Learning, Development & Talent Specialist

Learning, Development & Talent SpecialistOur Learning, Development & Talent Specialist plays a hands-on role in developing, training, and supporting a diverse workforce across both union and non-union environments. This position is highly visible and people-facing, working directly with field employees, supervisors, and leaders to support onboarding, job readiness, performance expectations, and career development. This role is best suited for someone who is outgoing, self-driven, and comfortable in a fast-paced construction environment, someone who takes initiative, follows through, and turns ideas into action. In addition to learning and development responsibilities, this position supports key HR functions including recruiting, hiring, and employee engagement, serving as a trusted partner to both the field and office teams. This role requires regular interaction with field employees and comfort working in a construction environment. Candidates seeking a classroom-only or corporate-only L&D role may not find this position to be the right fit. This role is a strong fit for someone who: Enjoys being visible, approachable, and engaged with employees at all levels Is comfortable working with blue-collar, field-based employees and building trust quickly Takes ownership of problems and follows through without being asked Balances structure with creativityable to design training but also jump in and adapt on the fly Communicates clearly, directly, and respectfully in real-world, practical terms Is energized by variety and comfortable shifting between training, onboarding, and recruiting support Understands the importance of safety, accountability, and consistency in a construction environment Other Requirements: All candidates are required to pass a thorough Background Check, Physical and Drug Test. References may also be checked. We participate in E-Verify. Job Duties & Requirements: Reasonable accommodation can be provided to enable individuals with disabilities to perform the essential functions. Workforce Training & Field Engagement Build strong working relationships with field employees, foremen, and supervisors Deliver practical, job-relevant training that supports safety, productivity, and performance Adapt training approaches to meet the needs of a construction workforce Spend time in the field to understand work environments, challenges, and training needs Employee Onboarding Lead New Hire Orientation and onboarding processes for new employees and employees transitioning into new roles Facilitate introductions, handoffs, and smooth transitions into teams Conduct 30/90-day check-ins to assess new hire progress and support integration Provide ongoing feedback and check-ins for employees in their first year or newly transitioned roles Performance Management Administer and maintain the performance management system, including tracking, monitoring, and coaching users Provide guidance to employees on setting effective SMART goals Support managers and employees during performance cycles Employee Development Planning Support individual development plans (IDPs) and help employees identify growth paths Participate in succession planning discussions and processes Create and maintain career paths, roadmaps, and related resources Conduct needs assessments and gap analyses to identify training and development priorities Training Programs Design and develop training programs Facilitate training sessions and learning workshops across various topics Manage training operations including vendor sourcing, scheduling, logistics, communication, registration, and tracking Develop and implement advanced leadership development programs System Administration & Evaluation Assist in implementing and administering Learning Management System (LMS) functionality Manage course assignments, tracking, and troubleshooting within the LMS Evaluate learning outcomes using data, analytics, and feedback Produce reports and insights on training effectiveness and competency growth Manage and track all required compliance training Continuous Improvement Collect ongoing feedback from employees and leaders on training needs and process effectiveness Identify gaps, inefficiencies, and opportunities to improve learning programs and tools Update forms, guidelines, and materials as needed Recommend and implement improvements to enhance learning experiences and program outcomes Recruiting & Hiring Support Partner with the HR team to support recruiting and hiring for both union and non-union roles Participate in interviews, hiring events, and onboarding preparation Assist with candidate communication and new hire coordination Support workforce planning and seasonal hiring needs Additional Responsibilities Assist with budgeting for training programs and L&D initiatives Refresh, maintain, and expand the Training SharePoint page and related resources Other projects as needed Preferred Experience/Education: Bachelor's degree in Human Resources, Organizational Development, Business, or related field (or equivalent hands-on HR experience) Experience working in construction, manufacturing, skilled trades, or other blue-collar environments strongly preferred Experience delivering training to adult learners in practical, real-world settings Exposure to union environments is a plus Experience supporting recruiting, onboarding, or workforce development Strong communication, presentation, and interpersonal skills Ability to manage multiple projects, prioritize tasks, and meet deadlines Proficiency with learning technologies, LMS platforms, and digital collaboration tools Strong analytical, problem-solving, and documentation skills Experience with performance management or talent development systems Familiarity with adult learning principles and instructional design best practices Background in leadership development or career pathing Experience with SharePoint, HRIS, or talent development tools Personal Attributes We Value: Approachable, confident, and genuine Takes initiative and follows through Comfortable having real conversations and addressing issues directly Organized but not rigid Respected by both field and office employees Willing to roll up sleeves and help where needed Technical Skills (useful tools for success): Learning Management Systems HRIS systems (for performance cycles, data, and integration) eLearning tools Survey platforms (Microsoft Forms, SurveyMonkey) Presentation tools (PowerPoint, Canva) SharePoint (for resources and knowledge hubs) Excel/Sheets (for tracking, reporting, analytics) Work Environment: Office-based Fast-paced, deadline-driven environment. Live up to our company Core Values: Safety- Safety in the workplace is a mutual responsibility of the employer, management and all employees. We have an expectation that all employees will play an active role in workplace safety and always promote a positive safety culture. Quality- Quality is the best business plan. It is an investment in our future. Quality leads to consistency. Consistency leads to happy employees, satisfied customers and a growing business. Respect- Respect at work is crucial as it promotes healthy relationships between coworkers and managers, as well as outside the organization. A respectful employee is a sign of a respectful organization and therefore creates a positive image of our company and our workplace. Integrity- Real integrity is doing the right thing, whether someone realizes it or not. Displaying Integrity helps build trust and drives a certain level of expectation. Integrity is choosing your thoughts and actions based