Senior Director, Enterprise Learning & Talent Management

Build the future, spark innovation and align your career with purpose.

McKinstry is innovating the waste and climate harm out of the built environment and creating lasting impact. Together, we’re building a thriving planet.

Buildings are a leading contributor to the climate crisis, generating nearly 40% of total global energy-related carbon emissions. We’re making a lasting impact on our industry and within our communities by addressing the climate, affordability and equity crises through:

• renewables and energy services
• engineering and design
• construction and facility services

To get where we’re going, we need big thinkers, problem solvers and collaborative mindsets. Does that sound like you?

Are you a talent visionary ready to architect the systems that shape how thousands of people grow, lead, and build their careers? McKinstry is looking for a Senior Director, Enterprise Learning & Talent Management — a rare opportunity to own and evolve an integrated talent ecosystem at a purpose-driven company that’s redefining the built environment.

In this role, you won’t just run programs — you’ll build the operating model that connects learning, leadership development, career pathways, performance, succession, and internal mobility into one cohesive talent system. McKinstry University (McKU) becomes a real career progression engine under your leadership, not just a learning platform. You’ll turn talent data into strategic decisions, and your team into a high-performing enterprise capability.

This is for someone who thinks in systems, leads with clarity, and is energized by the intersection of people strategy and organizational performance.

• Enterprise Strategy & Portfolio Integration: Set the integrated strategy across enterprise learning, leadership development, performance, succession readiness, talent review, skills visibility, career pathways, and internal mobility. You’ll lead the governance model — from standards and design practices to learning scorecards and effectiveness measures — so the work operates as a true enterprise capability.
• McKU, Development Pathways & Career Progression: Position McKU as the premier vehicle for role-based development and career progression by connecting learning paths to job architecture, skills proficiency expectations, career pathways, and internal mobility — transforming it from a standalone platform into a career acceleration engine.
• Leadership & Manager Development: Oversee McKinstry’s full leadership development ecosystem — including senior leader and manager development, coaching, 360s, mentorship, and intact-team learning — ensuring leaders are built for what McKinstry needs next, not just what it needed yesterday.
• Leadership Continuity & Talent Readiness: Shift the organization from succession planning to succession readiness by integrating performance management, talent reviews, critical role identification, development plans, calibration, bench strength assessment, and talent risk visibility into a clear, actionable picture for senior leaders.
• Team Leadership & Operating Rhythm: Build, develop, and lead a high-performing Enterprise Learning & Talent Management team. Clarify ownership, reduce duplication, establish scalable rhythms, and cultivate a culture of integration over isolation.

• 12+ years of progressive experience in talent development, learning, talent management, leadership development, organizational development, HR, or related work; 5+ years in a $3–5B matrixed enterprise environment strongly preferred.
• Proven track record leading large teams and managing an enterprise portfolio spanning learning, performance, succession, leadership development, learning platforms, career pathways, skills, and internal mobility.
• Deep expertise in talent management practices — succession readiness, talent review, calibration, performance management, and leadership capability development.
• Experience building learning governance, standards, measurement frameworks, and scalable delivery models in complex matrixed organizations.
• Ability to connect job architecture, skills, learning…