Director of National Labor Development

Position Summary

The Director of National Labor Development is responsible for developing and executing the organization's national strategy for field leadership development, succession planning, workforce readiness, and leadership pipeline growth. This role ensures Network Connex maintains a sustainable bench of qualified field leaders capable of supporting current operations and future business growth.

Working across Field Operations, National Labor Coordination, Technical Safety & Quality, project leadership, and executive leadership, this position designs and leads structured development programs that identify, prepare, evaluate, and advance future field leaders from Lead through Senior Superintendent.

This role extends beyond training administration. The Director is accountable for building leadership capability throughout the field organization, increasing internal promotion readiness, strengthening succession depth, and ensuring leadership talent develops ahead of organizational demand.

Key Responsibilities

Leadership Development Strategy

• Develop and execute a comprehensive national field leadership development strategy aligned with organizational growth objectives.
• Design structured career pathways and advancement frameworks from Lead through Senior Superintendent levels.
• Establish leadership development standards, competencies, readiness criteria, and advancement expectations across the field organization.
• Create scalable leadership development programs that support current and future operational workforce needs.
• Partner with operational leadership to ensure development priorities align with business objectives and labor forecasts.

Talent Identification and Succession Planning

• Identify high-potential field employees and maintain national succession plans for key field leadership positions.
• Develop and manage readiness assessments and leadership pipeline tracking tools.
• Establish objective criteria for evaluating advancement readiness and leadership potential.
• Maintain national leadership bench-strength and succession planning dashboards.
• Create strategic development plans for emerging leaders and succession candidates.

Coaching and Leadership Readiness

• Provide coaching, mentoring, and leadership guidance to high-potential employees throughout the organization.
• Coordinate mentoring partnerships, developmental assignments, project rotations, and field-based learning opportunities.
• Evaluate leadership capabilities in active project environments and provide actionable developmental feedback.
• Develop corrective action and remediation plans when leadership skill gaps are identified.
• Partner with field leadership to accelerate readiness for critical leadership positions.

Workforce Capability Development

• Build organizational capability in:
  • Planning and execution
  • Labor productivity management
  • Documentation and reporting
  • Communication and leadership effectiveness
  • Workforce accountability
  • Project execution discipline
  • Employee engagement and team leadership
• Reinforce leadership expectations aligned with Network Connex operational standards.
• Support consistent adoption of technical, safety, quality, and execution requirements.

Cross-Functional Collaboration

• Partner closely with Technical Safety & Quality to ensure leadership development incorporates safety, quality, technical, and execution standards.
• Collaborate with National Labor Coordination to align leadership development plans with workforce forecasts and labor availability.
• Work with project and operational leaders to assess leadership effectiveness across active projects.
• Support organizational initiatives that improve workforce retention, engagement, and career progression.

Program Measurement and Continuous Improvement

• Establish metrics to evaluate program effectiveness and leadership pipeline health.
• Track leadership development outcomes, promotion success rates, retention, and organizational readiness.
• Identify capability gaps and emerging workforce challenges.
• Continuously improve development programs based on business needs, performance outcomes, and workforce trends.
• Provide regular reporting to executive leadership regarding leadership pipeline strength and organizational readiness.

Measurable Outcomes and Success Metrics

Success in this role will be demonstrated through:

• Increased number of qualified field leaders developed internally.
• Increased percentage of field leadership positions filled through internal promotion.
• Greater depth of ready-now and future-ready leadership candidates.
• Improved performance and effectiveness of newly promoted field leaders.
• Higher retention rates among high-potential employees.
• Reduced leadership shortages across projects and operating markets.
• Improved succession readiness for critical field leadership positions.
• Consistent implementation of Technical Safety & Quality standards.
• Leadership development capacity aligned with forecasted organizational growth.

Required Qualifications

• Bachelor's degree in Construction Management, Business Administration, Organizational Development, Human Resources, Workforce Development, or related field; equivalent experience may be considered.
• Minimum of 10 years of progressive experience in construction operations, field leadership, workforce development, labor management, or leadership development.
• Demonstrated success developing Foremen, General Foremen, Superintendents, or equivalent field leadership positions.
• Strong understanding of construction operations, workforce management, productivity, planning, safety, quality, and project execution.
• Experience designing and implementing leadership development, mentoring, succession planning, or workforce development programs.
• Proven ability to assess leadership potential and readiness for advancement.
• Strong communication, facilitation, coaching, and relationship-building skills.
• Ability to influence employees and leaders at all organizational levels.

Preferred Qualifications

• Experience working within union construction environments.
• Telecommunications, fiber, broadband, data center, mission-critical, utility, or electrical construction experience.
• Experience developing national workforce or craft leadership programs.
• Knowledge of succession planning methodologies, workforce analytics, and organizational development practices.
• Experience supporting large-scale construction organizations operating across multiple geographic markets.

Leadership Competencies

The successful candidate will demonstrate:

• Exceptional coaching and mentoring capabilities.
• Credibility and influence within field operations environments.
• Talent assessment and succession planning expertise.
• Strategic workforce planning capabilities.
• Strong communication and interpersonal effectiveness.
• Ability to identify and develop leadership potential.
• Commitment to accountability and continuous improvement.
• Passion for employee growth and organizational capability building.
• Collaborative leadership style focused on long-term organizational success.

Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position.

• Frequently required to sit, stand, walk, bend, reach, and move throughout offices, training facilities, construction sites, and active project environments.
• Ability to travel regularly by automobile and commercial aircraft.
• Ability to access active construction sites, including walking on uneven terrain and navigating varying environmental conditions.
• Ability to climb ladders, stairs, scaffolding, and access elevated work areas when visiting projects.
• May occasionally be required to lift, carry, push, or pull up to 25 pounds.
• Must be able to use a computer, mobile devices, and standard office equipment for extended periods.
• Ability to communicate effectively in person, by telephone, and through electronic communication methods.
• Ability to observe and assess jobsite conditions, workforce activities, and leadership performance in field environments.

Work Environment

This position operates in a combination of office, training, and active construction project environments. Employees may be exposed to various weather conditions, noise levels, and jobsite hazards while visiting project locations. Appropriate personal protective equipment (PPE) must be worn when required.

NTI provides a comprehensive benefits package including health, dental, vision, life, and disability insurance and retirement savings options. For Union employees, pay rates and benefit levels are determined by union classifications which are set by the union.

EEOC-Minority/Female/Disability/Veteran 

National Technologies (NTI) believes all persons are entitled to equal employment opportunities and does not discriminate against employees or job applicants because of race, color, gender, affectional or sexual orientation, domestic partnership status, ancestry, religion, national origin, citizenship status, marital status, disability, veteran status, age or any other protected group status. Upon acceptance of an offer, all candidates will be required to pass a background check and drug screening.