Talent Development Director

Role Summary

The Talent Development Director will lead multiple functions within the JE Dunn People Team, including employee learning, talent development, performance, and engagement. This role will be responsible for the national talent development strategy and execution, building a scalable framework that enables the business to grow and evolve through its people.

As a critical leader within the organization, the Director will shape and drive the vision for how JE Dunn assesses, develops, and grows talent across the enterprise. This includes oversight of performance management, talent reviews, succession planning, leadership development, and organizational capability building. The role will partner closely across HR and with cross-functional business leaders to embed strategies that directly support the company’s long-term goals.

As a member of the People Leadership Team, this individual will help shape company culture, elevate talent practices, and strengthen workforce capability in alignment with JE Dunn’s strategy, vision, and values.

• Autonomy & Decision-Making: Makes most decision and consults with supervisor as needed.
• Career Path: Various

Key Role Responsibilities - Core

TALENT DEVELOPMENT LEADERSHIP – CORE

• Build and execute a business-driven talent development strategy that advances internal mobility, capability growth, and leadership readiness.
• Oversee and evolve leadership development programs spanning emerging leaders to executives.
• Provide oversight of performance management, succession planning, and leadership pipeline development to ensure alignment with business goals and strong bench strength.
• Partner with executives and business leaders as a trusted advisor, using talent intelligence and analytics to identify strengths, gaps, and workforce needs.
• Direct engagement strategies, including survey processes and action planning, to foster an inclusive, high-performing culture.
• Lead enterprise-wide learning strategies, including technical, professional, team, and leadership development, leveraging modern tools and engaging, practical experiences.
• Oversee learning technology tools and resources to expand scalable development opportunities.
• Lead a high-performing team of talent development professionals to deliver scalable, innovative, and culturally relevant solutions.
• Model collaboration across HR and organizational leadership to align programs with business priorities.

FISCAL RESPONSIBILITY

• Assumes responsibility for day-to-day financial management of assigned scope of responsibility by understanding the budget process, accurately forecasting and limiting month-to-month fluctuations.
• Maintains fiscal records and follows procedures to ensure effective and efficient operations.
• Understands business plan and manages financial goals.
• Makes operational decisions in light of broader financial goals and constraints.

MANAGING OTHERS

• Inspires a sense of team in the work environment. Utilizes communication and conflict resolution skills to foster teamwork and collaboration. Models a positive and professional attitude, maintaining composure under pressure.
• Communicates and explains goals and encourages and motivates team performance and productivity in alignment with broader work program and corporate goals and plans. Leads and facilitates effective team meetings. Recognizes individual and team accomplishments.
• Assesses and manages quality of work produced by team.
• Creates, monitors and manages scheduling; directs assignments and goal setting for optimal productivity and resource management.
• Participates in a range of talent management activities, which may include responsibilities such as evaluating and managing performance, providing formal and informal feedback, recruiting and staffing, employee learning and development, addressing employee relations risks and issues, etc.
• Provides feedback and coaching to support individual employee performance, learning and career development.
• Removes obstacles and solves problems and addresses escalated issues from team members to optimize team performance and productivity.
• Serves as a change agent by supporting corporate and work program change initiatives. Models and communicates positive approaches to adapting to change.

Key Role Responsibilities - Additional Core

• Other duties as assigned.
• Conducts actions in a professional and unbiased manner.
• Complies with all company and site policies and best practice standards.
• Continuously develops proficiency and understanding in the role.
• Maintains a professional appearance and work space.
• Participates in and complies with all company safety and quality programs and procedures.
• Utilizes relevant JE Dunn technology to support all assigned responsibilities.

Knowledge, Skills & Abilities

• Ability to perform work accurately and completely, and in a timely manner
• Communication skills, verbal and written – Advanced
• Knowledge of evidence-based education, cognitive learning theory, instructional design and performance consulting
• Track record of developing the long-term capabilities of others and the organization as a whole
• Strong business acumen to effectively align HR and learning programs with company goals
• Proficient at working with business leaders in a highly matrixed, complex business and ability to develop collaborative solutions to business and organizational needs
• Demonstrated project management skills and experience leading large complex projects across geographically dispersed teams
• Highly organized and able to manage time and resources to accomplish priorities
• Ability to multi-task, effectively facilitating multiple projects concurrently
• Ability to tailor communication to different individuals and audiences from senior executives to external speakers and partners to program participants
• Extensive experience with coaching teams, managers, and individuals
• Ability to speak confidently and be comfortable in front of a large group as well as in one-to-one interaction in business and social settings
• Ability to build relationships and collaborate within a team, internally and externally
• Demonstrated success designing and executing enterprise-wide programs across leadership, performance, and engagement
• Strong executive presence and ability to influence across functions and levels
• A strategic thinker with operational agility, business acumen, and a passion for people development

Education

• Bachelor’s degree in organizational development, human resources, or learning related field (Required)
• Master’s degree in human resources, education, or business (Preferred)
• In lieu of the above requirements, relevant experience will be considered

Experience

• 10+ years experience in learning and development and/or talent and performance management (Required)
• 5+ year experience leading and managing high performing teams
• Proven success designing and executing enterprise-wide programs across leadership, performance, and engagement
• Experience in the construction industry (Preferred)

Working Environment

Benefits Information

The benefits package aligned to this position is Professional Non-Union. Please click the link below for more details.

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