is essential.This role may support enterprise-wide strategic initiatives and confidential business matters.Travel Requirements:The preferred location for this role may be either Dallas-Fort Worth TX or Richmond VA with minimal travel expected. An alternate location may be Columbus or Cincinnati OH. If located on site may include up to 20% travel across the US.If remote, must be located within an easy travel distance from our locations. Travel may be up to 50%.Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor. TP Mechanical