Director of management development

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.

Job Summary: The Director of Management Development is the companywide owner of the framework used to prepare, onboard, and develop Project Coordinators, Associate Project Managers, Project Managers, Senior Project Managers, and newly appointed leaders. This position ensures project-management leaders understand the tools available to perform their jobs, the responsibilities and recurring tasks required at each level, and the operating expectations that support predictable customer delivery and financial performance.

The role partners closely with the Project Management Office (PMO), Operations, Finance and Controls, Field Leadership, Safety, Quality, Human Resources, and Training to convert company standards, proven practices, lessons learned, and recurring execution gaps into practical onboarding, development, coaching, and readiness programs. The Director establishes consistent management performance expectations aligned with company objectives while preserving the authority of direct managers and operating leaders for assignments, performance management, promotion, compensation, and discipline.

Job Duties and Responsibilities:

• Own, maintain, and improve the companywide management-development framework for Project Coordinators, Associate Project Managers, Project Managers, Senior Project Managers, and newly appointed leaders.
• Define clear role expectations, progressive competency requirements, recurring responsibilities, required management routines, and readiness criteria for each project-management level.
• Establish a standard onboarding model, including role orientation, tool access, process education, 30/60/90-day expectations, assigned development objectives, and regular progress reviews.
• Work directly with new leaders across the company during onboarding and early-role development to confirm understanding, adoption, and practical application of company expectations.
• Create and maintain practical role guides, recurring-task checklists, management calendars, onboarding plans, coaching tools, competency matrices, and development-plan templates.
• Ensure project leaders have a working understanding of approved platforms, dashboards, templates, reports, controls, and communication tools required for project delivery.
• Partner with the PMO to gather, validate, organize, and communicate best practices, standard operating procedures, project-lifecycle requirements, lessons learned, reporting expectations, and available support resources.
• Translate company objectives and operating standards into clear management behaviors, measurable expectations, and repeatable routines across markets and customer programs.
• Use kickoff, planning, forecasting, customer meetings, financial reviews, field coordination, change management, recovery, turnover, and closeout as structured development opportunities.
• Establish expectations and resources for direct managers and Senior Project Managers to coach developing leaders and progressively delegate meaningful responsibility as capability is demonstrated.
• Conduct regular capability reviews and maintain visibility of employees who are learning, developing, demonstrated, independent, or capable of coaching others.
• Identify recurring gaps in planning, systems use, project controls, customer communication, field readiness, financial management, documentation, and leadership behavior; convert those gaps into focused development actions.
• Coordinate with Operations leadership to align development opportunities with actual project responsibilities while respecting operating authority for staffing and assignments.
• Measure program participation, onboarding completion, tool adoption, demonstrated capability, standard-work execution, and readiness for increasing project complexity.
• Provide senior leadership with clear visibility into development priorities, capability risks, leadership-pipeline depth, and recommended actions to strengthen project-management performance.
• Maintain current development content by incorporating PMO updates, company process changes, customer requirements, lessons learned, and feedback from project and field leaders.
• Travel to company offices, projects, customer locations, and leadership-development sessions as business needs require.

Job Knowledge, Skills, and Abilities:

• Strong understanding of project-management responsibilities across the project lifecycle, including turnover, kickoff, planning, scheduling, financial management, forecasting, change control, billing readiness, risk management, field coordination, customer communication, recovery, and closeout.
• Working knowledge of project-management systems, dashboards, reporting tools, document-control practices, templates, and standard management routines.
• Ability to convert broad company objectives into role-specific expectations, practical tools, measurable development objectives, and consistent follow-through.
• Demonstrated ability to design onboarding, competency, coaching, assessment, and applied-development programs for leaders at varying levels of experience.
• Ability to facilitate learning with working professionals through direct coaching, group sessions, practical assignments, job aids, and project-based application.
• Ability to partner effectively with the PMO and functional leaders, recognize proven practices, and convert lessons learned into scalable company standards.
• Strong communication, facilitation, organization, documentation, and executive-presentation skills.
• Ability to influence across functions, resolve competing priorities, and reinforce standards without assuming authority assigned to direct managers or operating leaders.
• Ability to assess demonstrated capability objectively and distinguish course completion from independent job performance.
• Knowledge of structured cabling, fiber, data center, telecommunications, or comparable construction project environments preferred.

Education and Experience:

• Minimum of eight years of progressive experience in project management, operations, project controls, PMO, leadership development, construction management, or a closely related discipline.
• Minimum of four years of leadership, coaching, training, or program-development experience with responsibility across multiple projects, markets, or business units preferred.
• Demonstrated experience onboarding leaders, implementing standardized processes, improving tool adoption, establishing performance expectations, and developing management capability.
• Experience supporting large-scale data center, telecommunications, structured cabling, or mission-critical construction programs strongly preferred.
• Bachelor’s degree in construction management, business, organizational development, education, or a related field preferred; equivalent relevant experience may be considered.

Physical Requirements:

• Ability to stand or sit for prolonged periods of time.
• Ability to occasionally stoop, bend, kneel, crouch, reach, and twist.
• Ability to lift, carry, push, and/or pull light to moderate amounts of weight up to 50 lbs.
• Ability to operate office equipment requiring repetitive hand movement and fine coordination, including use of a computer keyboard.
• Ability to verbally communicate to exchange information and facilitate individual and group development sessions.
• Ability to access active project sites and comply with required personal protective equipment and site-safety requirements.
• Travel up to 25% may be required.

NTI provides a comprehensive benefits package including health, dental, vision, life, and disability insurance and retirement savings options. For Union employees, pay rates and benefit levels are determined by union classifications which are set by the union.

EEOC-Minority/Female/Disability/Veteran National Technologies (NTI) believes all persons are entitled to equal employment opportunities and does not discriminate against employees or job applicants because of race, color, gender, affectional or sexual orientation, domestic partnership status, ancestry, religion, national origin, citizenship status, marital status, disability, veteran status, age or any other protected group status. Upon acceptance of an offer, all candidates will be required to pass a background check and drug screening.