Director, Learning & Development

Learning Management & Proprietary Content: Lead HITT's LMS and proprietary content portfolio, ensuring our learning infrastructure and resources support a consistent, intuitive, and high-quality experience for all team members. Establish standards for learning content and instructional design, ensuring materials are relevant, engaging, accessible, and reflective of how our people work and learn. Continually evaluate HITT's existing curriculum to identify opportunities to strengthen, modernize, consolidate, or retire content as the business, workforce, and regulatory environment evolve. Build a scalable model for engaging HITT's subject matter experts in content development and delivery, pairing deep operational expertise with the instructional design and facilitation capabilities of the L&D team. Identify new ways to capture and scale the knowledge of HITT's most experienced builders and leaders, making institutional expertise more accessible across markets, roles, and career stages. Partner closely with HITT's Safety team to support a comprehensive safety learning program that reinforces our commitment to creating safe jobsites, strengthens knowledge and behaviors, and meets the needs of team members across roles, markets, and levels of experience. Oversee the learning infrastructure and administration supporting required compliance training, ensuring HITT can effectively manage and document training requirements across federal, state, local, client, and project-specific jurisdictions as the organization continues to grow. Ensure compliance and required training is current, appropriately assigned, completed, documented, and auditable, with clear governance for managing changing requirements across HITT's national footprint. Apply the same standards for learner experience and effectiveness to required safety and compliance training as the broader learning portfolio, looking for opportunities to move beyond traditional completion-based training where more engaging or applied approaches can improve understanding and retention. Leverage learning data, participant feedback, compliance metrics, and business outcomes to understand effectiveness, identify gaps, and continuously improve HITT's learning content and platforms.

Enterprise Learning Programs: Translate HITT's talent priorities and business needs into high-impact development programs, partnering with business leaders to identify where structured learning can meaningfully accelerate capability across the organization. Lead the design and evolution of HITT's cohort-based programs, creating intentional learning journeys that build capability over time through facilitated learning, real-world application, peer connection, access to leaders and subject matter experts, and continued reinforcement. Ensure cohort experiences extend beyond the classroom, with clear expectations for application between sessions, opportunities to practice new skills, meaningful feedback, and connection between learning and participants' day-to-day work. Build an intentional model for engaging HITT's strongest leaders and subject matter experts in enterprise programs, translating their experience, lessons learned, and technical expertise into development that can benefit the broader organization. Establish clear outcomes for enterprise programs and evaluate whether learning is translating into stronger capability and performance, using those insights to continually improve and scale what works. Innovation for the Adult Learner Serve as HITT's subject matter expert on adult learning, bringing deep expertise and fresh thinking to how learning is designed, delivered, reinforced, and applied across the organization. Challenge traditional approaches to training and continually evaluate how HITT can create more effective learning experiences for different roles, generations, work environments, and career stages. Introduce contemporary adult learning practices that emphasize active participation, practice, application, feedback, and reinforcement, moving beyond passive or one-time training where more effective approaches exist. Evaluate and implement emerging learning technologies and methodologies, including AI, immersive and simulation-based learning, AR/VR, adaptive learning, mobile and point-of-need learning, microlearning, and skills-based development. Identify high-value applications for immersive and simulation-based learning within construction, including opportunities to practice technical skills, site planning, safety, decision-making, and complex scenarios in realistic environments. Explore practical applications of AI to personalize learning, create opportunities for practice and feedback, accelerate content development, and make HITT's knowledge and expertise easier for team members to access when they need it. Establish an effective approach for piloting new learning concepts and technologies, measuring their impact, and scaling those that meaningfully improve capability, performance, or the learner experience. Remain externally connected to developments in adult learning, workforce education, construction learning, and learning technology, bringing relevant ideas and proven practices into HITT.Early Career Development Provide senior leadership and oversight for the internship and early career program (HITT Futures) and the broader development of early career talent, building strong pipelines into project management, site operations, and corporate career paths across HITT.Lead the Futures team to continually strengthen the internship and early career experience, ensuring curriculum, field exposure, mentorship, performance feedback, and development milestones prepare participants for successful careers at HITT.Continually evolve how HITT develops early talent based on generational shifts, changing expectations, and emerging research on how those newest to the workforce learn, engage, build relationships, and develop professionally. Ensure the Futures curriculum evolves alongside HITT's business, providing participants with the technical knowledge, practical experience, professional skills, and understanding of HITT's culture and expectations required to succeed. Develop the sponsors responsible for training Futures talent, equipping them to effectively coach, mentor, provide feedback, create meaningful learning opportunities, and support the transition from education into the workplace. Partner with Recruiting and business leaders to create a connected experience from internship through early career development and progression into critical roles across the organization. Expand HITT's approach to early talent beyond traditional college recruiting, exploring opportunities to engage high school students and younger populations, increase awareness of the breadth of careers available in construction, and build sustained interest in the industry. Partner with schools, universities, industry organizations, and community partners where appropriate to strengthen long-term talent pipelines and create meaningful exposure to careers across construction, skilled trades, and HITT's corporate functions. Establish consistent program standards and an exceptional participant experience across many market sectors while ensuring development remains relevant to individual roles, work environments, and career paths. Use performance, retention, conversion, promotion readiness, participant feedback, and business input to evaluate effectiveness, strengthen HITT's early talent programs, and inform how these pipelines evolve as the organization grows.

Craft, Skilled Trades & Apprenticeship Development: Lead HITT's approach to craft and skilled trades learning and workforce development, recognizing the critical role skilled talent plays in HITT's ability to deliver exceptional work and the broader challenge the construction industry faces in attracting and developing the next generation of craft professionals.