{"id":2393447,"url":"https://alion.io/job/hitt-contracting-director-learning-development","title":"Director, Learning & Development","company":{"id":1959487,"name":"HITT Contracting","domain":"hitt.com","url":"https://alion.io/company/hitt-com","size_band":"1001-5000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":null},"role":"HR","role_family":"HR","seniority":"head","employment_type":"full_time","work_mode":"remote","remote_scope":"stated_countries","remote_scope_basis":"board_field","remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Washington, United States"],"countries":["US"],"hiring_countries":["US"],"hiring_countries_total":1,"salary":{"min":125000,"max":180000,"currency":"USD","period":"year","gross":null,"usd_annual":180000},"salary_estimate":null,"experience_years_min":10,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-08-24T00:00:00Z","employer_posted_date":"2026-08-24","last_verified_at":"2026-10-13T12:27:12Z","board_verified":true,"closed_at":null,"days_open":51,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":51},"description":"Every day, our team members do amazing things in pursuit of our shared purpose to build trust with our clients, partners, subcontractors, and teammates. No matter your background, education, or career path, if you share our vision to create extraordinary experiences, you belong at HITT.\nDirector, Learning & DevelopmentJob Description:\nHITT Contracting is seeking a Director of Learning & Development to lead and elevate learning across our growing organization. As HITT continues to expand in scale, geography, and capability, we are focused on ensuring the way we develop our people keeps pace with the sophistication of our business and the changing needs of the construction industry.\nAt HITT, our mission is to build and deliver exceptional experiences for our clients, partners, subcontractors, and team members. Our approach to learning and development should reflect that same standard. From an intern beginning a career in construction to an experienced superintendent leading complex work in the field, we want our people to have access to relevant, engaging, and high-quality development that helps them perform at their best and build meaningful careers at HITT.\nThis leader will bring a forward-looking perspective to how we develop our people and translate business needs into meaningful learning experiences. The Director will lead learning from concept through execution across enterprise learning programs, early career development programs, and skilled trades and apprenticeship development for HITT’s craft professionals. The role serves a diverse workforce across project management, site operations, corporate resources, early career talent, and skilled craft professionals. A superintendent learning to perfect a schedule requires a different experience than an assistant project manager learning to lead an estimate. The Director will understand these differences and ensure HITT's learning experiences are designed around how our people actually work, learn, and grow.\nSuccess in this role requires more than expertise in traditional training. The Director will continually evaluate how different populations learn best and introduce new approaches where they can meaningfully improve development and performance. This includes advancing contemporary adult learning practices and thoughtfully evaluating opportunities across AI, immersive and simulation-based learning, AR/VR, mobile and point-of-need learning, adaptive experiences, and other emerging capabilities.\nThe ideal candidate is a visionary and highly capable learning leader who is equally comfortable challenging what is possible and doing the work required to make it happen. This leader will bring the expertise, curiosity, and creativity to make learning at HITT as exceptional as the work we expect our teams to deliver. Based onsite at our headquarters in Falls Church, VA, this position is not eligible for remote work.\nResponsibilities\nLearning Management & Proprietary Content\nLead HITT's LMS and proprietary content portfolio, ensuring our learning infrastructure and resources support a consistent, intuitive, and high-quality experience for all team members.\n\nEstablish standards for learning content and instructional design, ensuring materials are relevant, engaging, accessible, and reflective of how our people work and learn.\n\nContinually evaluate HITT's existing curriculum to identify opportunities to strengthen, modernize, consolidate, or retire content as the business, workforce, and regulatory environment evolve.\n\nBuild a scalable model for engaging HITT's subject matter experts in content development and delivery, pairing deep operational expertise with the instructional design and facilitation capabilities of the L&D team.\n\nIdentify new ways to capture and scale the knowledge of HITT's most experienced builders and leaders, making institutional expertise more accessible across markets, roles, and career stages.\n\nPartner closely with HITT's Safety team to support a comprehensive safety learning program that reinforces our commitment to creating safe jobsites, strengthens knowledge and behaviors, and meets the needs of team members across roles, markets, and levels of experience.\n\nOversee the learning infrastructure and administration supporting required compliance training, ensuring HITT can effectively manage and document training requirements across federal, state, local, client, and project-specific jurisdictions as the organization continues to grow.\n\nEnsure compliance and required training is current, appropriately assigned, completed, documented, and auditable, with clear governance for managing changing requirements across HITT's national footprint.\n\nApply the same standards for learner experience and effectiveness to required safety and compliance training as the broader learning portfolio, looking for opportunities to move beyond traditional completion-based training where more engaging or applied approaches can improve understanding and retention.\n\nLeverage learning data, participant feedback, compliance metrics, and business outcomes to understand effectiveness, identify gaps, and continuously improve HITT's learning content and platforms.\n\nEnterprise Learning Programs\nTranslate HITT's talent priorities and business needs into high-impact development programs, partnering with business leaders to identify where structured learning can meaningfully accelerate capability across the organization.\n\nLead the design and evolution of HITT's cohort-based programs, creating intentional learning journeys that build capability over time through facilitated learning, real-world application, peer connection, access to leaders and subject matter experts, and continued reinforcement.\n\nEnsure cohort experiences extend beyond the classroom, with clear expectations for application between sessions, opportunities to practice new skills, meaningful feedback, and connection between learning and participants' day-to-day work.\n\nBuild an intentional model for engaging HITT's strongest leaders and subject matter experts in enterprise programs, translating their experience, lessons learned, and technical expertise into development that can benefit the broader organization.\n\nEstablish clear outcomes for enterprise programs and evaluate whether learning is translating into stronger capability and performance, using those insights to continually improve and scale what works.\n\nInnovation for the Adult Learner\nServe as HITT's subject matter expert on adult learning, bringing deep expertise and fresh thinking to how learning is designed, delivered, reinforced, and applied across the organization.\n\nChallenge traditional approaches to training and continually evaluate how HITT can create more effective learning experiences for different roles, generations, work environments, and career stages.\n\nIntroduce contemporary adult learning practices that emphasize active participation, practice, application, feedback, and reinforcement, moving beyond passive or one-time training where more effective approaches exist.\n\nEvaluate and implement emerging learning technologies and methodologies, including AI, immersive and simulation-based learning, AR/VR, adaptive learning, mobile and point-of-need learning, microlearning, and skills-based development.\n\nIdentify high-value applications for immersive and simulation-based learning within construction, including opportunities to practice technical skills, site planning, safety, decision-making, and complex scenarios in realistic environments.\n\nExplore practical applications of AI to personalize learning, create opportunities for practice and feedback, accelerate content development, and make HITT's knowledge and expertise easier for team members to access when they need it.\n\nEstablish an effective approach for piloting new learning concepts and technologies, measuring their impact, and scaling those that meaningfully improve capability, performance, or the learner experience.\n\nRemain externally connected to developments in adult learning, workforce education, construction learning, and learning technology, bringing relevant ideas and proven practices into HITT.\n\nEarly Career Development\nProvide senior leadership and oversight for the internship and early career program (HITT Futures) and the broader development of early career talent, building strong pipelines into project management, site operations, and corporate career paths across HITT.\n\nLead the Futures team to continually strengthen the internship and early career experience, ensuring curriculum, field exposure, mentorship, performance feedback, and development milestones prepare participants for successful careers at HITT.\n\nContinually evolve how HITT develops early talent based on generational shifts, changing expectations, and emerging research on how those newest to the workforce learn, engage, build relationships, and develop professionally.\n\nEnsure the Futures curriculum evolves alongside HITT's business, providing participants with the technical knowledge, practical experience, professional skills, and understanding of HITT's culture and expectations required to succeed.\n\nDevelop the sponsors responsible for training Futures talent, equipping them to effectively coach, mentor, provide feedback, create meaningful learning opportunities, and support the transition from education into the workplace.\n\nPartner with Recruiting and business leaders to create a connected experience from internship through early career development and progression into critical roles across the organization.\n\nExpand HITT's approach to early talent beyond traditional college recruiting, exploring opportunities to engage high school students and younger populations, increase awareness of the breadth of careers available in construction, and build sustained interest in the industry.\n\nPartner with schools, universities, industry organizations, and community partners where appropriate to strengthen long-term talent pipelines and create meaningful exposure to careers across construction, skilled trades, and HITT's corporate functions.\n\nEstablish consistent program standards and an exceptional participant experience across many market sectors while ensuring development remains relevant to individual roles, work environments, and career paths.\n\nUse performance, retention, conversion, promotion readiness, participant feedback, and business input to evaluate effectiveness, strengthen HITT's early talent programs, and inform how these pipelines evolve as the organization grows.\n\nCraft, Skilled Trades & Apprenticeship Development\nLead HITT's approach to craft and skilled trades learning and workforce development, recognizing the critical role skilled talent plays in HITT's ability to deliver exceptional work and the broader challenge the construction industry faces in attracting and developing the next generation of craft professionals.\n\nProvide senior leadership for learning and development supporting the skilled craft workforce, building scalable programs and career pathways that strengthen technical capability, safety knowledge, proficiency, and long-term career growth.\n\nOversee the apprenticeship program, strengthening its structure, governance, curriculum, and administration while ensuring compliance with applicable federal, state, project, and program requirements.\n\nEnsure apprenticeship and workforce development programs support project-specific labor and training obligations, including requirements associated with the Davis-Bacon Act, CHIPS and Science Act, registered apprenticeship programs, prevailing wage requirements, and other federal and state workforce mandates.\n\nPartner closely with operations, Safety, HR, and experienced craft leaders to ensure training reflects the realities of the work and combines technical instruction with hands-on practice, mentorship, field application, and feedback.\n\nLook beyond the immediate workforce to identify opportunities to strengthen lear...","description_format":"text","description_chars":16211,"description_truncated":true,"requirements":{"experience_years_min":10,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":{"level":"bachelor","optional":false},"security_clearance":false,"languages":[]},"benefits":[],"hiring_locations":[{"name":"United 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