Vice President, Talent Development

Vice President, Talent Development and CultureTo be a team member at ADB Companies, or as we call it, part of the A-Team, you must be ALL IN to support the company's mission, vision, and values.OUR MISSION: We are a customer-centric partner providing innovative solutions. The safety, well-being, and career growth of our team members are the benchmarks of our success.POSITION OVERVIEW: ADB is a Nationwide full turnkey provider of technology infrastructure solutions including Wireline, Wireless, Technology, Critical Infrastructure, and Engineering. Our customer centric approach has ensured long-term relationships with commercial clients, service providers, local, state, and federal government organizations. We recognize our team members as our greatest asset, ensuring that their safety, well-being, and career growth are always our number one priority. Our ALL IN culture includes a focus on Safety, Wellness, Learning, Diversity and Inclusion, and giving back to our communities.The Vice President of Talent Development and Culture owns the strategy, budget, and execution of ADB's culture and workforce development agenda. This leader is singularly accountable for the company's 5-Pillar Culture Framework and the ADB Academy, the enterprise workforce development architecture that builds leaders from within and creates pathways from the field to the executive suite. The role exists to solve a specific problem: culture and development at ADB have historically lacked a single owner, and accountability has fallen through the cracks. This position ends that.The VP leads a dedicated department that sits alongside Marketing and Corporate Communications as a peer function with executive sponsorship. Every program, platform, and recognition initiative under this role is designed field first, so that construction crews, foremen, and boots on the ground Team Members have an equal seat at the culture table.ROLES AND RESPONSIBILITIES:Academy | GrowPurpose: Build leaders from within, eliminate skill gaps, and create pathways from the field to the executive suiteOwn the internal leadership program portfolio, including PM Boot Camp, Frontline Leadership Academy, and Extreme Ownership Academy, with incentives tied to completionDirect the LMS revamp in partnership with BTS: mobile first, gamified, and built to work on a job site, with standardized onboarding and real time progress trackingRebuild CAM development plans with clear field to leader pathways and defined learning modules, in strong partnership with HR on new Team Member onboardingDeploy tailored programs including the College Graduate Supervisor Program, licensed apprenticeships (TIRAP model), tuition reimbursement, and SkillBridge for military to civilian transitionsTogether | BelongPurpose: Ensure that as ADB grows, our people remain connected, aligned, and committed to winning as one teamFormalize Employee Resource Groups with structured mentorship circles, dedicated budgets, executive sponsors, and programming calendarsBreak down silos through cross functional collaboration, new Team Member integration programs, and networking beyond department and region.Lead structured cultural celebrations and awareness programming that goes beyond a post on the intranet.Well | ThrivePurpose: Support Team Members in living healthier, safer, and more balanced lives so they can perform at their best at work and at homeChampion proactive mental and emotional wellbeing support, including EAP therapy access, suicide prevention programming, and stress management resourcesBring physical wellness to the job site through stretch and flex programs, preventive care campaigns, nutrition education, and gym reimbursementBuild financial wellbeing through education, planning tools, retirement resources, and a hardship fundCommunity | ServePurpose: Create meaningful impact by serving and strengthening the communities where we live, work, and buildStand up and govern the ADB Foundation 501(c)(3), modeled on peer construction foundations, to institutionalize the company's community workDirect the nationwide community service program so every market and every team has organized service opportunities each quarterRelaunch VPTO with annual hour targets, KPIs tied to the Community pillar, and a single platform for logging volunteer hoursCelebrate | RecognizePurpose: Celebrate wins, recognize contributions, and appreciate the people who make ADB successful.Launch and scale the peer-to-peer recognition platform, mobile friendly and built for field workers, with points redeemable for rewardsInstitutionalize milestone celebrations, the quarterly and annual Culture Awards program, and monthly Team Member spotlightsBuild the Field Recognition Program, including peer nominations in the field, manager instant recognition, Job Site of the Month, and Safety Excellence AwardsWorkforce Development ResponsibilitiesThe VP owns the ADB Academy, the company's six level workforce development architecture spanning L1 Field Ready through L6 Executive Development. This is not an HR training program. It is a business performance engine with direct outputs in project margin, forecast accuracy, and retention.Architect and govern the six-level pathway: Field Ready, Field Excellence, PM Boot Camp, Emerging Leaders, Manager Excellence, and Executive Development, with defined competency gates at every levelDeliver PM Boot Camp as the highest priority program: financial management, contract administration, project controls, risk management, and customer management, delivered in 90-day sprint cohorts with senior PM mentorship and margin performance tracked as a KPILaunch and sustain the New Hire Academy so every incoming Team Member receives standardized onboarding, safety and compliance training, and grounding in ADB culture and valuesOwn succession planning tools and CAM development plans, ensuring visible internal pipelines for L3 and above roles so internal promotion becomes ADB's primary talent strategyManage the annual program investment budget across LMS, course content, recognition platforms, and culture activation, and deliver quarterly executive impact reports with ROI against baseline KPIsBenchmark continuously against direct competitors and enterprise leaders to keep ADB's development offering competitive for talentSUCCESS FACTORS:Ability to travel nationwideA strong belief in ZERO — Being safe 100% of the time is the expectationAlignment with company mission, vision, and valuesA high level of customer centricityProven ability to lead leaders; builds and develops managers, not just individual contributorsAbility to perform in a fast-paced work environmentA high level of time management, accountability, and prioritization skillsSelf-motivated, goal-oriented, and driven to accomplish department goalsAbility to be organized, problem solve, and be solution orientedStrong ability to influence desired outcomes by master relationship buildingExceptional verbal and written communication skillsStrategic and forward thinking with strong business and financial acumenProficient with Microsoft Office (PowerPoint, Word, Excel, etc.)WORK ENVIRONMENT:This role operates out of ADB's corporate headquarters located in Pacific, MO or one of our offices in Dallas, San Antonio, Atlanta, Houston, Lockport, or remote depending on locationThis role operates out of a temperature-controlled office environmentThis role routinely uses standard office equipment such as laptops, copiers, and cell phonesKEY PERFORMANCE INDICATORS:Program completion rates and promotions from across all Academy levelsTurnover reduction and cost of replacement savings against the construction industry baselineEngagement survey wellbeing scores, ERG participation, and SkillBridge conversionsRecognition platform adoption and recognitions submitted per team memberVPTO hours logged, service events per quarter, and volunteer participation rateNew hire time to full productivity and year 1 program ROI delivered against approved investmentEXPERIENCE AND EDUCATION:Required10+ years of progressive experience in talent development, learning and development, organizational development, or culture leadership, with at least 5 years leading a function or department.Demonstrated success building leadership development programs, academies, or structured career pathways in a distributed, field-based workforceExperience selecting and implementing enterprise platforms such as LMS and recognition systems, including RFP leadership and vendor managementProven budget ownership with the ability to build and defend a ROI