Craft Career Development Manager (Pearland)

The Craft Development Manager, known as the Construction Section Manager, is responsible for the development, capability, retention, and long-term growth of the organization's craft workforce.

This role establishes and manages the systems, programs, and leadership necessary to attract, develop, qualify, retain, and advance craft workers throughout their careers.

Primary Responsibilities\:

Craft Workforce Development

• Establish a comprehensive strategy for the development of the craft workforce.
• Create clear career pathways for craft employees.
• Establish expectations and opportunities for advancement.
• Develop programs that support progression from entry-level craft through advanced craft and leadership roles.
• Foster an environment where craft employees understand how they can grow within the organization.
• Communicate effectively so that all craft employees know what they are provided as employees of BMcD

Apprenticeship & Training

• Lead and continuously improve apprenticeship programs.
• Establish training requirements and development pathways for craft positions.
• Coordinate technical, safety, leadership, and qualification training.
• Maintain visibility of workforce qualifications and development status assuring that no worker is in the field with expired or insufficient training.
• Identify skill gaps and establish development plans to address them.

Craft Talent Pipeline

• Develop strategies to attract new craft workers, working closely with WFD.
• Effectively communicate all plans and forecasts along with risks and needed pivots to Director.
• Build relationships with schools, apprenticeship programs, workforce organizations, and other talent sources.
• Establish sustainable recruiting pipelines for future workforce needs.
• Monitor, report and address workforce demographics, turnover, and future capability requirements.
• Partner with Operations to plan future workforce demand.

Retention & Engagement

• Develop initiatives that improve craft retention and career longevity.
• Understand barriers preventing craft employees from succeeding or advancing.
• Promote recognition, development, and career opportunity.
• Create mechanisms for craft employees to provide feedback and identify development needs.
• Partner with field leadership to strengthen the craft employee experience.

Craft Leadership Development

• Develop the next generation of foremen and craft leaders.
• Establish development pathways for employees demonstrating leadership potential.
• Support superintendent and foreman development of craft employees.
• Provide leadership-development resources and expectations for field leaders.
• Help identify future leadership talent within the craft workforce.

Workforce Capability

• Maintain visibility of the organization's current craft capabilities.
• Identify future capability gaps based on anticipated work.
• Partner with Operations to ensure development priorities align with operational requirements.
• Establish standards for craft qualifications and competency.
• Track workforce capability and readiness.

Organizational Development

• Develop scalable workforce-development systems that can support organizational growth.
• Establish consistent development standards across regions.
• Use workforce data to identify trends and development needs.
• Continuously evaluate the effectiveness of development programs.
• Partner with the Director on long-term workforce strategy.