CalPortland

Learning and Development

• Build strong partnerships with internal and external stakeholders, including HR, business leaders, and operational teams, to ensure learning initiatives align with organizational and operational needs.
• Serve as a trusted advisor and collaborative team member, diagnosing development needs and recommending solutions that drive performance.
• Design, implement, and refine leadership, technical, and professional development programs as an individual and as a team.
• Develop and maintain competency models used for performance, development, and succession planning.
• Lead the identification and development of high-potential talent using targeted pathways, stretch assignments, mentoring, and experiential learning.
• Manage enterprise succession planning processes, including talent reviews, readiness assessments, and development plans.
• Partner with leaders to build strong internal talent pipelines and close capability gaps.
• Deliver engaging learning experiences from various sources across in-person, virtual, and blended formats using modern adult‑learning principles.
• Evaluate programs using data and feedback to ensure impact and continuous improvement.
• Manage and support the implementation of learning initiatives within the Learning Management System (LMS), collaborating closely with departments and stakeholders to assist with program builds, coordinate project activities, and ensure a seamless learner experience.
• Select and manage external vendors supporting leadership and organizational development.
• Oversee project timelines, budgets, and deliverables for key talent and development initiatives.
• Conduct regular site visits to gain operational understanding and ensure programs meet the real needs of employees across cement, concrete, and aggregates operations.

Organizational Development Manager

• Build strong partnerships with internal and external stakeholders, including HR, business leaders, and operational teams, to ensure learning initiatives align with organizational and operational needs.
• Serve as a trusted advisor and collaborative team member, diagnosing development needs and recommending solutions that drive performance.
• Design, implement, and refine leadership, technical, and professional development programs as an individual and as a team.
• Develop and maintain competency models used for performance, development, and succession planning.
• Lead the identification and development of high-potential talent using targeted pathways, stretch assignments, mentoring, and experiential learning.
• Manage enterprise succession planning processes, including talent reviews, readiness assessments, and development plans.
• Partner with leaders to build strong internal talent pipelines and close capability gaps.
• Deliver engaging learning experiences from various sources across in-person, virtual, and blended formats using modern adult-learning principles.
• Evaluate programs using data and feedback to ensure impact and continuous improvement.
• Manage and support the implementation of learning initiatives within the Learning Management System (LMS), collaborating closely with departments and stakeholders to assist with program builds, coordinate project activities, and ensure a seamless learner experience.
• Select and manage external vendors supporting leadership and organizational development.
• Oversee project timelines, budgets, and deliverables for key talent and development initiatives.
• Conduct regular site visits to gain operational understanding and ensure programs meet the real needs of employees across cement, concrete, and aggregates operations.

Organizational Development Manager

Talent Development Manager