Job Description
About Hensel Phelps Founded in 1937, Hensel Phelps specializes in building development, construction and facility services in markets ranging from aviation to government, commercial, transportation, critical facilities, healthcare and transportation. Ranked #1 in aviation and #6 overall general contractor in 2024 by BD+C, Hensel Phelps is one of the largest employee-owned general contractors in the country. Driven to deliver EXCELLENCE in all we do and supported by our core values of Ownership, Integrity, Builder, Diversity and Community, Hensel Phelps brings our clients' visions to life with a comprehensive approach that begins with innovative planning and extends throughout the life of the property.
Position Description The Director of Organizational Development leads the Corporate-wide Organizational Development function in supporting Hensel Phelps leadership and staff of all major groups and Regions in a strategic consulting and facilitation role. This position is responsible for architecting and operationalizing the corporate vision and strategy for leadership and career development—especially for critical middle-management roles—through the ongoing evolution of enterprise leadership experiences and the CareerTREK framework aligned to the Leadership Competency Framework. The role partners closely with Regional Vice Presidents to enable regional strategy execution and operational excellence; establishes standardized OD processes, intake, and measurement to demonstrate impact; and drives initiatives that link OD investments to measurable business outcomes. The Director engages in group facilitation, leadership assessment and development, performance coaching, change leadership, and data-driven decision-making.
Position Qualifications Education & Experience - Bachelor’s degree in Organizational Development, Industrial Organizational Psychology, Human Resources, or related field.
- 10 years of experience in facilitation and consulting and/or a combination of education and experience.
- Valid Driver’s License.
Core Skills - Strong communication skills (oral and written).
- Ability to develop rapport and build relationships.
- Analytical and strategic thinking.
- Problem solving and conflict resolution.
- Instructional design and development, adult learning styles, and group dynamics.
Technical & Professional Expertise - Expertise in leadership development, organizational development, and coaching.
- Proficiency with Excel, Word, and PowerPoint.
- Experience designing and scaling enterprise leadership programs and career pathways (e.g., middle-management development aligned to a competency framework).
- Experience partnering with senior/regional leaders to align people strategies to business goals and operational excellence.
- Experience leading change enablement for enterprise initiatives and establishing standardized OD processes (intake, prioritization, impact measurement).
- Familiarity with continuous listening and organizational health dashboards (Power BI or similar) preferred.
- Experience integrating OD solutions with enterprise platforms and programs (e.g., SuccessFactors, CareerTREK) preferred.
- Experience in project-based, field-centric industries preferred.
Essential Duties Leadership & Career Development - Design, develop, and deliver engaging, interactive training programs.
- Lead the redesign and scaling of leadership experiences for critical middle-management roles.
- Align leadership content to the Leadership Competency Framework and integrate with CareerTREK to create clear career pathways.
- Develop a scalable internal facilitator/coaching bench and manage external partners as needed.
Organizational Development & Consulting - Consult with leaders at all levels to:
- Assess obstacles to team performance and team strengths.
- Develop strategies for team alignment and effectiveness.
- Facilitate group engagements, including:
- Strategic planning
- Team alignment
- Process mapping and improvement
- In partnership with Regional Vice Presidents and, as appropriate, the Strategy Office.
- Establish a standardized OD service model (intake, prioritization, delivery playbooks, and follow-up) to ensure a consistent OD customer experience across Regions.
Engagement & Culture - Evolve continuous listening practices and maintain an Organizational Health Dashboard linking engagement, readiness, and retention to business outcomes.
- Keep learning and development accessible and relevant by utilizing multiple communication outlets to share leadership development, career growth, and interpersonal skills resources.
Change Leadership & Agility - Enable organizational agility and change leadership by embedding change practices and toolkits into enterprise initiatives.
- Develop manager capability to lead through change effectively.
Measurement & Reporting - Track and document performance according to required metrics and conduct performance conversations.
- Use metrics as benchmarks and provide evidence of the effectiveness of training and organizational change.
- Measure post-training performance gaps to identify opportunities for continuous improvement.
- Partner with People Operations (Talent Acquisition, HR Operations, Data/Analytics) to:
- Strengthen succession readiness, internal mobility, HiPo development, and OD impact measurement.
- Publish periodic OD impact reports.
- Ensure alignment to enterprise systems and standards (e.g., SuccessFactors) and practice simplification and standardization to maximize adoption and ROI.
Physical Work Classification & Demands - Light Work. Exerting up to 25 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects.
- The individual in this position will periodically walk, kneel, sit, crouch, reach, stoop, read/see, speak, push, pull, lift, stand, and finger/type. The frequency of each action varies by workflow and office activity.
- Walking – The person in this position needs to occasionally move about inside the office to access file cabinets, office machinery, boxes, cabinets, etc.
- Constantly operates a computer and other office machinery, such as a calculator, copy machine, phone, computer, and computer printer.
- The person in this position frequently communicates with employees and external stakeholders regarding a variety of topics related to office administration.
- Constantly computes, analyzes, and conceptualizes mathematical calculations and formulas.
- Constantly reads written communications and views email submissions.
- The person in this position regularly sits in a stationary position in front of a computer screen.
- Visual acuity and ability to operate a vehicle as certified and appropriate.
- Rarely exposed to high and low temperatures.
- Rarely exposed to noisy environments and outdoor elements such as precipitation and wind.
Compensation Range (Colorado Only)- Salary Range: $110,000.00 - $130,000.00
Additional Compensation Benefit Eligibility - Phone allowance ($900 annually) or company phone
- Auto allowance ($1,350 monthly) or company vehicle with gas card and paid insurance/maintenance
- Annual performance bonus (up to 15% of base salary), subject to company and employee performance
- Qualified retirement account contribution (up to 15% of base salary)
- HP Units (employee ownership), beginning second year of employment
- 22 days of paid time off beginning upon hire
- Company paid medical insurance, life insurance, accidental death & dismemberment, and long-term disability
- Health savings account (HSA) (not available in Hawaii)
- Employee assistance program (EAP)
- Employee paid enrollment in vision and dental insurance
Any Employment Offers are Contingent Upon Successful Completion of the Following: - Verification of Work Authorization and Employment Eligibility
- Substance Abuse Screening
- Physical Exam (if applicable)
- Background Checks for Badging/Security Clearances (if applicable)
Equal Opportunity And Affirmative Action Employer Hensel Phelps is an equal opportunity employer. Hensel Phelps is committed to engaging in affirmative action to increase employment opportunities for protected veterans and individuals with disabilities. Hensel Phelps shall not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, age, national origin, sexual orientation, gender identity and expression, domestic partner status, pregnancy, disability, citizenship, genetic information, protected veteran status, or any other characteristic protected by federal, state, or local law.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Job Tags
For contractors, Work at office, Local area,