L&D Consultant, Construction

Apogee Enterprises, Inc.•Glen Burnie, MD

1d•$85,000 - $115,000•Hybrid

About The Position

The Learning & Development Consultant, Construction is responsible for designing, implementing, and sustaining high-quality learning experiences that build technical capabilities across our construction teams. This role partners closely with functional leaders, trainers or process owners (e.g., Operations, Engineering, Project Management, Preconstruction, Field, Manufacturing) to define learning needs, build technical curriculum plans and support career pathways. The consultant also works with the HR Learning & Development Center of Expertise (COE) to leverage enterprise learning systems, standards, and best practices.

Requirements

Bachelor’s degree in Education, Instructional Design, Human Resources, Construction Management, or related field, or equivalent combination of relevant experience.
5+ years of experience in Learning & Development, Training, or Talent Development.
Proven experience designing and implementing technical or operational training programs (e.g., safety, field operations, project management, quality).
Experience working with LMS platforms and digital learning tools with demonstrated ability to adopt new technology.
Strong grounding in instructional design, adult learning theory, and on-the-job training methods.
Familiarity with construction project lifecycles, jobsite environments, and common roles (field craft workers, engineers, superintendents, project managers).
Ability to translate technical subject matter into clear, engaging learning experiences for diverse audiences (field and office).
Comfortable facilitating in-person and virtual training with craft and professional employee groups.
Strong project management, organization, and follow-through skills.
Ability to build relationships and influence leaders, SMEs, and functional trainers without direct authority.
Proficiency with common business tools (e.g., PowerPoint, Excel, collaboration platforms) and e-learning authoring tools.

Nice To Haves

Experience in the construction industry or a closely related field (engineering, specialty trades, industrial projects) strongly preferred.

Responsibilities

Partner with Functional leaders, process owners and SMEs to identify role-based technical or functional capability needs (e.g., preconstruction, project managers).
Conduct learning needs analysis using data from incidents, quality issues, performance metrics, and employee feedback.
Translate business and project priorities into an annual technical learning roadmap (e.g., onboarding, quality, scheduling, cost management, technology tools).
Align functional training strategies with the enterprise L&D strategy and Harmon’s workforce development goals.
Design and develop technical training curriculum plans for construction roles
Build structured learning pathways that support progression from entry-level roles to more advanced positions (e.g., from intern to project executive).
Support the development of training content with Functional Trainers (e-learning, workshops, job aids, simulations, toolbox talks, etc.) using sound instructional design and adult learning principles.
Incorporate on-the-job training, mentoring, and experiential learning opportunities that reflect the realities of construction projects, jobsites, and a dispersed workforce.
Design, support and/or co-facilitate technical training sessions, blended programs, and workshops for employees in office, virtual and/or field settings.
Equip and coach subject matter experts (SMEs) and functional trainers to deliver training (train-the-trainer, facilitator guides, structured practice).
Coordinate logistics for training sessions (scheduling, registration, materials, evaluation) in partnership with trainers and learners.
Maintain a central library of training assets (curriculum plans, course materials, videos, checklists, assessments, job aids) for technical construction training.
Ensure content is current, aligned with company standards, and consistent with safety, quality, and operational procedures.
Establish version control, naming conventions, and archiving processes to reduce duplication and confusion.
Partner with the L&D COE to configure and maintain courses and learning paths in the enterprise Learning Management System (LMS).
Track enrollments, completions, certifications, and compliance requirements.
Apply enterprise L&D standards, frameworks, and best practices to technical training in the construction functions.
Define success metrics for technical training (e.g., reduced rework, improved schedule reliability, quality metrics, promotion readiness).
Collect and analyze feedback from participants, instructors, and leaders; use findings to continuously improve content and delivery.
Benchmark against other leading construction organizations and workforce development programs to keep offerings competitive and relevant.

Benefits

Competitive Benefits Package for employees and their dependents (Medical, Dental, Vision, Life, Disability)
Incentive Plans
401(k) with employer contribution and match
Employee Stock Purchase Plan with employer match
Paid Time Off (Vacation and Sick Time)
Paid Holidays
Tuition Reimbursement Program
Employee Assistance Program (EAP)
Wellness Program
Training and Career Progression