The Corporate Training & Development Coordinator builds, coordinates, and continuously

improves the company's technical and leadership development programs across every branch.

This role keeps development running for the operational backbone of the company: Project

Managers, Field Supervision, Quality, and Safety, ensuring people at each level have a clear,

consistent path to grow in both technical capability and leadership effectiveness.

This is a program-building and coordination role rather than a subject-matter-expert role. The

Coordinator partners with internal experts, branch leadership, and external providers to source,

schedule, track, and measure training, working within the strategy and priorities set by the

Committee and senior leadership.

Core Responsibilities

Program coordination & curriculum support

• Maintain the Core + Tracks development model: a shared leadership core for all roles, plus

role-specific technical tracks for PMs, field supervision, quality, and safety leadership.

• Keep competency maps and progression paths current for each role (e.g., Foreman ?

General Foreman ? Superintendent), defining what “ready for the next level” looks like.

• Source and assemble content from internal SMEs, branch experts, and external partners;

build and fill the structure rather than serving as the technical expert in each discipline.

Delivery & logistics

• Plan, schedule, and coordinate training events across all branches — instructor-led

sessions, workshops, cohorts, and self-paced modules.

• Manage external training partners and speakers: vetting, scheduling, contracting

coordination, and quality control of delivered content.

• Administer the learning platform / LMS — enrollment, content hosting, completion tracking,

and reporting.

Technical development

• Coordinate role-specific technical training such as project controls, contract and change

management, scheduling, BIM / coordination workflow, ERP (Vista) proficiency,

prefabrication and field productivity, planning, and quality processes (inspection,

documentation, code / spec familiarity).

Leadership development

• Run the leadership track that applies across all roles — accountability and ownership,

communication, delegation, conflict resolution, crew / team leadership, and developing

others.

• Coordinate cohort-based leadership programs and integrate external leadership content

where appropriate.

Measurement & continuous improvement

• Track and report training KPIs — participation, completion, competency progression,

internal promotion readiness, and manager / participant feedback.

• Gather feedback after each program and iterate; retire what isn't working, scale what is.

• Maintain a standardized but branch-flexible approach so all locations get consistent quality

without losing local relevance.

Stakeholder coordination

• Serve as staff support to the Leadership & Training Development Committee, helping

translate its direction into executed programs.

• Partner with branch operations managers to align development plans with workforce

planning, succession, and promotion timing.

• Coordinate with EHS and HR so leadership / technical development complements — and

never overlaps — required compliance training and HR-owned onboarding.

Required Qualifications

• 3+ years in training / L&D supporting those environments.

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• Demonstrated ability to build and coordinate training programs, manage vendors, and run

events end to end.

• Strong organization and project-coordination discipline; able to run multiple programs

across multiple locations simultaneously.

• Excellent written and verbal communication; comfortable working with field crews and

executive leadership alike.

• Willingness to travel regularly to branches.

Preferred Qualifications

• Experience administering an LMS and familiarity with adult-learning / instructional-design

fundamentals.

• Familiarity with construction.

• Exposure to recognized leadership development methodologies and providers.

• Prior field or PM experience in the trades (high credibility with the audiences this role

serves)

Key Competencies

Field credibility and practical orientation; program and project management; relationship building and influence without authority; comfort sourcing and managing external partners; data mindedness (measuring whether training works); and a builder's mentality — someone who creates structure where none exists and improves it continuously.