Senior Leadership Development Consultant

Job Description:

Senior Leadership Development Consultant

About Walbec Group

Walbec produces high-quality construction materials and delivers unparalleled professional design, engineering and construction services at its six companies, including Payne and Dolan, Northeast Asphalt, Zenith Tech, Parisi, Premier Concrete, and Construction Resources Management. Whether building bridges, stabilizing shorelines, rehabilitating structures, or providing site engineering and construction solutions for solar, Walbec is your bridge to expertise in construction and engineering.

With safety and ethics at the core of everything we do, our experienced professionals are hard at work on commercial and industrial sites throughout the Midwest.

The Position:

Walbec is a company built on the strength of its people-and the Senior Leadership Development Consultant is the role responsible for making sure that strength grows. As Walbec expands nationally and takes on more complex work, the quality of our leadership at every level becomes a competitive advantage. This role exists to build that advantage deliberately and sustainably.

The Senior Leadership Development Consultant serves as Walbec University's internal expert in leadership development, executive coaching, and organizational effectiveness. This is a practitioner role for someone who is equally at home designing a succession framework, facilitating a leadership cohort, coaching a VP through a difficult transition, and advising senior leaders on how to build teams that perform. It requires deep expertise, strong executive presence, and genuine credibility with operational and field leaders who are skeptical of anything that feels like corporate programming.

Responsibilities:

Leadership Development

• Facilitate and continuously improve leadership programs (WELD, BRIDGE, People Leadership Series, emerging leader programs).

• Design engaging, business-relevant learning experiences including workshops, cohorts, action learning projects, and development assignments.

• Ensure leadership programs reinforce Walbec's culture, values, and leadership expectations through observable, accountable behaviors.

• Adapt learning experiences for audiences ranging from frontline supervisors to senior executives.

Executive & Leadership Coaching

• Provide individual coaching to high-potential, emerging, and senior leaders.

• Support development in communication, influence, accountability, team leadership, strategic thinking, and change leadership.

• Use assessments and feedback tools to create data-driven development plans.

• Partner with HR to align coaching with performance, succession, and organizational goals.

Succession Planning & Talent Development

• Lead succession planning and annual talent review processes.

• Identify and develop high-potential talent through assessments, performance data, and observation.

• Drive meaningful Individual Development Plans (IDPs) and accelerated development opportunities, including stretch assignments, mentoring, and cross-functional experiences.

• Provide objective readiness assessments for key leadership roles.

Organizational Effectiveness

• Advise leaders on organizational health, team effectiveness, culture, and change management.

• Facilitate team development initiatives, leadership alignment sessions, and conflict resolution processes.

• Analyze engagement, assessment, and performance data to identify leadership capability gaps and recommend solutions.

• Support organizational design, culture initiatives, and strategic change efforts.

Leadership Framework & Standards

• Serve as steward of Walbec's leadership competency framework.

• Embed leadership expectations into onboarding, performance management, succession planning, promotions, and learning systems.

• Benchmark leadership practices against industry standards and recommend improvements.

Leadership Readiness for Growth

• Assess leadership capability needs to support national expansion and organizational growth.

• Build scalable leadership development infrastructure for a geographically distributed workforce.

• Support leadership assessment, integration, and retention efforts during acquisitions.

• Create leadership pipeline strategies that connect early-career, frontline, and senior leadership development.

Partnerships, Measurement & Continuous Improvement

• Collaborate with HR, Learning & Development, and business leaders to deliver impactful leadership solutions.

• Develop internal facilitation capability and manage external coaching and assessment partners.

• Track leadership development outcomes, succession readiness, and behavior change metrics.

• Stay current on leadership development trends, research, and best practices to drive continuous

Qualifications

Education & Experience

• Master's degree in Organizational Leadership, Organizational Development, I-O Psychology, HR, or related field preferred; equivalent experience considered.

• 7+ years of leadership development, executive coaching, organizational effectiveness, or related experience.

• Proven success facilitating leadership programs across all leadership levels, including executives.

• Executive coaching experience; ICF certification (ACC, PCC, or MCC) preferred.

• Experience with succession planning, talent reviews, and high-potential development programs.

• Ability to build credibility with operational and field-based leaders.

• Construction, engineering, manufacturing, heavy civil, or similar industry experience preferred.

Technical Expertise

• Strong knowledge of leadership development, adult learning, organizational behavior, and change management.

• Experience using leadership assessment tools (e.g., 360s, Hogan, DiSC, EQ-i, StrengthsFinder).

• Skilled in talent calibration, succession planning, and leadership assessment processes.

• Familiarity with LMS platforms such as Workday Learning.

Key Competencies

• Executive presence and ability to influence senior leaders and executives.

• Strong business acumen and understanding of operational leadership challenges.

• Direct, candid communicator skilled at delivering developmental feedback.

• Systems thinker who connects leadership development to business performance.

• High emotional intelligence, adaptability, and facilitation skills.

• Self-directed builder who thrives in evolving environments.

• Collaborative, humble leader focused on organizational and leadership growth.