Director of Talent Development

Job Description

Job Description

Great work starts with great people. At Flintco, you’ll find respect, stability, and opportunity to grow your career. Established in 1908, Flintco maintains offices in 8 major cities and employs more than 900 talented and humble professionals. Ranked among the largest and safest contractors in the nation, we deliver projects across a wide range of market sectors, including healthcare, education, hospitality, sports, mixed-use/residential, advanced industries, and renewable energy. With self-perform capabilities in concrete, steel fabrication and erection, site work, and other critical services, we bring a distinct in-house advantage to every project. Guided by the core principles of our Ethos — Safety, Quality, Honesty, Integrity, and Innovation — our culture is rooted in accountability, collaboration, and commitment to shared success. Beyond the jobsite, we invest in the communities we call home, strengthening the places where we live, work, and build.

Job Summary

The Director of Talent Development is responsible for designing, implementing, and managing enterprise-wide development strategies that build leadership capability, strengthen technical skills, and support the growth of key talent across the organization. This role will create scalable development programs, tools, processes, and metrics that enable employees and leaders to grow, perform, and advance in alignment with business priorities.

The Senior Director will partner closely with senior leadership, Human Resources, business unit leaders, and functional experts to identify development needs, implement talent development plans, and measure the effectiveness of learning and development initiatives.

Essential Duties and Responsibilities

Talent Development Strategy

Develop and lead the organization’s overall talent development strategy, ensuring alignment with business goals, workforce planning, succession planning, and organizational growth.

Identify current and future capability needs across leadership, management, technical, and professional development areas.

Build a structured development framework that supports employees at various career stages and levels of responsibility.

Leadership Development & Succession

Design, implement, and manage leadership development programs for emerging leaders, managers, senior leaders, and high-potential talent.

Create leadership tools, resources, assessments, and experiences that strengthen people leadership, business acumen, communication, accountability, and decision-making.

Partner with executives, HRBP’s and business leaders to support leadership readiness and succession planning to include supporting annual Talent Review Meetings across all area offices.

Technical Training and Professional Development

Oversee the creation and delivery of technical training programs that build critical job-related skills across the organization.

Work with subject matter experts to identify technical competencies, training needs, and development pathways.

Ensure development programs are practical, measurable, and relevant to business operations and employee performance.

Key Talent Development Plans

Lead the implementation and tracking of individual development plans for key talent across the organization.

Partner with HR and business leaders to identify high-potential employees, critical roles, and development priorities.

Provide tools and guidance to managers to support meaningful coaching, career conversations, and employee growth.

Program Design and Implementation

Create/manage development programs, workshops, coaching resources, mentoring programs, and career development tools.

Evaluate and select external partners, vendors, platforms, and resources as needed.

Ensure consistent implementation of programs across offices while allowing flexibility for role-specific or functional needs.

Metrics and Continuous Improvement

Develop metrics, dashboards, and reporting tools to measure program effectiveness, participation, behavior change, skill development, leadership readiness, retention, and business impact.

Use data and feedback to continuously improve development programs and resources.

Present insights and recommendations to senior leadership regarding talent development outcomes and opportunities.

People Development Tools and Resources

Create practical tools for managers and employees, including development planning templates, competency models, coaching guides, career pathing resources, and assessment tools.

Establish consistent processes for identifying development needs, documenting plans, and tracking progress.

Promote a culture of continuous learning, feedback, and growth.

Management Responsibilities

None

Knowledge/Skills/Ability

• Experience designing and implementing enterprise-wide leadership development and technical training programs.
• Demonstrated experience building development plans for high-potential or key talent.
• Strong understanding of competency models, succession planning, performance management, adult learning principles, and organizational development practices.
• Experience creating development tools, learning frameworks, and measurable program outcomes.
• Proven ability to partner with senior executives and business leaders.
• Strong project management, facilitation, communication, and change management skills.
• Experience using learning technology, HR systems, talent platforms, or reporting tools preferred.

Core Competencies

• Action Oriented
• Strategic thinking
• Collaborates
• Communicates Effectively
• Customer Focus
• Decision Quality
• Assessess Talent
• Instills Trust

Education

Bachelor’s degree in Human Resources, Organizational Development, Business, Education, Psychology, or a related field required; master’s degree preferred.

Experience

10+ years of progressive experience in talent development, learning and development, organizational development, leadership development, or related HR functions.

Certificates, Licenses, Registrations

SPHR, SHRM-SCP, or other HR certification preferred.

Physical Requirements

• Physical demands are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• While performing the duties of this position, the employee is regularly required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; and talk or hear.
• The employee is occasionally required to sit and smell.
• The employee must occasionally lift and/or move up to 50 pounds.
• Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.
• Occasionally, especially when managing multiple projects and during problematic opening and/or closing phases of projects, mental stress can be taxing.
• May be required to work long hours for extended periods of time.

Special Job Dimensions

The office provides a safe and healthy work environment, is adequately heated and cooled, is free from exposure and extreme conditions, has appropriate lighting and office furnishings, and is smoke-free and drug-free. While performing the duties of this

* NOTE – Where allowed, employees who work in positions classified as “safety-sensitive” can be disciplined if they test positive for marijuana or its metabolites, even if they have a valid state medical marijuana license. In addition, Flintco may also refuse to hire applicants for safety-sensitive jobs who test positive for marijuana as part of a pre-employment drug test, even if those applicants can produce a valid medical marijuana patient license.