Director of Talent Management & Development

The Director of Talent Management & Development is a strategic, hands-on leader responsible for Orion's overall talent management and development strategy. The role leads the processes and programs used to identify, assess, develop, engage, and retain talent across the organization, including talent and succession planning, career development, leadership development, employee engagement, performance management support, and enterprise training.

Working closely with executive leadership, operations, and HR leaders, the Director translates business priorities and workforce needs into practical talent strategies and clear development actions. The role owns the annual talent and succession cycle, strengthens career and leadership pathways, uses engagement and talent data to identify priorities, and ensures development commitments move from discussion to execution.

The Director leads enterprise programs while staying close to execution and to the operating businesses. Success requires practical judgment, strong relationships across Orion, disciplined follow-through, and measurable improvement in leadership readiness, internal mobility, employee development, engagement, and workforce capability. The role reinforces Orion's core values--Safety, Quality, Delivery, and Teamwork--built on a foundation of Integrity.

• → Works closely with the Vice President of Human Resources and executive management to establish and lead Orion's enterprise talent management and development strategy, including succession planning, employee engagement, career development, leadership development, training, and the processes that support those areas.
• → Partners with executive leaders, business-unit leaders, and HR business partners to identify critical roles, workforce risks, capability gaps, and the talent needed to support Orion's operating and growth plans.
• → Translates business priorities, talent review outcomes, employee feedback, and workforce data into focused succession, development, engagement, and training plans with clear ownership and follow-through.
• → Establishes clear, consistent training standards, processes, and expectations across the business.
• → Ensures training programs are aligned with Orion's values--Safety, Quality, Delivery, and Teamwork--and reinforce how we operate day to day.
• → Trains leaders and managers to effectively deliver and reinforce training within their teams.
• → Leads the development and execution of Orion's enterprise talent and learning strategy aligned with business priorities, operational goals, and long-term growth objectives.
• → Drives initiatives that strengthen employee engagement, retention, leadership effectiveness, and organizational capability.
• → Establishes measurable talent and development priorities that support operational performance and business outcomes.

• Owns the enterprise talent management and development strategy, making connections to how our business succeeds through specific people processes and programs.
• Owns the enterprise talent review and succession planning process, including process design, leadership preparation, facilitation, calibration, documentation, and follow-up with support from HR business partners.
• Works with leaders to identify critical roles, assess performance and potential, evaluate readiness, document succession coverage, and address significant talent and workforce gaps.
• Converts talent discussions into specific development actions, including career development plans, targeted assignments, mentoring, coaching, formal learning, and exposure to broader business responsibilities.
• Maintains clear talent information and reporting that connects succession candidates, readiness, development needs, and completed development activity using SuccessFactors, ADP, and related reporting tools.
• Prepares executive- and board-ready talent information and measures progress in succession depth, readiness, internal movement, and completion of agreed development

• Owns the design and delivery of training programs across the organization, including leadership, technical, safety, and professional development.
• Facilitates and delivers training in both office and field environments, ensuring programs are relevant, engaging, and applicable to day-to-day operations.
• Builds and maintains training materials, tools, and resources that can scale across teams.

• Develops leaders at all levels--from frontline supervisors, PMT teams, to senior leadership.
• Designs practical training programs that improve performance, accountability, and team effectiveness.
• Builds leadership capability and succession depth through development planning, executive coaching, mentoring, leadership programs, targeted assignments, and other practical development experiences.

• Leads the development of clear career pathways, job levels, role expectations, and readiness criteria that help employees and managers understand how employees can grow within Orion.
• Partners with operations and subject matter experts to build role-based development programs, assessments, and manager tools, including project management team leveling and field leadership pathways.
• Owns the employee engagement approach, including survey planning, leadership review of results, identification of enterprise and business-unit priorities, and follow-up on action plans.
• Uses employee feedback to strengthen career growth, communication, recognition, leadership effectiveness, onboarding, and the overall employee experience.
• Coordinates with HR and business leaders so talent, engagement, performance, and development processes operate as a connected system rather than separate programs.

• Provides direction for performance and talent processes to HR business partners so managers understand their role in setting expectations, evaluating performance, documenting decisions, providing feedback, and making thoughtful development and reward recommendations.
• Partners with HR Operations, HRIS, and Total Rewards to improve SuccessFactors processes, forms, data quality, reporting, and the manager and employee experience.
• Develops practical manager communications, tools, and training that support consistent talent, performance, succession, and development decisions across the organization.

• Establishes and monitors practical measures such as succession coverage, leadership readiness, internal movement, development-plan progress, engagement results, training completion, program effectiveness, and performance improvement.
• Manages the talent and development portfolio, budget, vendor and coaching relationships, technology support, and investment recommendations; establishes priorities based on business need, expected value, and available capacity.

• Partners with HR business partners and operations leaders to reinforce a culture of accountability, development, and high performance.
• Uses feedback, engagement data, and field insight to continuously improve programs and address gaps.
• Supports change initiatives by ensuring leaders and teams are equipped to adapt and execute.
• This role is expected to both lead strategy and stay close to execution.
• Spend time in the field, with teams, and in the business to ensure training is practical and relevant.
• Build strong relationships across the organization to drive adoption and impact.

• Oversees and manages the execution of the Company's human resources programs to ensure compliance with all governmental and regulatory guidelines.
• Participates in Safety and Environmental initiatives that will contribute to compliance of State/Federal regulations and improve existing Company programs.
• Responsible and accountable for incumbent's own personal safety.
• Responsible and accountable for the safety of all co-workers and any others incumbent comes in contact with.
• Authorized and obligated to stop work on any task or series of tasks whenever an unsafe condition or situation is anticipated or is observed.
• Complies with all applicable laws, regulations and Company policies and procedures, and is subject to appropriate disciplinary action (including dismissal) for failure to do so.
• Reports any and all violations of applicable laws, regulations or Company policies and procedures promptly, and is subject to appropriate disciplinary action (including dismissal) for failure to do so.
• All employees, current and former, must maintain confidentiality by not disclosing to others any confidential, proprietary or trade secret information belonging to the Company.

• Business Acumen (Business Awareness, Knowledge): Knowledgeable and understanding of business operations and functions, and the ability to align goals to support the business.
• Change Management (Change readiness, Conflict Management): Demonstrate support for innovation to improve effectiveness; Initiate, sponsor, and implement organizational change.
• Collaboration (Relationships, Team Interface): Constructive relationship with clients and other work units to meet mutual goals and objectives of the company.
• Communication (Verbal, Written): Verbal and written communication skills to express oneself clearly in conversations and interactions with others.
• Managing Work (Initiative, Productivity, Results Orientation): Shows ability to plan, schedule, direct work of self and others, and provide follow up to ensure quality standards.
• Performance Management (Productivity, Results Orientation): Sets goals and expectations, tracking progress, ensuring feedback, and addressing performance problems and issues promptly.
• Problem Solving (Analytical, Creative): Makes sound, well-informed and objective decisions.
• Strategic Focus (Alignment, Decision Making): Forecast and communicates changes in the environment to identify opportunities, gaps, and challenges.
• Talent Development (Coaching, Developing Others): Continuous development of juniors; sets goals, expectations, and objectives in ways that motivate them.
• Trust and Integrity (Integrity, Credibility, Influence): Follows through on commitments; respects and maintains confidentiality.

• Work Standard: Sets high standards and well-defined goals; displays high level of effort and commitment towards completing assignments with minimal supervision.

A B.S. Degree in Human Resource management, Organizational Development, Business or related field and a minimum of 15+ years of progressive Human Resources leadership experience, with a strong focus on talent management, employee development, and organizational effectiveness, or commensurate experience is required. Master's Degree and Human Resources Certification is preferred. Knowledge of the construction industry or field based employment is preferred.

• Proven success designing and implementing enterprise-wide talent management and development strategies, including talent reviews, succession planning, employee engagement, leadership and career development, performance processes, and learning programs.

• Background supporting large, dynamic, and operationally-driven organizations (construction, engineering, or similar field-based industries preferred).
• Demonstrated ability to partner with executive leadership teams and influencing business outcomes.

• Experience building and scaling talent review and succession processes, career pathways, leadership development programs, development planning, and organizational effectiveness practices across all levels of an organization.
• Strong understanding of talent analytics, employee engagement, workforce and succession planning, learning measurement, and the systems and data needed to support sound talent decisions.

• Ability to translate strategy into practical, actionable programs that drive results in the field.

The ideal candidate will bring:

• Strategic mindset with the ability to connect talent initiatives to business outcomes
• Strong executive presence and ability to influence and build credibility at all levels
• Practical, operations-focused approach to leadership development, talent programs, and workforce capability building
• Passion for developing people and building high-performing teams
• Collaborative leadership style with an enterprise mindset
• Ownership and accountability in driving results

The incumbent must 1) be an effective communicator (both verbal & written), 2) be proficient in Microsoft Office Suite, and 3) be able to interface well with employees at all levels of the organization.

The Company expects and requires incumbent and each of its other employees to observe and fulfill the above and all other safety responsibilities and actively work toward maintaining a safe workplace. Failure to do so can result in disciplinary action, up to and including termination of employment.

The incumbent must be able to perform the essential functions of the job with or without reasonable workplace accommodation.

The individual must also be able to wear and properly utilize appropriate personal protective equipment (PPE) to work or visit within areas where it is required. This includes hard hat, safety glasses, respirators, ear plugs, steel toed shoes, personal flotation devices, or other protective equipment as required by the work performed and location the work is being done.

The incumbent must possess the ability to remain calm during emergencies and respond appropriately as dictated by the circumstance of the incident and as directed by the Safety Representative or other management personnel. Must be capable of evacuating the work area in a timely manner should an emergency situation arise.