Director Learning & Organizational Development

Adolfson & Peterson•Minneapolis, MN

11h•Hybrid

About The Position

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.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Education or related field.
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 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.

Nice To Haves

Master’s degree preferred.
Experience in construction, manufacturing, industrial, skilled trades or field-based operations preferred.
Professional certification such as SHRM-SCP, SPHR, CPTD or similar preferred.
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.

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.