Learning and Development Lead

Geostabilization International • Westminster, CO

2d

About The Position

GeoStabilization International is seeking a strategic, hands-on Learning and Development leader to consolidate and modernize its learning and development function and build the systems needed to scale the organization. The role combines strategic planning with operational execution and owns capability-building across the company, from frontline compliance training to executive leadership development.

The Lead will set the enterprise learning vision and governance, audit and redesign the training portfolio, and develop leadership programming for field and corporate populations. The position also owns career development frameworks, skills matrices, career pathways, succession-planning infrastructure, and the learning management system (LMS) strategy. The role establishes instructional design standards, ensures the quality of training developed across functions, and leads the training, compliance training, and skills matrices teams.

The position partners closely with Safety, Operations, HR Business Partners, and the Chief People Officer to translate business needs into measurable capability gains. It serves diverse learner populations across multiple states and must make learning practical and competency-based for a predominantly blue-collar field workforce as well as professional and corporate teams.

Requirements

• At least 7 years of progressive L&D or organizational development leadership experience, including hands-on strategy design and ownership of end-to-end program delivery.
• Proven success designing development solutions for both blue-collar or field and white-collar or professional populations within one organization.
• Direct ownership of LMS strategy, including platform selection, implementation, governance, and scaling across a diverse organization.
• Deep grounding in instructional design and adult learning theory, with the ability to critically evaluate training content rigor and modality.
• Experience architecting career frameworks, competency matrices, or succession-planning infrastructure that embeds development into the organization.
• Executive presence and cross-functional influence, with credibility among field leaders, corporate teams, and C-suite leaders.

Nice To Haves

• Experience in a multi-state, field-based, or operationally intensive industry such as construction, infrastructure, industrial or environmental services, or energy.
• Experience owning or leading the integration of previously separate teams or functions into a unified operating model.
• Certification in a personality- or strengths-based assessment methodology such as CliftonStrengths, Myers-Briggs, DISC, or equivalent.
• Demonstrable experience measuring training ROI and adjusting strategy based on outcome data.

Responsibilities

• Design and own the enterprise learning strategy, including its vision, priorities, and governance model, aligned with business and workforce needs.
• Lead a comprehensive audit of the current training portfolio and redesign and modernize the curriculum architecture.
• Design leadership development programming across organizational levels for both field operations and corporate leaders.
• Own and deploy the career development framework, including tools, methodology, and manager enablement.
• Architect skills matrices, career pathways, and training requirements that reflect actual field and role requirements.
• Advise HR Business Partners on succession planning and determine when to use internal resources or external expertise.
• Own LMS strategy end-to-end, including platform evaluation and selection, content architecture, governance, and reporting.
• Set and enforce instructional design standards grounded in adult learning theory.
• Translate complex technical and operational requirements into practical, competency-based learning experiences suited to a predominantly blue-collar field workforce.
• Provide quality assurance oversight for training developed across Safety, Operations, and other functions.
• Lead and develop the training, compliance training, and skills matrices teams by setting performance standards, building capability, and holding teams accountable for execution.
• Foster strategic thinking within the team, beyond task completion.
• Partner with Safety, Operations, HR Business Partners, and the Chief People Officer to turn business needs into capability gains.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed