The Vice President of Talent Development is a hands-on, strategic leader responsible for designing and executing a comprehensive talent strategy across a multi-site operating environment, that accelerates organizational performance, strengthens leadership capability, and drives employee engagement and retention. This role partners closely with senior leadership to build scalable programs that develop high-performing teams, align talent with business objectives, and support long-term growth. This leader will design solutions that elevate frontline leadership, enhance operational execution, and contribute to EBITDA growth.

Leadership & Talent Strategy

• Develop and execute an enterprise-wide talent development strategy aligned with business goals
• Translate business priorities into practical talent initiatives that drive operational performance and growth
• Partner with executive leadership and operating company leaders to diagnose talent gaps and deploy targeted solutions
• Build scalable, repeatable programs that can be deployed across a portfolio of operating companies with unique cultures and differentiators
• Serve as a trusted advisor to senior leaders on leadership capability, organizational effectiveness, and talent planning
• Build a culture of continuous learning, accountability, and high performance

Leadership Development & Succession

• Design and implement leadership development programs across all levels
• Lead succession planning processes to ensure a strong leadership pipeline
• Oversee and evolve High-Potential (HiPo) programs to identify and accelerate top talent
• Coordinate executive and leadership coaching initiatives
• Embed coaching and feedback practices into daily operations, tailored to a multi-site, field-based workforce

Performance & Goal Management

• Oversee goal-setting frameworks and performance management processes
• Ensure alignment between individual objectives and organizational priorities
• Drive a performance culture grounded in feedback, accountability, and development
• Support leaders in delivering clear, candid feedback and managing performance in real time

Career Paths & Workforce Mobility

• Oversee onboarding programs to ensure strong employee integration and early success
• Establish and maintain career pathing frameworks across functions and levels
• Design structured learning paths to support employee growth and internal mobility

Programs & Early Talent Development

• Lead the design and execution of internship and management trainee programs
• Build scalable early-career pipelines to support long-term workforce needs

Learning Systems & Training Operations

• Own and optimize the Learning Management System (LMS) strategy, implementation, and utilization to support a dispersed workforce
• Oversee training administration, including scheduling, tracking, and reporting
• Ensure consistent and efficient delivery of compliance training (safety, regulatory, company policies)
• Drive adoption of assessment tools to support development, selection, and team effectiveness

Employee Engagement & Retention

• Partner with HR Business Partners and business leaders to enhance employee engagement strategies
• Use data and insights to identify trends and implement retention initiatives
• Support initiatives that strengthen culture, inclusion, and employee experience

• Bachelor’s degree required; Master’s degree strongly preferred (HR, Organizational Development, Business, or related field)
• 15+ years of progressive experience in talent development, learning, or organizational effectiveness
• Proven experience designing and scaling leadership development and succession programs
• Strong understanding of performance management systems and talent processes
• Experience managing LMS platforms and learning technologies
• Experience working directly with executive and field leadership teams
• Experience in multi-site, field-based, highly operational environments (e.g., construction, industrial, field services) strongly preferred

Physical Requirements

• Ability to travel frequently, spending approximately 15-20% at HQ, and approximately up to 40% total including travel to subsidiaries, with increased travel at times as business needs dictate.
• Ability to sit for prolonged periods while working on a computer or attending meetings
• Ability to operate standard office equipment (computer, phone, etc.)
• Ability to wear PPE when visiting field locations

Work Environment

• This role operates in a hybrid environment, including corporate office setting, home office, and frequent travel to operating company locations
• Operating company location visits may involve exposure to varying weather conditions as well as construction and field environments with moderate noise levels

Key Competencies

• Strategic Thinking: Ability to align talent initiatives with business outcomes
• Execution Focus: Balances strategy with hands-on delivery and follow-through
• Credibility with Operators: Able to connect with and earn trust from field-based leaders
• Leadership Presence: Credible, confident communicator
• Practicality & Speed: Ability to build simple, scalable, quickly deployable, practical solutions
• Change Leadership: Comfortable leading fast-paced transformation in hectic environments

What Success Looks Like

• Strong field leadership bench with clear succession plans in place
• High adoption and effectiveness of learning programs and tools
• A performance culture that balances accountability with development
• Measurable improvements in employee engagement and retention

We are an Equal Opportunity Employer and comply with OFCCP regulations. All qualified applicants will receive consideration for employment without regard to sex, race, color, age, national origin, religion, physical and mental disability, genetic information, marital status, sexual orientation, gender identity/assignment, citizenship, pregnancy or maternity, protected veteran status, or any other status prohibited by applicable national, federal, state or local law. Pave America and it's companies promote a drug-free workplace. We will consider for employment qualified applicants with a criminal history in a manner consistent with the requirements of applicable laws regarding criminal background inquiries. In compliance with OFCCP requirements, we invite applicants to voluntarily self-identify their gender, race, and veteran status. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment.