Performance & Talent Development Advisor

Bigge Crane and Rigging•Houston, TX

About The Position

We are seeking a highly credible, business-minded Performance and Talent Development Advisor to operate as an internal advisor across all levels of the organization. This individual will work directly with the CEO and senior leadership to elevate individual performance, align workforce capability with business objectives, and strengthen long-term talent retention. This role spans the full workforce, from hourly field employees to executive leadership, and requires the ability to translate behavioral insight into practical, job-relevant action in a safety-critical, operational environment.

Requirements

Bachelor’s degree required
Master’s degree required, preferably in Organizational Psychology, Industrial-Organizational Psychology, Counseling, Executive Coaching, or a related field
10+ years of experience in: Executive coaching, organizational development, or behavioral consulting, or Operational leadership within heavy equipment rental, oil and gas, construction, or industrial field service environments
Demonstrated ability to influence both frontline employees and senior executives
Strong foundation in behavioral psychology, performance management, and adult learning principles
Ability to translate complex behavioral concepts into practical, job-relevant actions
High level of emotional intelligence, discretion, and credibility

Nice To Haves

PhD in Psychology or related discipline, with emphasis in behavioral science, performance psychology, or organizational dynamics
Certification or deep experience with CliftonStrengths (Gallup)
Direct experience working within heavy equipment rental, oil and gas, construction, or similar industrial environments
Prior experience advising C-level leadership in a high-performance, operationally rigorous environment
Track record of improving retention, leadership effectiveness, and internal mobility
Experience working directly with field-based or blue-collar workforces

Responsibilities

Conduct structured and unstructured 1:1 coaching sessions across all levels of the organization, including: Hourly field employees (operators, riggers, mechanics) Frontline supervisors and project leaders Senior leadership and executive team members
Assess individual performance drivers, behavioral patterns, and decision-making tendencies
Help employees define clear career paths, including lateral and vertical growth opportunities within the organization
Coach employees through real-time challenges such as performance gaps, role transitions, leadership responsibilities, and interpersonal conflict
Reinforce accountability by linking personal development plans to measurable business outcomes
Lead enterprise-wide implementation and ongoing utilization of CliftonStrengths
Facilitate individual debriefs and team-based workshops to translate strengths into role-specific behaviors
Partner with leaders to integrate strengths into: Hiring decisions Team composition Performance management and succession planning
Ensure strengths-based language becomes embedded in daily operations, not treated as a one-time initiative
Provide ongoing, high-trust coaching to the CEO and executive leadership team
Act as a sounding board for complex leadership decisions involving people, structure, and organizational design
Identify leadership blind spots, behavioral risks, and decision-making patterns that may impact business performance
Support executives through high-stakes situations such as organizational change, conflict resolution, and succession planning
Deliver candid, actionable feedback with the credibility to influence senior stakeholders
Diagnose organizational friction points, including communication breakdowns, leadership gaps, and misalignment between roles and capabilities
Identify high-potential employees and support targeted development plans to accelerate readiness for critical roles
Partner with Recruiting to: Refine candidate profiles based on observed success patterns Improve selection accuracy and long-term retention outcomes
Collaborate with Operations to ensure workforce capability aligns with current and future business demands
Proactively identify employees at risk of disengagement or turnover, particularly in critical or hard-to-fill roles
Conduct targeted interventions to address root causes of attrition, including role misalignment, leadership issues, or lack of career clarity
Support internal mobility by helping employees transition into roles where they can perform at a higher level
Contribute to reducing performance-related turnover and improving overall workforce stability
Design and deliver structured training programs focused on: Leadership capability development Communication effectiveness Conflict management and accountability Career ownership and progression
Facilitate workshops for frontline leaders to improve team management, safety culture, and performance consistency
Build scalable development frameworks that can be deployed across multiple regions and business units
Spend consistent time in the field, including job sites, yards, and maintenance facilities, to: Build trust and credibility with frontline employees Understand operational realities, constraints, and pressures
Ensure all coaching and development efforts are grounded in: Safety expectations Productivity demands Real-world working conditions
Translate field insights into actionable recommendations for leadership
Reinforce a culture of accountability, ownership, and continuous improvement
Align individual motivations and behaviors with company values and operational standards
Serve as a neutral, trusted resource for employees navigating sensitive or high-stakes situations
Help shape a performance-driven culture that balances high expectations with employee development and support.