Training and Development Manager

Position Description

Reports To: Vice President of Safety and People

Operating Group: Safety & People

Location: Blaine, Minnesota (Corporate Office), with travel to Park locations and project sites

Employment Status: Full-Time, Salaried Exempt

Position Summary

The Training and Development Manager leads Park Construction Company's companywide training and workforce development system. The position establishes onboarding standards, role-based learning and career development processes, and supports workforce readiness through quarterly talent reviews. This manager has no direct reports, but partners with operating group leaders, supervisors, subject-matter experts, Safety & People, IT, and external providers to develop employee capabilities that support Park's growth.

Compensation and Benefits

• Starting salary of $105,000-$120,000 per year, depending on qualifications and experience
• Annual performance bonus
• Paid time off
• Paid parental leave
• Medical, dental, vision, and prescription coverage
• 401(k) with a company match
• Company-paid long-term disability insurance
• Life and accidental death and dismemberment insurance
• Optional supplemental coverage

Essential Functions and Responsibilities

• Own Park's companywide training and development system, including annual priorities, program standards, curriculum practices, the training calendar, and processes that support consistent execution across operating groups.
• Develop the annual training plan and budget for approval by the Vice President of Safety and People; execute the approved plan, coordinate providers, and manage expenditures within budget.
• Partner with operating group leaders to identify critical workforce and supervisory capability gaps, support development for current and future roles, and distinguish training needs from staffing, equipment, supervision, or process issues.
• Lead Park's career development framework, including role-based knowledge, skills, and abilities (KSAs), career pathways, learning requirements, competency assessments, and individual development plans that support advancement and succession readiness.
• Coordinate quarterly workforce readiness and talent reviews, consolidate development needs, and track agreed-upon actions. Operating group leaders retain responsibility for individual assessments, readiness decisions, and succession or staffing decisions.
• Establish and maintain role-based training matrices, course catalogs, training records, and certification or qualification tracking. Coordinate with Safety leadership, which retains ownership of safety requirements and technical standards.
• Set and improve Park's role-based 30-, 60-, and 90-day onboarding standards, content, and effectiveness measures; coordinate with supervisors and Safety & People staff responsible for assigned check-ins.
• Serve as business owner for employee learning and career development platforms, including program content, role assignments, workflows, data accuracy, reporting, and user support; partner with IT and vendors on configuration, integration, security, and maintenance.
• Partner with qualified subject-matter experts to convert approved technical knowledge into learning objectives, facilitator materials, hands-on exercises, and practical competency assessments; secure technical approval before use.
• Plan and facilitate training around field operations and the construction season, including Park's Safety Leadership Academy; build internal capacity to deliver the Associated General Contractors Supervisor Training Program and obtain applicable trainer qualifications.
• Report training participation, learning results, demonstrated competency, field application, development-plan follow-through, workforce readiness trends, and vendor and budget performance; recommend improvements based on results.

Position Requirements

Required Knowledge, Skills, and Abilities

• Knowledge of adult learning, instructional design, and practical classroom, virtual, hands-on, and field-based development; ability to evaluate demonstrated competency rather than attendance alone.
• Working knowledge of construction or other field-based operations, including safety, quality, production, equipment, scheduling, and supervisory considerations.
• Skill in identifying capability gaps, establishing role-based KSAs and development plans, and recommending evidence-based training or non-training solutions.
• Skill in organizing companywide programs, training calendars, facilitators, vendors, schedules, and budgets around operational needs.
• Skill in maintaining accurate learning and development records, managing business-platform content and workflows, and producing actionable leadership reports.
• Ability to influence operating group leaders, supervisors, technical experts, and providers without direct authority; balance competing priorities and protect confidential employee information.

Education and Experience

Required: At least five years of progressively responsible experience in training, employee development, instructional design, or workforce development, including program delivery, facilitation, vendor coordination, scheduling, and budgeting; experience using employee, learning, or talent systems; valid driver's license.

Preferred: Bachelor's degree in education, organizational development, human resources, business administration, construction management, or a related field; experience supporting heavy civil construction, skilled trades, or another field-based workforce; instructional-design credential such as CPTD or APTD.

Physical Requirements

Work occurs in office, training, and active construction-site environments. Training delivery may require prolonged standing and speaking; site visits require walking on uneven terrain, wearing required PPE, and working in seasonal weather conditions.

Schedule and Travel

Approximately 20% to 25% travel is expected, including occasional overnight travel. Early-morning or evening work may be required to support field schedules and program delivery.

Other Duties and Equal Employment Opportunity

This job description is not intended to be all-inclusive. Additional duties may be assigned as needed to meet the needs of the organization.