Program Manager

Structural Group•Columbia, MD

5h•$90,000 - $110,000

About The Position

Structural Group, Inc., develops and integrates products, engineering support, repair and maintenance services to provide value-added solutions to owners, engineers and contractors. We provide specialty contracting services through our contracting companies, and state-of-the-art proprietary products and engineering support services through our technologies company. With over 2,500 employees working from locations nationwide and in select international markets, we serve the Commercial, Public, Transportation Industrial, and Power markets to tackle the toughest construction challenges. The Program Manager leads the strategy, design, and execution of company-wide development programs that build a strong, ready talent pipeline for early‑career and emerging construction leaders. This role owns the end‑to-end experience for participants in the Project Engineer Career Development Program and the Construction Management Development Program, ensuring programs are practical, consistent, and aligned to how the business operates across branches. The Program Manager works in close partnership with Branch and Operations leaders, Project Management and Construction leadership, HR/Talent partners, Safety, and executives to improve retention, readiness, and placement outcomes. Success in this role is defined by scalable program standards, strong local adoption, and measurable impact on workforce planning and leadership readiness.

Requirements

Bachelor’s degree in Construction Management, Engineering, Business, HR, or a related field, or equivalent practical experience.
6–12+ years of relevant experience, including exposure to construction, project, or field operations in a multi‑site environment.
3–7+ years of experience leading structured programs such as rotational, early‑career, leadership, or workforce development initiatives.
Demonstrated ability to influence senior and field leaders and drive adoption across locations without direct authority.
Strong analytical and problem‑solving skills, with experience using metrics to guide decisions and improvements.
Clear, concise communication skills, including facilitation and executive‑level updates.
Willingness to travel regularly to branches and jobsites (approximately 25–50%).
Ability to Travel - Up To 50%
Possess valid driver's license in order to operate rental cars when traveling for company business
Flexibile with work hours

Responsibilities

Program Strategy & Design Own the full program architecture for development programs, including competencies, milestones, rotations, learning experiences, and readiness/graduation criteria.
Design and implement programs that balance company standards with branch‑level realities, supporting defined career paths (e.g., PE → PM; Foreman → Superintendent).
Develop and maintain scalable tools and documentation such as program guides, rotation frameworks, manager and mentor playbooks, cohort agendas, and standard templates.
Program Execution & Operations Plan, manage, and execute the full annual program lifecycle, including onboarding, cohort meetings, rotations, assessments, readiness decisions, and graduation.
Provide consistent participant support through structured coaching touchpoints, mentoring frameworks, and issue escalation when needed.
Partner with local leaders to ensure rotations and assignments are consistently happening, meaningful and aligned to program intent, avoiding inconsistent or low‑value experiences.
Stakeholder Partnership & Governance Establish and maintain a clear governance model that defines what is standardized company‑wide versus where branches may flex.
Influence and align Branch Directors, Operations and PM leaders, Construction Managers, and HR partners to drive consistent execution without direct authority.
Facilitate a regular operating cadence (e.g., quarterly program reviews, talent calibration, readiness and placement discussions).
Measurement & Continuous Improvement Define, track, and report on program success metrics such as retention, performance, readiness, placement outcomes, engagement, and manager/mentor effectiveness.
Translate data and insights into practical program improvements and clear executive-ready updates.
Lead listening sessions and retrospectives with participants, managers, and local leaders to continuously improve program quality and outcomes.
Talent Pipeline & Placement Partner with Recruiting and business leaders on annual needs during budget planning as well as selection criteria and structured assessment for program entry.
Support post‑program placement and promotion decisions aligned to workforce planning and leadership pipeline needs.
Identify and address systemic barriers to participant success, including manager capability gaps, unclear expectations, or role misalignment.