Director of National Labor Development
Network Connex · Remote
National Technologies (NTI), a Network Connex Company, is a premier turnkey installer of fiber optic and data center infrastructure. Working on our team puts you on the leading edge of innovation in the digital communications space.
If being a part of a tight-knit organization that operates in some of the most advanced technology environments around the world sounds like a dream job, NTI might be the right fit for you! With the perks of a large organization, NTI remains true to its roots as a home-grown company with an open door culture that welcomes new ideas and encourages professional growth. We set you on the right path with careful onboarding and thorough training programs that prepare you for success in your role and beyond.
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 executionLabor productivity managementDocumentation and reportingCommunication and leadership effectivenessWorkforce accountabilityProject execution disciplineEmployee 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 mov