DIRECTOR OF TRAINING AND DEVELOPMENT

Frank L Blum Construction Co•Raleigh, NC

About The Position

The Director of Training and Development partners with Blum leaders to identify performance needs, prioritize development opportunities, and deliver practical learning solutions that improve the performance of employees and project teams. The role covers professional skills, technical and systems training, onboarding, and support for the High Performing Teams (HPT) program. Working with leaders, superintendents, project teams, and subject-matter experts, the Director assesses performance needs, selects appropriate learning approaches, and evaluates whether learning solutions improve on-the-job performance and business results. The position operates strategically with executive leadership and hands-on with field teams, and works closely with People Strategies and Business Analysis. It can report to any regional office and requires regular travel to Blum offices, active job sites, and HPT meetings.

Requirements

Five or more years of experience in training, learning and development, or organizational development, with demonstrated adult-learning facilitation.
Proven ability to assess performance needs and translate them into effective learning solutions.
Skilled at facilitating discussion-based learning in person and virtually.
Strong consultative and relationship-building skills.
Ability to manage multiple priorities and programs at once.
Proficiency in Microsoft 365.
Valid driver’s license and willingness to travel regularly to Blum offices, active job sites, and HPT meetings.
Professional appearance and demeanor; credibility in the field is essential.
Ability to regularly sit, stand, and walk for extended periods; occasionally stoop or kneel; occasionally lift and/or move up to 50 pounds; and walk active job sites while wearing required personal protective equipment.
Close and distance vision, and ability to repetitiously use hands, fingers, and arms to operate a keyboard.

Nice To Haves

Bachelor’s degree in education, instructional design, human resources, business, construction management, or a related field.
Construction or project-based industry experience; credibility with superintendents and project managers is essential.
Experience creating multimedia or video-based learning content.
Working knowledge of Procore and Outbuild, or ability to learn them quickly.
Knowledge of Egnyte or ADP.

Responsibilities

Build consulting relationships with leaders, managers, superintendents, and project teams to understand business priorities and development needs.
Identify performance and capability gaps through conversations, job-site visits, HPT and department meetings, and other appropriate methods.
Partner with leadership to set and revisit learning priorities and maintain a development roadmap balancing immediate needs with long-term growth.
Recognize when performance issues require a non-training solution and work with appropriate partners to address them.
Design, develop, and deliver practical, engaging in-person and virtual learning experiences grounded in adult learning principles.
Select delivery methods and formats suited to the audience, content, and desired outcomes.
Use Blum projects, leader insights, and lessons learned to make learning relevant to employees’ day-to-day work.
Collaborate with subject-matter experts, internal partners, and external resources to build and maintain training content and resources.
Partner with leaders to identify and prioritize professional skills development, including communication, collaboration, problem-solving, accountability, and leadership.
Create opportunities for employees to learn from Blum leaders, share experiences, and apply learning on the job.
Partner with IT, Business Analysis, operational leaders, and subject-matter experts to identify technical, systems, and process training needs.
Develop and coordinate training for technology adoption, system changes, and consistent execution of business processes.
Support accessible training resources, job aids, and knowledge-sharing tools.
Collaborate with People Strategies, IT, and hiring managers to improve onboarding, including Dipped in Blue and role-specific development paths.
Improve onboarding consistency and effectiveness across roles and regions to help new hires become productive faster.
Support HPT facilitation and related activities across regions.
Use insights from HPT and other team discussions to identify development priorities and recommend solutions that strengthen team effectiveness.
Work with leaders to define success measures for priority initiatives.
Evaluate learning effectiveness through participant feedback, skill gains, application on the job, and, where appropriate, contribution to business results.
Share progress and impact with leadership and use findings to continuously improve programs and approaches.