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 assigned Heritage Construction + Materials (HC+M) businesses and/or program areas. The role partners with HR and business leaders to create role-based pathways for hourly operations employees and salaried office employees, as well as learning tools and experiences that help managers develop their leadership capabilities and teams. The position develops skills-based pathways aligned with competencies, values, business strategy, and workforce plans. It creates and maintains learning content, leads rollout and adoption, equips trainers and managers, and evaluates outcomes to improve programs. The Talent Development Partner also works with HR leaders to support manager learning and talent-management practices, collaborates with L&D peers and The Heritage Group Learning & Development, maintains learning content and assignments in Workday Learning, and evaluates emerging learning technologies, including AI.

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.
Demonstrated ability to manage multiple concurrent projects independently, with 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 assigned HC+M businesses and/or pathways, serving as the primary L&D partner for that scope.
Lead development of role-based learning 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 pathway content for hourly field, plant, and shift-based learners as well as salaried office employees, including e-learning, job aids, videos, and on-the-job training guides.
Lead rollout and adoption, facilitate sessions, and equip trainers, supervisors, and subject matter experts to deliver content consistently through train-the-trainer activities.
Define and track success measures, such as time to proficiency, progression rates, and quality outcomes, and use results to improve pathways.
Partner with each business's HR leader to design and deliver manager learning experiences and assets that help frontline supervisors and mid-level and senior managers develop leadership capabilities and 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 core content for HC+M managers where available and fill gaps with targeted HC+M content.
Collaborate with L&D peers to maintain shared design standards, templates, and a reusable content library.
Partner with The Heritage Group Learning & Development to align with enterprise L&D strategy and leverage core content.
Manage the content lifecycle, including quality reviews, subject matter expert validation, version control, and updating or retiring outdated materials.
Maintain the course catalog and learning assignments in Workday Learning, and 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.
Perform additional duties and responsibilities as assigned, including continuous growth aligned with company core values, competencies, and skills.