Performance & Talent Development Advisor

Job Overview

We are seeking a highly credible, business-minded Performance and Talent Development Advisor to operate as an internal advisor across all levels of the organization. This role spans the full workforce, from hourly field employees to executive leadership, and requires the ability to translate behavioral insight into practical, job-relevant action in a safety-critical, operational environment.

Responsibilities

• Conduct structured and unstructured 1:1 coaching sessions across all levels of the organization, including:

  • Hourly field employees (operators, riggers, mechanics)
  • Frontline supervisors and project leaders
  • Senior leadership and executive team members

• Audit individual performance drivers, behavioral patterns, and decision-making tendencies

• Help employees define clear career paths, including lateral and vertical growth opportunities within the organization

• Coach employees through real-time challenges such as performance gaps, role transitions, leadership responsibilities, and interpersonal conflict

• Reinforce accountability by linking personal development plans to measurable business outcomes

• Lead enterprise-wide implementation and ongoing utilization of CliftonStrengths

• Facilitate individual debriefs and team-based workshops to translate strengths into role-specific behaviors

• Partner with leaders to integrate strengths into hiring decisions, team composition, performance management, and succession planning

• Ensure strengths-based language becomes embedded in daily operations, not treated as a one-time initiative

• Provide ongoing, high-trust coaching to the CEO and executive leadership team

• Act as a sounding board for complex leadership decisions involving people, structure, and organizational design

• Identify leadership blind spots, behavioral risks, and decision-making patterns that may impact business performance

• Support executives through high-stakes situations such as organizational change, conflict resolution, and succession planning

• Deliver candid, actionable feedback with the credibility to influence senior stakeholders

• Diagnose organizational friction points, including communication breakdowns, leadership gaps, and misalignment between roles and capabilities

• Identify high-potential employees and support targeted development plans to accelerate readiness for critical roles

• Partner with Recruiting to refine candidate profiles based on observed success patterns, improve selection accuracy, and long-term retention outcomes

• Collaborate with Operations to ensure workforce capability aligns with current and future business demands

• Proactively identify employees at risk of disengagement or turnover, particularly in critical or hard-to-fill roles

• Conduct targeted interventions to address root causes of attrition, including role misalignment, leadership issues, or lack of career clarity

• Support internal mobility by helping employees transition into roles where they can perform at a higher level

• Contribute to reducing performance-related turnover and improving overall workforce stability

• Design and deliver structured training programs focused on:

  • Leadership capability development
  • Communication effectiveness
  • Conflict management and accountability
  • Career ownership and progression

• Facilitate workshops for frontline leaders to improve team management, safety culture, and performance consistency

• Build scalable development frameworks that can be deployed across multiple regions and business units

• Spend consistent time in the field, including job sites, yards, and maintenance facilities, to:

  • Build trust and credibility with frontline employees
  • Understand operational realities, constraints, and pressures
  • Ensure all coaching and development efforts are grounded in: Safety expectations, Productivity demands, Real-world working conditions
  • Translate field insights into actionable recommendations for leadership

• Reinforce a culture of accountability, ownership, and continuous improvement

• Align individual motivations and behaviors with company values and operational standards

• Help shape a performance-driven culture that balances high expectations with employee development and support

Requirements

• Bachelor’s degree required
• Master’s degree required, preferably in Organizational Psychology, Industrial-Organizational Psychology, Counseling, Executive Coaching, or a related field
• 10+ years of experience in:
• Executive coaching, organizational development, or behavioral consulting
• Operational leadership within heavy equipment rental, oil and gas, construction, or industrial field service environments
• Demonstrated ability to influence both frontline employees and senior executives
• Strong foundation in behavioral psychology, performance management, and adult learning principles
• Ability to translate complex behavioral concepts into practical, job-relevant actions
• High level of emotional intelligence, discretion, and credibility
• To see’s PhD in Psychology or related discipline, with emphasis in behavioral science, performance psychology, or organizational dynamics
• Certification or deep experience with CliftonStrengths (Gallup)
• Direct experience working within heavy equipment rental, oil and gas, construction, or similar industrial environments
• Prior experience advising C-level leadership in a high-performance, operationally rigorous environment
• Track record of improving retention, leadership effectiveness, and internal mobility
• Experience working directly with field-based or blue-collar workforces

Benefits

• Competitive pay and a matching 401(k) plan
• Vacation, Company Holidays, and Sick Days
• Flexible spending accounts/Health Savings Account
• Reimbursement plan for the company
• Bring Your Own Device (BYOD) Policy

Company Values

Bigge Crane and Rigging is committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, military or veteran status.

Equal Opportunity Employer

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.