The Early Talent & Workforce Development Specialist builds and sustains the future technician pipeline by leading early career and workforce outreach programs. This role drives attraction, development, and conversion of students into heavy equipment technician careers through initiatives like Think Big and Be Pro Be Proud, while partnering with recruitment and service operations to support long-term workforce planning.

What you'll do:

Think Big Program Leadership

• Serve as the primary liaison for the Think Big Program
• Conduct campus visits, classroom presentations, recruitment events and graduation ceremonies
• Identify, screen and select qualified student candidates
• Coordinate onboarding and program entry processes
• Track student progress and engagement throughout the program
• Owning the relationship throughout the internship process and the start of their Riggs career

Be Pro Be Proud Initiative Leadership

• Lead company participation in Be Pro Be Proud events and outreach activities
• Coordinate scheduling, logistics, and company representation
• Promote heavy equipment technician career paths to high school students
• Build relationships with educators, counselors, and workforce development partners
• Track engagement metrics and develop follow-up processes to convert interest into program applicants

Pipeline Strategy & Workforce Development

• Develop long-term technician pipeline strategies aligned with workforce projections
• Build partnerships with local schools, trade programs, and community organizations
• Maintain a database of prospective future technicians

What you'll need:

Required Qualifications

• Experience in heavy equipment, construction, industrial, or skilled trades environments
• Strong relationship-building and networking skills
• Strong presentation and public speaking skills
• Ability to travel

Preferred Qualifications

• Knowledge of diesel technology or mechanical career pathways
• Experience building early talent or workforce development programs
• 2+ years of experience in recruiting, workforce development, campus relations, or related experience

IMPORTANT INFORMATION

While performing the duties of this Job, the employee is occasionally required to lift and/or move up to 50 lbs. Standing, walking and meeting activities are required frequently throughout the workday. Employee must be able to process paperwork and utilize office equipment (including personal computer, phone, etc.). A large portion of the day is spent communicating orally in person and by phone. Normal sight or corrected vision is required to read documents and use standard computer terminals. Ability to move around continuously throughout the service department. Work may involve moving or lifting of light to moderately heavy materials or equipment requiring physical strength and agility to withstand the strain of manual work.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The noise level in the work environment is usually moderate to loud.

Required travel up to 30%.

The Job description is subject to change by the employer as the needs of the employer and requirements of the job change.

EEO/AA

FLSA: Exempt

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)