Lead Associate, Learning & Talent Development

QXO•Coppell, TX

About The Position

QXO is North America’s largest distributor and installer of insulation; second-largest distributor of roofing products; second-largest publicly traded distributor of lumber and building materials; and largest distributor of waterproofing products. QXO is the fastest growing company in the $800 billion building products distribution industry and plans to become the tech-enabled leader by delivering best-in-class customer satisfaction and outsized returns for its shareholders. The company is targeting $50 billion in annual revenue within the next decade through accretive acquisitions and organic growth. Visit QXO.com for more information. The Lead Learning and Talent Development Associate partners with Operations leaders and cross-functional stakeholders to support learning and talent priorities that strengthen frontline leadership, improve operational effectiveness, and advance a culture of safety, accountability, and execution excellence. This role works closely with the company’s largest workforce segment—including branch operations, supply chain, fleet and logistics, and environmental health and safety—to help identify development needs, recommend practical solutions, and coordinate execution with the Learning and Talent Development team. This role offers the opportunity to work directly with Operations leaders and have a visible impact on how the business runs at the branch level. This is a business-facing role that blends partnership, needs analysis, program management, and continuous improvement in support of Operations.

Requirements

5–8 years of relevant experience in Learning & Development, Talent Development, HR, Operations Support, or a related field.
Experience supporting or working in field operations, multi-site environments, or operational teams preferred.
Experience managing programs, projects, or cross-functional initiatives.
Ability to understand business needs and recommend practical, actionable solutions.
Strong relationship-building and stakeholder management skills.
Strong organization, planning, and project coordination skills.
Ability to manage multiple priorities in a fast-paced environment.
Effective communication and facilitation skills.
Comfort working through change and ambiguity.
Ability to use data and feedback to improve outcomes.

Responsibilities

Build strong working relationships with Regional Vice Presidents, Branch leaders, HR partners, and cross-functional stakeholders.
Learn the priorities, challenges, and workforce needs of supported business areas.
Gather and clarify learning and development needs and help prioritize requests.
Provide practical recommendations to align development efforts with business priorities.
Conduct discovery meetings, focus groups, and observations to identify skill, leadership, and execution gaps.
Translate business needs into development priorities for Branch Managers, frontline leaders, and key operational roles.
Recommend appropriate solutions such as training, coaching, communication tools, or reinforcement resources.
Partner with the Learning Operational Excellence team to translate needs into clear development requirements.
Manage a portfolio of Operations-based learning and development programs.
Develop timelines, milestones, and communication plans for key initiatives.
Coordinate cross-functional partners and track progress against commitments.
Identify risks or resource constraints and escalate as needed.
Support effective rollout and sustainment of programs in the field.
Track participation, learner feedback, adoption, and agreed success measures.
Provide leaders with visibility into priorities, progress, and outcomes.
Use data and stakeholder feedback to identify improvement opportunities.
Recommend adjustments to improve program effectiveness and alignment to business needs.
Support ERP, acquisitions, and other operational changes through training coordination and readiness planning.
Help leaders prepare teams for new tools, processes, and expectations.
Assist with onboarding and integration of newly acquired teams where applicable.
Builds strong relationships and credibility with Operations leaders and stakeholders.
Develops a clear understanding of business priorities and workforce capability needs.
Provides practical recommendations that improve the quality and relevance of development efforts.
Manages programs and priorities with discipline, responsiveness, and reliable follow-through.
Supports initiatives that improve readiness, leadership capability, adoption, safety, or operational effectiveness.
Aligns learning efforts more closely to business needs and reduces reactive work.
Uses feedback and data to continuously improve supported programs and outcomes.