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# Career Development Manager

- **Company:** Barringer Construction
- **Location:** Charlotte, NC, United States
- **Experience:** Expert
- **Contract:** Permanent contract
- **Skills:** Artificial Intelligence, Human Resources Information System (HRIS)
- **Published:** November 13, 2026
- **Apply:** https://www.careerbuilder.com/job-details/career-development-manager-charlotte-nc--cc3e0705-59dd-4140-a102-dc049dcfd8fb

## About the Role

Career Development, Career Development, Customer Experience, Healthcare, Biology, Construction, Succession Planning, Employee Retention, Leadership, People Management, 1. Relationship-builder who earns trust and encourages honest feedback from employees.

 2. Highly organized and able to manage multiple priorities with ease.
 3. Familiar with the commercial construction industry and the needs of a growing team.
 4. Excellent communicator with strong attention to detail.
 5. Team-oriented professional who brings energy, professionalism, and follow-through.
 6. Strong coaching, communication, and relationship-building skills.
 7. Able to analyze workforce data and make strategic recommendations.
 8. Experienced in performance management, succession planning, and employee engagement initiatives., 1. Bachelor's degree in human resources, marketing, psychology, or equivalent experience.
 2. At least 5 years of human resources experience, preferably with specialization in the commercial construction industry.

## Description

1. Career Growth & Pathways: Outline and communicate career pathways for each department, including supporting documents such as job expectations, career maps, and review forms.
 2. Leadership Development: Manage employee enrollment in leadership development programs and incorporate program goals into employee development decisions.
 3. Mentoring Program: Manage Barringer's mentoring program, including participation, structure, and ongoing engagement.
 4. Performance Development: Track goals and progress from performance reviews and ensure review meetings are effective and include the right reviewers.
 5. 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.
 6. Training & Learning: Manage enrollment, scheduling, and completion of job-specific required training, including management responsibilities, safety, project management, field operations, and other business needs.
 7. Skills Gap Planning: Partner with department leaders to identify skill gaps and development needs.
 8. Company Initiatives: Plan training for company-wide initiatives such as financial wellness, compliance topics, and management training.
 9. Continuing Education: Manage the Continuing Education program.
 10. Talent Metrics: Measure and report on retention, engagement, promotion rates, and program effectiveness.
 11. Creative Development: Bring creativity and market comparisons to create unique learning opportunities., 1. Start a training committee for ideas and feedback
 2. Higher employee engagement scores
 3. Improved retention of key talent
 4. Increased internal promotions and career advancement
 5. A stronger succession bench prepared to step into future roles
 6. Greater participation in development programs