Senior Talent & Organizational Development Specialist

Brief Description BUILT FROM GRIT. POWERING WHAT’S NEXT. In 2016, we launched Conductor Power to compete harder, move faster, and step boldly into renewable energy. Today, under second-generation leadership, every member of our team has been intentionally chosen for their skill, dedication, and shared vision. Together, we combine proven high-voltage expertise with forward-focused Solar EPC and electrical services - setting the pace for the next era of utility innovation. And we’re just getting started. Now, we’re building what’s next. And we’re looking for you. Why This Role Matters At Conductor Power, you won’t just take a job - you’ll help power communities, strengthen infrastructure, and advance America’s renewable energy future. From substations to solar EPC projects, our work is critical, complex, and built to last. Role Summary The Senior Talent & Organizational Development Specialist serves as the People & Culture department's primary expert in talent development, organizational learning, leadership development, and workforce capability. This role designs, develops, facilitates, and continuously improves enterprise talent development strategies and learning solutions that strengthen leadership effectiveness, accelerate employee growth, build organizational capability, and support long-term business success. As a strategic partner, this position collaborates closely with People & Culture partners, business leaders, and cross-functional stakeholders to deliver integrated talent solutions that support the employee lifecycle, succession planning, organizational effectiveness, and an exceptional employee experience. Key Responsibilities Talent & Organizational Development Strategy Develop and execute the organization's talent and organizational development strategy aligned with business objectives.Develop a strong understanding of business operations, workforce capabilities, leadership needs, and organizational priorities to create meaningful development solutions.Conduct organizational, departmental, and individual learning needs assessments to identify capability gaps and prioritize development initiatives.Assess organizational capability gaps and recommend development strategies that strengthen workforce performance and leadership effectiveness.Partner with business leaders to identify current and future workforce capabilities needed to support organizational growth.Develop competency models, career pathways, and professional development frameworks across the organization.Champion a culture of continuous learning, development, and organizational excellence.Utilize workforce trends, business insights, and organizational data to recommend talent development initiatives that support informed business decisions. Learning Design, Delivery & Facilitation Design, develop, facilitate, and continuously improve instructor-led, virtual, blended, and self-paced learning programs.Develop enterprise learning strategies, curricula, and development programs supporting leadership development, technical skills, compliance, professional growth, organizational effectiveness, and workforce capability.Partner with subject matter experts to design, develop, and deliver training programs.Facilitate leadership development programs, workshops, onboarding experiences, team development sessions, strategic planning sessions, and enterprise learning initiatives.Evaluate learning effectiveness through participant feedback, assessments, performance metrics, and business outcomes, making continuous improvements as appropriate.Create facilitator guides, participant materials, job aids, standard operating procedures, and other learning resources. Leadership Development & Organizational Effectiveness Design, develop, and administer leadership development programs for frontline leaders through executive leadership.Partner with Human Resources Business Partners and business leaders to identify leadership capability gaps and succession opportunities.Develop coaching tools, leadership resources, and development programs that strengthen organizational effectiveness.Support succession planning, talent reviews, and high-potential employee development initiatives.Guide leaders through organizational change by developing learning strategies, communication plans, and change management resources.Recommend organizational improvements that strengthen leadership effectiveness, employee engagement, and business performance.Establish key performance indicators and evaluate learning initiatives using participant feedback, behavioral change, business outcomes, and organizational performance metrics to demonstrate return on investment. Workforce Development & Career Growth Lead apprenticeship, workforce development, and early talent initiatives.Partner with Talent Acquisition to support workforce planning, internship, onboarding, and long-term talent strategies.Partner with business leaders to identify future talent pipelines and workforce development opportunities that support long-term organizational growth.Develop career development resources that support employee growth, internal mobility, and succession planning.Collaborate with Human Resources Business Partners to identify development opportunities that improve employee engagement, retention, and organizational capability.Build relationships with educational institutions, workforce organizations, industry associations, and community partners that support talent development initiatives. Learning Technology & Program Administration Partner with the HR Systems Manager to define business requirements, evaluate, implement, optimize, and continuously improve the organization's Learning Management System (LMS) and other learning technologies.Serve as the functional lead for learning technologies by developing learning architecture, curricula, learning paths, certifications, and content standards.Maintain learning records, curricula, certifications, and training documentation.Develop dashboards, reports, and analytics that measure learning participation, effectiveness, compliance, and organizational capability.Evaluate emerging learning technologies and recommend enhancements that improve the learner experience and support organizational development objectives. Collaboration & Cross-Functional Partnership Serve as a trusted advisor to leaders on leadership development, organizational capability, workforce development, and talent strategy.Collaborate with People & Culture partners, business leaders, and cross-functional stakeholders to deliver integrated talent solutions that align development initiatives with organizational and operational objectives.Participate in enterprise initiatives that strengthen organizational culture, employee engagement, leadership effectiveness, and long-term business success. General Responsibilities Maintain current knowledge of talent development, organizational development, adult learning principles, leadership development, instructional design, and industry best practices.Maintain the highest standards of confidentiality, professionalism, integrity, and ethical conduct.Comply with all company policies and procedures.Perform other duties as assigned. Requirements Knowledge, Skills & Abilities: Advanced knowledge of talent development, organizational development, adult learning theory, instructional design, and leadership development principles.Strong business acumen with the ability to align talent development strategies with organizational objectives.Demonstrated ability to design, develop, facilitate, and evaluate enterprise learning programs.Executive presence with the ability to influence, facilitate, and communicate effectively with leaders at all levels of the organization.Strong consulting, coaching, facilitation, and organizational development skills.Excellent presentation, communication, and relationship-building skills.Knowledge of competency modeling, career development, succession planning, organizational effectiveness, and workforce capability.Strong project management and organizational skills with the ability to manage multiple initiatives simultaneously.Experience utilizing learning analytics and workforce metrics to evaluate program effectiveness.Proficiency with Learning Management Systems (LMS), Human Resources Information Systems (HRIS), Microsoft Office applications, and other learning technologies.Demonstrated ability to exercise sound judgment while handling highly confidential employee and organizational information. Required Qualifications 5-7 years of progressive experience in Talent Development, Learning & Development, Organizational Development, Leadership Development, or a related field.Demonstrated experience designing, developing, facilitating, and evaluating enterprise learning and leadership development programs.Experience supporting organizational development, workforce capability, and change management initiatives.Experience facilitating training for leaders and employees across multiple levels of the organization.Demonstrated ability to influence leaders and drive organizational change through talent development and organizational learning strategies. Preferred Qualifications Bachelor's degree in Human Resources, Organizational Development, Education, Business Administration, or a related field.Professional certifications such as CPTD, ATD Master Trainer, SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable credentials.Experience supporting construction, manufacturing, energy, or field operations.Experience administering a Learning Management System and enterprise learning technologies. Physical Requirements Primarily sedentary work when working in the office. Occasional lifting, carrying, walking, and standing; frequent hand/eye coordination to operate computer keyboard and office equipment; vision for reading, recording and interpreting information; speech communication and hearing to maintain communication with employees and other team members. When navigating a job site, the ability to move around project sites, which may involve walking, climbing stairs, and navigating uneven terrain. Valid driver’s license Travel As needed or required for training delivery, leadership development programs, workforce development initiatives, conferences, business initiatives, community partnerships, or project site visits. Ready to Build What’s Next? If you’re driven, dependable, and ready to power something bigger than yourself - we want to hear from you. Summary Conductor Power provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.