Learning & Development Manager | General Contractor

Build the people who build the future.

We are seeking a Learning & Development Manager who wants to make a meaningful difference in the careers of others and the future of our organization. This is a highly visible opportunity to build a learning strategy that connects employee development with real construction operations, from onboarding and field and project management readiness to leadership development, and long-term career growth.

This is not a role focused on simply scheduling training or delivering off-the-shelf programs. You will work directly with operational leaders, field teams, and subject matter experts to identify what employees need, turn technical knowledge into practical learning, and measure whether that learning is making a difference.

What you will do.

Build the Learning Strategy

• Develop and lead HCG’s learning strategy and annual learning plan.
• Align development priorities with business goals, workforce needs, competency gaps, and available resources.
• Establish practical standards for learning design, delivery, documentation, evaluation, and continuous improvement.
• Manage the learning budget and recommend investments based on business needs and expected impact.

Create Career-Changing Learning Experiences

• Build structured onboarding and role-based learning paths for construction positions and career transitions.
• Clarify early expectations, required knowledge, key relationships, field exposure, and milestones toward independent performance.
• Design practical learning through workshops, job aids, field-based experiences, virtual sessions, instructor-led programs, and self-paced content.
• Transform complex processes and technical knowledge into clear, useful resources employees can apply on the job.

Partner With the People Doing the Work

• Collaborate with field and office leaders, employees, Human Resources, safety, quality, and operational subject matter experts.
• Identify capability gaps and translate them into focused learning solutions.
• Coach leaders and technical experts to become effective trainers, mentors, and facilitators.
• Create train-the-trainer resources that improve consistency and expand HCG’s ability to develop employees.

Lead Programs From Idea to Impact

• Coordinate learning calendars, participants, communications, locations, materials, vendors, and technology.
• Facilitate high-impact learning for employees and leaders.
• Maintain accurate learning records and report participation, completion, outcomes, and follow-up needs.
• Evaluate learning platforms, external partners, and tools that support HCG’s needs.
• Define intended outcomes before programs launch, evaluate application on the job, and make improvements based on evidence.
• Communicate progress, risks, findings, and recommendations clearly to leadership.

Strengthen Culture and Knowledge Sharing

• Build trusted relationships across field and office teams.
• Promote ownership, coaching, mentoring, candid communication, collaboration, and continuous improvement.
• Ensure applicable learning programs intentionally reinforce safety and quality expectations.
• Lead HCG-related learning work performed in partnership with the HMS Onboarding and Training Lead, including content development, shared learning practices, implementation, and reinforcement.