Talent Development Partner

Heritage Construction + Materials•Indianapolis, IN

About The Position

The Talent Development Partner owns the design, development, delivery, and continuous improvement of learning pathways for an assigned set of Heritage Construction + Materials (HC+M) businesses or program areas. The role partners with HR and business leaders to build role-based learning pathways for hourly employees across operations and salaried office employees, and creates learning tools and experiences that help managers develop as leaders and grow their teams. The position serves as the primary learning and development partner for its assigned scope, which is established with Talent and HR leadership and may change with business priorities. It collaborates with business leaders, operations, HR leaders, and subject matter experts to identify performance gaps, set learning objectives, and prioritize work. Pathways are competency- and values-aligned, tied to business strategy and workforce plans, and may include progression steps, skills checklists, and assessments. The Talent Development Partner develops learning content for field, plant, shift-based, and office learners; leads rollout and adoption; facilitates sessions; and equips trainers, supervisors, and subject matter experts to deliver content consistently. The role also enables managers through learning experiences and assets, supports managers’ responsibilities in coaching and talent management, and adapts The Heritage Group’s core content for HC+M where available. The role collaborates with L&D peers and The Heritage Group’s Learning & Development team to align with enterprise strategy, maintain shared standards and reusable content, and manage the content lifecycle. It maintains course catalogs and learning assignments in Workday Learning, uses authoring and multimedia tools to create and update content, evaluates learning technologies including AI, and uses learning and performance measures to improve programs and communicate their impact.

Requirements

Bachelor’s degree in instructional design, education, organizational development, human resources, or a related field, or equivalent experience.
At least 5 years of experience in instructional design and/or learning and development in a business environment.
At least 3 years of experience applying instructional design methodologies and adult learning theory, including ADDIE and Kirkpatrick.
Experience owning learning programs end to end, from needs analysis through rollout and evaluation.
Experience with e-learning authoring tools, multimedia software, and learning management systems, such as Articulate 360 and Camtasia.
Working knowledge of instructional design principles and adult learning theory, with the ability to connect learning solutions to measurable operational outcomes and business results.
Ability to build trusted relationships with business leaders, HR partners, safety leaders, and frontline subject matter experts to assess needs, gain alignment, and deliver effective learning solutions.
Strong verbal and written communication, facilitation, and influencing skills, with the ability to engage audiences from frontline employees to senior leadership.
Ability to manage multiple concurrent projects independently, with strong attention to detail and proactive stakeholder communication throughout the project lifecycle.
Ability to collect, analyze, and interpret learning and performance data to evaluate program effectiveness and communicate the impact of talent development initiatives.

Nice To Haves

Experience building skills-based progression, certification, or apprenticeship programs for hourly, frontline, or technical workforces.
Experience in construction, aggregates, materials, manufacturing, or other field-based industries, including safety training.
Facilitation and train-the-trainer experience.
Workday or Workday Learning experience.

Responsibilities

Own pathway development for an assigned scope of HC+M businesses or learning pathways, serving as the primary L&D partner for that scope.
Lead development of role-based pathways for hourly operations employees and salaried office employees.
Partner with business leaders, operations, HR leaders, and subject matter experts to identify performance gaps, define learning objectives, and prioritize work.
Design skills-based pathways aligned with competencies, values, business strategy, and workforce plans, including progression steps, skills checklists, and assessments.
Develop learning content for field, plant, shift-based, and office employees, including e-learning, job aids, videos, and on-the-job training guides.
Lead learning rollouts and adoption, facilitate sessions, and equip trainers, supervisors, and subject matter experts through train-the-trainer approaches.
Define and track measures such as time to proficiency, progression rates, and quality outcomes, and use results to improve pathways.
Partner with business HR leaders to design and deliver manager learning experiences and assets that help frontline supervisors and mid-level and senior managers grow their leadership capabilities and develop, coach, and progress their teams.
Equip managers to support pathways through on-the-job coaching, skills sign-offs, and progression conversations.
Prepare managers for talent management practices, including goal setting, performance and feedback conversations, development planning, talent reviews, and succession planning.
Adapt The Heritage Group’s core content for HC+M managers where available and develop targeted HC+M content to fill gaps.
Collaborate with L&D peers to maintain shared design standards, templates, and a reusable content library.
Partner with The Heritage Group Learning & Development team to align with enterprise L&D strategy and leverage core content.
Manage content quality reviews, subject matter expert validation, version control, and the updating or retirement of outdated materials.
Maintain the course catalog and learning assignments in Workday Learning; use authoring tools such as Articulate 360 and Camtasia to build and update content.
Evaluate emerging learning technologies, including AI, and recommend responsible uses that improve speed and quality.
Continuously grow in alignment with the Company’s core values, competencies, and skills, and perform additional duties as assigned.