Director of Talent Development

When you join our team at Lithko Contracting, you are building your career alongside the leaders in concrete construction. We apply our expertise across industries, from industrial and manufacturing facilities to healthcare and educational institutions to chip plants and data centers. Annually, we place over 100 million square feet of concrete and earn over $1.7 billion in revenue. With a nationwide presence of over 25 locations and more than 5,000 coworkers, you'll find endless opportunities to develop your skills, grow your career, and build beyond expectations.

The Director of Talent Development is a strategic leader responsible for driving organizational capability and performance through effective learning solutions. This role identifies critical skill gaps, implements scalable development tools and resources, and collaborates with various stakeholders to align development initiatives with business goals. Leveraging various delivery methods and evaluation techniques, the Director of Talent Development promotes effective knowledge transfer and a culture of learning that develops employees and supports the organization’s long-term success.

This is a remote opportunity for the right candidate. Candidates located anywhere in the US will be considered, but preference may be given to candidates in close proximity to a Lithko office. Travel to Lithko office locations may be required on occasion.

• Assess Development Needs:
  Proactively assess organizational and role-specific knowledge, skill, and competency gaps using needs assessments and feedback loops to align development priorities with business objectives and future workforce needs.
• Domain Expertise:
  Determine the best approach to connect organizational knowledge, development content, and best practices to users by implementing a variety of delivery mechanisms to facilitate effective dissemination and uptake of content across the enterprise.
• Program Execution:
  Partner with a variety of stakeholders to implement scalable training frameworks and content, leveraging methodologies (OJT resources, microlearning, self-service, leader-guided, etc.) to engage target audiences and achieve desired learning outcomes.
• Training Effectiveness:
  Evaluate the impact of training and development efforts through KPI/ROI analysis, performance outcomes, and feedback loops to refine content and delivery, and drive continuous improvement in talent development capability.
• Through the Work Focus:
  Maintain alignment of learning and development efforts through the execution of the business and lines of reporting, ensuring development occurs primarily through the work and lines of supervision rather than through training interventions.
• Executive Development:
  Facilitate executive coaching, leadership development efforts, and succession readiness initiatives to strengthen enterprise leadership capability and align with future organizational needs.

• Conduct organizational needs assessments and role-specific gap analyses to identify priority development areas.
• Collect and synthesize feedback from leaders, supervisors, and employees to inform development priorities.
• Translate business strategies into development implications, highlighting where new capabilities are required.
• Align leadership development efforts with succession planning priorities and business evolution needs.

• Design or source self-serve development tools, resources, or programs that build targeted competencies using blended learning methods.
• Develop scalable leadership training offerings tailored to different leadership tiers.
• Maintain a toolbox of organizational best practices and learning delivery methods, mapping them to user needs.

• Partner with regional leaders, BURG directors, and COE counterparts to align development content with business pursuits and operating models.
• Collaborate within the Talent team (Org Design, Recruiting, Compensation) to integrate development domain expertise with broader talent initiatives.

• Oversee development resource implementation, scheduling, and communication in partnership with operational leaders.
• Leverage existing business processes and occasions to implement development tools, manage participation, and track effectiveness.
• Support manager-led employee development by providing domain expertise, tools, facilitation guides, and feedback loops.

• Establish success metrics to track development participation and effectiveness and resulting performance outcomes.
• Produce reporting that connects training effectiveness to business outcomes, including ROI.

• Facilitate executive coaching engagements by observing and recommending development approaches, aligning outcomes with organizational needs.
• Participate in development sessions for senior leaders focused on enterprise leadership capability, succession…