Career Development Manager

Barringer Construction, LLC; Charlotte (NC); On-site; USD 95,000 - 125,000; Full time

Job summary

Barringer Construction seeks a Career Development Manager to lead talent strategies across our Charlotte-area offices. You will shape career pathways, support succession planning, and drive employee engagement and continuous learning in a growing construction environment.

You will partner with department leaders to map development programs, monitor progress, implement HRIS or AI tools, manage training, and report on retention and promotions to strengthen Barringer's talent pipeline.

Job description

The Career Development Manager leads strategies that attract, retain, and grow talent across Barringer. This role supports employee engagement, succession planning, performance development, internal career advancement, and a culture of continuous learning.

About Barringer Construction:

We're a Carolinas-based general contractor committed to delivering an exceptional client experience. With offices in Asheville, Charlotte, Greenville, and Raleigh, we build high-quality spaces across corporate interiors, hospitality, commercial, institutional, life sciences, mission critical, industrial, and healthcare markets.

What You'll Do:

• Career Growth & Pathways: Outline and communicate career pathways for each department, including supporting documents such as job expectations, career maps, and review forms.
• Leadership Development: Manage employee enrollment in leadership development programs and incorporate program goals into employee development decisions.
• Mentoring Program: Manage Barringer's mentoring program, including participation, structure, and ongoing engagement.
• Performance Development: Track goals and progress from performance reviews and ensure review meetings are effective and include the right reviewers.
• Talent Development Tools: Identify an HRIS or internal AI tool that allows managers and employees to monitor career growth, goals, performance progress, and personality assessment results.
• Training & Learning: Manage enrollment, scheduling, and completion of job-specific required training, including management responsibilities, safety, project management, field operations, and other business needs.
• Skills Gap Planning: Partner with department leaders to identify skill gaps and development needs.
• Company Initiatives: Plan training for company-wide initiatives such as financial wellness, compliance topics, and management training.
• Continuing Education: Manage the Continuing Education program.
• Talent Metrics: Measure and report on retention, engagement, promotion rates, and program effectiveness.
• Creative Development: Bring creativity and market comparisons to create unique learning opportunities.

What Makes You a Great Fit:

• Relationship-builder who earns trust and encourages honest feedback from employees.
• Highly organized and able to manage multiple priorities with ease.
• Familiar with the commercial construction industry and the needs of a growing team.
• Excellent communicator with strong attention to detail.
• Team-oriented professional who brings energy, professionalism, and follow-through.
• Strong coaching, communication, and relationship-building skills.
• Able to analyze workforce data and make strategic recommendations.
• Experienced in performance management, succession planning, and employee engagement initiatives.

What Success Looks Like:

• Start a training committee for ideas and feedback
• Higher employee engagement scores
• Improved retention of key talent
• Increased internal promotions and career advancement
• A stronger succession bench prepared to step into future roles
• Greater participation in development programs

Education & Experience:

• Bachelor's degree in human resources, marketing, psychology, or equivalent experience.
• At least 5 years of human resources experience, preferably with specialization in the commercial construction industry.

The policy of Barringer Construction is to approach recruiting, hiring, promotion, compensation and professional development practices without regard to race, religion, color, national origin, sex, age, creed, handicap, veteran status, sexual orientation or any other characteristic protected by law.