Vice President, Talent Development & Culture

ADB Companies•St. Louis, MO

21h•Hybrid

About The Position

ADB Companies is a Nationwide full turnkey provider of technology infrastructure solutions including Wireline, Wireless, Technology, Critical Infrastructure, and Engineering. Our customer centric approach has ensured long-term relationships with commercial clients, service providers, local, state, and federal government organizations. We recognize our team members as our greatest asset, ensuring that their safety, well-being, and career growth are always our number one priority. Our ALL IN culture includes a focus on Safety, Wellness, Learning, Diversity and Inclusion, and giving back to our communities. The Vice President of Talent Development and Culture owns the strategy, budget, and execution of ADB's culture and workforce development agenda. This leader is singularly accountable for the company's 5-Pillar Culture Framework and the ADB Academy, the enterprise workforce development architecture that builds leaders from within and creates pathways from the field to the executive suite. The role exists to solve a specific problem: culture and development at ADB have historically lacked a single owner, and accountability has fallen through the cracks. This position ends that. The VP leads a dedicated department that sits alongside Marketing and Corporate Communications as a peer function with executive sponsorship. Every program, platform, and recognition initiative under this role is designed field first, so that construction crews, foremen, and boots on the ground Team Members have an equal seat at the culture table.

Requirements

10+ years of progressive experience in talent development, learning and development, organizational development, or culture leadership, with at least 5 years leading a function or department.
Demonstrated success building leadership development programs, academies, or structured career pathways in a distributed, field-based workforce
Experience selecting and implementing enterprise platforms such as LMS and recognition systems, including RFP leadership and vendor management
Proven budget ownership with the ability to build and defend a ROI case to executive leadership
Willingness to travel nationwide to regional offices and job sites; programs are designed where the work happens
Proven record of working independently to prioritize and build processes from the ground up
Ability to travel nationwide
A strong belief in ZERO — Being safe 100% of the time is the expectation
Alignment with company mission, vision, and values
A high level of customer centricity
Proven ability to lead leaders; builds and develops managers, not just individual contributors
Ability to perform in a fast-paced work environment
A high level of time management, accountability, and prioritization skills
Self-motivated, goal-oriented, and driven to accomplish department goals
Ability to be organized, problem solve, and be solution oriented
Strong ability to influence desired outcomes by master relationship building
Exceptional verbal and written communication skills
Strategic and forward thinking with strong business and financial acumen
Proficient with Microsoft Office (PowerPoint, Word, Excel, etc.)

Nice To Haves

Experience in construction, telecom infrastructure, utilities, or another skilled trades environment
Experience in a private equity backed or high growth company where talent and culture outcomes are measured as business outcomes
SHRM SCP, SPHR, CPTD, or comparable certification
Experience standing up or governing a corporate foundation or structured volunteerism program

Responsibilities

Build leaders from within, eliminate skill gaps, and create pathways from the field to the executive suite
Own the internal leadership program portfolio, including PM Boot Camp, Frontline Leadership Academy, and Extreme Ownership Academy, with incentives tied to completion
Direct the LMS revamp in partnership with BTS: mobile first, gamified, and built to work on a job site, with standardized onboarding and real time progress tracking
Rebuild CAM development plans with clear field to leader pathways and defined learning modules, in strong partnership with HR on new Team Member onboarding
Deploy tailored programs including the College Graduate Supervisor Program, licensed apprenticeships (TIRAP model), tuition reimbursement, and SkillBridge for military to civilian transitions
Ensure that as ADB grows, our people remain connected, aligned, and committed to winning as one team
Formalize Employee Resource Groups with structured mentorship circles, dedicated budgets, executive sponsors, and programming calendars
Break down silos through cross functional collaboration, new Team Member integration programs, and networking beyond department and region.
Lead structured cultural celebrations and awareness programming that goes beyond a post on the intranet.
Support Team Members in living healthier, safer, and more balanced lives so they can perform at their best at work and at home
Champion proactive mental and emotional wellbeing support, including EAP therapy access, suicide prevention programming, and stress management resources
Bring physical wellness to the job site through stretch and flex programs, preventive care campaigns, nutrition education, and gym reimbursement
Build financial wellbeing through education, planning tools, retirement resources, and a hardship fund
Create meaningful impact by serving and strengthening the communities where we live, work, and build
Stand up and govern the ADB Foundation 501(c)(3), modeled on peer construction foundations, to institutionalize the company's community work
Direct the nationwide community service program so every market and every team has organized service opportunities each quarter
Relaunch VPTO with annual hour targets, KPIs tied to the Community pillar, and a single platform for logging volunteer hours
Celebrate wins, recognize contributions, and appreciate the people who make ADB successful.
Launch and scale the peer-to-peer recognition platform, mobile friendly and built for field workers, with points redeemable for rewards
Institutionalize milestone celebrations, the quarterly and annual Culture Awards program, and monthly Team Member spotlights
Build the Field Recognition Program, including peer nominations in the field, manager instant recognition, Job Site of the Month, and Safety Excellence Awards
Own the ADB Academy, the company's six level workforce development architecture spanning L1 Field Ready through L6 Executive Development.
Architect and govern the six-level pathway: Field Ready, Field Excellence, PM Boot Camp, Emerging Leaders, Manager Excellence, and Executive Development, with defined competency gates at every level
Deliver PM Boot Camp as the highest priority program: financial management, contract administration, project controls, risk management, and customer management, delivered in 90-day sprint cohorts with senior PM mentorship and margin performance tracked as a KPI
Launch and sustain the New Hire Academy so every incoming Team Member receives standardized onboarding, safety and compliance training, and grounding in ADB culture and values
Own succession planning tools and CAM development plans, ensuring visible internal pipelines for L3 and above roles so internal promotion becomes ADB's primary talent strategy
Manage the annual program investment budget across LMS, course content, recognition platforms, and culture activation, and deliver quarterly executive impact reports with ROI against baseline KPIs
Benchmark continuously against direct competitors and enterprise leaders to keep ADB's development offering competitive for talent