National Training and Development Director

Essential Functions

Establish the annual enterprise training strategy and priorities across all Titan companies and locations, setting consistent standards while allowing for local business needs.
Develop coordinated career and leadership development paths for foremen, superintendents, project managers, estimators, engineers, and apprentices in partnership with operations, safety, HR Business Partners, and business leaders.
Manage the training budget and establish investment priorities with company presidents based on business needs, workforce priorities, and expected outcomes.
Partner with project sponsors, product champions, and subject matter experts to lead training rollouts for new systems and procedures, including ERP, estimating tools, and project management practices.
Lead training administration, including the annual training calendar, enrollment, communications, attendance, completion records, and logistical coordination.
Administer the learning management system and related training tools, including system configuration, user access, course assignments, technical support, data integrity, and compliance reporting.
Partner with functional teams and business leaders to identify current and future organization-wide training needs using business priorities, performance trends, leader input, employee feedback, and workforce development requirements.
Design, develop, and implement instructor-led, virtual, and self-paced learning programs focused on leadership, supervision, communication, teamwork, conflict management, coaching, and other interpersonal skills.
Facilitate engaging learning programs for leaders and employees across office and field environments, adapting delivery to the audience and business need.
Partner with managers to assess individual and team talent, identify readiness and development needs, and create actionable development plans.
Coordinate talent reviews and succession planning with HR Business Partners and business leaders, including documentation of readiness, succession risks, and agreed follow-up actions.
Establish learning objectives and success measures; analyze participation, completion, feedback, skill progression, adoption of new processes, leadership readiness, and business impact; communicate results and recommend improvements.
Source and manage internal subject matter experts and external training vendors, including evaluating capabilities, defining deliverables, coordinating services, and monitoring cost and performance.
Maintain the training content library, facilitator guides, participant resources, standard operating procedures, delivery standards, and related records so materials remain accurate, current, accessible, and aligned with company requirements.
Build effective relationships across business units and promote a culture of continuous learning, accountability, and employee development.
Perform other duties as assigned.

Position Qualifications

Education, Experience, Certifications and/or Licenses

Bachelor's degree in Human Resources, Organizational Development, Education, Business, or a related field required. An equivalent combination of education and relevant experience may be considered.

At least seven (7) years of progressive experience in learning and development, training, organizational development, talent development, or a related area, including experience designing, planning, implementing, and evaluating training programs.

Experience designing and facilitating leadership and interpersonal skill development programs required.

Experience administering an LMS or similar learning platform required.

Experience supporting talent assessment, succession planning, or individual development planning preferred.

Experience in construction, skilled trades, field operations, or a multi-location organization preferred.

Professional certification in learning, talent development, human resources, or instructional design preferred.

Knowledge, Skills and Abilities (KSAs)

Knowledge of adult learning principles, instructional design methods, facilitation practices, training program administration, policy and procedure development, and learning evaluation.

Ability to translate business and performance needs into practical learning solutions for office and field employees.

Strong facilitation, presentation, coaching, communication, and relationship-building skills.

Ability to partner with managers on talent assessment and convert identified needs into clear development actions.

Ability to manage multiple programs, priorities, deadlines, vendors, and stakeholders with strong attention to detail.

Ability to use data and feedback to evaluate effectiveness, identify trends, and recommend improvements.

Ability to research new training techniques, identify emerging learning needs, and recommend practical enhancements to existing programs.

Sound judgment and discretion when handling employee, talent, and organizational information.

Ability to work collaboratively across levels, locations, and business units, including with senior leaders and field operations.

Ability to communicate effectively in English, both verbally and in writing.

Computer Skills

Proficiency with Microsoft 365 applications, including Word, Excel, PowerPoint, Outlook, and Teams.

Proficiency with learning management systems, virtual learning platforms, and e-learning authoring or content development tools.

Experience with HRIS or talent management systems and reporting tools.