M.C. Dean

Designs and deploys secure mission-critical infrastructure

Education Manager - Career Development

Learning & DevelopmentPosted on Nov 11

Full-timeTysons, VA, USA$135.4k - $169.2k /yr

About the Job

Requirements

A Bachelor's degree and 8 or more years of experience in learning and development, talent development, workforce development, or related functions.
Experience leading career development, competency-based learning, or employee development initiatives.
Experience translating job competencies and progression requirements into structured development pathways.
Experience implementing individual development plans, succession development processes, or similar programs.
Experience working with business leaders and subject-matter experts to identify needs and implement solutions.
Experience managing cross-functional projects and standardized processes across multiple business units.
Knowledge of competency frameworks, career progression, adult learning, and employee development practices.
Ability to translate complex job requirements into practical, measurable development plans.
Working knowledge of succession planning, performance development, and individual development plan processes.
Strong stakeholder management, facilitation, and project management skills.
Ability to establish scalable processes and drive adoption across business units.
Analytical skills to evaluate outcomes and identify improvements.
Proficiency with learning management systems, Microsoft Office, and reporting tools.

Responsibilities

Exercise independent judgment and take ownership of career development initiatives from planning through implementation and evaluation.
Identify gaps in career pathways, competency requirements, and development processes and implement practical solutions.
Build relationships with business unit leadership, human resources, and subject-matter experts to gain alignment and drive adoption.
Establish repeatable processes, tools, and standards for consistent enterprise implementation.
Use data and stakeholder feedback to evaluate effectiveness and improve outcomes.
Translate approved career progression frameworks into structured learning pathways that identify required, recommended, and developmental activities aligned to roles, competencies, and progression levels.
Partner with business unit subject-matter experts and leaders to validate competencies, identify gaps, and establish training, experiential learning, and assessment requirements.
Maintain standardized processes, templates, and quality expectations for developing, reviewing, approving, and updating pathways.
Own enterprise individual development plan templates, guidance, implementation standards, and tracking, and align plans to development needs and succession priorities.
Partner with human resources and business leaders to translate identified development focus areas into measurable individual development plan goals.
Equip managers to identify needs, recommend development experiences, and conduct development discussions.
Identify formal training, on-the-job training, stretch assignments, mentoring, and coaching using the 70/20/10 model.
Provide validated learning requirements to content development, and system assignment, tracking, and reporting requirements to learning technology.
Coordinate business unit implementation, accountability, and monitoring of pathway and individual development plan participation.
Define measures, evaluate adoption and effectiveness, identify recurring gaps, and recommend improvements.
Supervise or coordinate assigned learning and development specialists, with responsibility for prioritization, coaching, performance management, and professional development as applicable.

Desired Qualifications

Experience supporting technical, engineering, construction, manufacturing, or other operational workforces.

Overview

About M.C. Dean

M.C. Dean is Building Intelligence. We design, build, operate, and maintain cyber-physical solutions for the nation’s most mission-critical facilities, secure environments, complex infrastructure, and global enterprises. With over 9,000 employees, our capabilities span electrical, electronic security, telecommunications, life safety, automation and controls, audiovisual, and IT systems. Headquarters in Tysons, Virginia, M.C. Dean delivers resilient, secure, and innovative power and technology solutions through engineering expertise and smart systems integration.

Why Join Us?

Our people are passionate about engineering innovation that improves lives and drives impactful change. Guided by our core values—agility, expertise, and trust—we foster a collaborative and forward-thinking work environment. At M.C. Dean, we are committed to building the next generation of technical leaders in electrical, engineering, and cybersecurity industries.

Responsibilities

Core Expectations

This role requires initiative, independent judgment, accountability, and a commitment to practical, measurable improvements. Key expectations include:
Exercises independent judgment and takes ownership of career development initiatives from planning through implementation and evaluation.
Proactively identifies gaps in career pathways, competency requirements, and development processes and implements practical solutions.
Builds relationships with business unit leadership, HR, and SMEs to gain alignment and drive adoption.
Establishes repeatable processes, tools, and standards for consistent enterprise implementation.
Uses data and stakeholder feedback to evaluate effectiveness and improve outcomes.

Essential Duties and Responsibilities

Career Framework Learning Pathways: Lead translation of approved career progression frameworks into structured learning pathways identifying required, recommended, and developmental activities aligned to roles, competencies, and progression levels.
Learning Pathway Development: Partner with business unit SMEs and leaders to validate competencies, identify gaps, and establish training, experiential learning, and assessment requirements.
Learning Pathway Governance: Maintain standardized processes, templates, and quality expectations for developing, reviewing, approving, and updating pathways.
Individual Development Plans: Own enterprise IDP templates, guidance, implementation standards, and tracking; align plans to development needs and succession priorities.
Succession Planning Alignment: Partner with HR and business leaders to translate identified development focus areas into measurable IDP goals.
Manager Enablement: Equip managers to identify needs, recommend development experiences, and conduct development discussions.
Development Solutions: Identify formal training, OJT, stretch assignments, mentoring, and coaching using the 70/20/10 model.
Cross-Functional Coordination: Provide validated learning requirements to Content Development and system assignment, tracking, and reporting requirements to Learning Technology.
Implementation and Adoption: Coordinate business unit implementation, accountability, and monitoring of pathway and IDP participation.
Measurement and Continuous Improvement: Define measures, evaluate adoption and effectiveness, identify recurring gaps, and recommend improvements.

Supervisory Responsibilities

Supervise or coordinate assigned learning and development specialists; responsible for prioritization, coaching, performance management, and professional development as applicable.

Qualifications

8+ years of experience in learning and development, talent development, workforce development, or related functions with a Bachelor's degree.
Experience leading career development, competency-based learning, or employee development initiatives.
Experience translating job competencies and progression requirements into structured development pathways.
Experience implementing IDPs, succession development processes, or similar programs.
Experience working with business leaders and SMEs to identify needs and implement solutions.
Experience supporting technical, engineering, construction, manufacturing, or other operational workforces preferred.
Experience managing cross-functional projects and standardized processes across multiple business units.

Knowledge, Skills & Abilities

Knowledge of competency frameworks, career progression, adult learning, and employee development practices.
Ability to translate complex job requirements into practical, measurable development plans.
Working knowledge of succession planning, performance development, and IDP processes.
Strong stakeholder management, facilitation, and project management skills.
Ability to establish scalable processes and drive adoption across business units.
Analytical skills to evaluate outcomes and identify improvements.
Proficiency with learning management systems, Microsoft Office, and reporting tools.

Working Conditions & Physical Demands

Office-based position with travel to business unit locations, manufacturing facilities, and project sites as required. Occasional schedule adjustments may be necessary to accommodate field operations and employee development activities.

We offer an excellent benefits package including:

A competitive salary
Medical, dental, vision, life, and disability insurance
Paid time off
Tuition reimbursement
401k Retirement Plan
Military Reserve pay offset
Paid maternity leave

Abilities:

Exposure to computer screens for an extended period of time.
Sitting for extended periods of time.
Reach by extending hands or arms in any direction.
Have finger dexterity in order to manipulate objects with fingers rather than whole hands or arms, for example, using a keyboard.
Listen to and understand information and ideas presented through spoken words and sentences.
Communicate information and ideas in speaking so others will understand.
Read and understand information and ideas presented in writing.
Apply general rules to specific problems to produce answers that make sense.
Identify and understand the speech of another person.

Pay Range

USD $135,360.00 - USD $169,200.00 /Yr.

About the Company

M.C. Dean

Designs and deploys secure mission-critical infrastructure

M.C. Dean designs, builds, operates, and maintains integrated cyber-physical systems for mission-critical facilities, secure environments, and large enterprises. Its work spans electrical power, security, telecommunications, life safety, automation and controls, audio-visual, and IT systems, all coordinated through management platforms that support long-term operation and sustainability. The company works end-to-end: it engineers solutions, installs them, and then runs and maintains them to ensure continuous, secure, and resilient performance. What sets it apart is its ability to provide comprehensive, turnkey technology and infrastructure services for critical environments—combining physical systems with digital management to create secure, automated facilities. The goal is to deliver automated, secure, and resilient power and technology systems and the platforms needed to manage them over the long term.

Company size: 1,001-5,000
Company stage: Not listed
Total funding: Not listed
Headquarters: Tysons, VA
Founded: 1949

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