Job Description

Job Description

AMS Industries, Inc. is a MEP+™ contracting firm serving the commercial, industrial, refrigeration, and nuclear industries (PMT). With over 60 years of existence, AMS has grown from a small refrigeration contractor with a few employees to a multi-discipline and multi-market MEP contractor with more than 500 employees. We strive to meet our commitments to clients, develop our people and help improve communities.

Located in our beautiful Woodridge facility, the Employee Development Coordinator is responsible for fostering employee growth and preparing staff for expanded responsibilities through targeted development programs, training initiatives, and career progression support. This role focuses on both office and field employees, ensuring a structured approach to mentorship, onboarding, leadership readiness, and succession management.

Responsibilities:

Employee Development, Succession Planning & Talent Advancement

The development program is designed to support employees at various career stages, enhancing both individual growth and organizational success.

Office & Field Employee Development

• Conduct individual 1:1 meetings with office employees in customer-facing and execution roles, as well as field employees preparing for leadership roles, to assess development needs and establish growth plans.
• Collaborate with Division Managers and Superintendents to identify high-potential employees and develop leadership readiness initiatives.
• Schedule and oversee structured training programs tailored to both office and field employees, ensuring alignment with organizational objectives.
• Conduct post-training evaluations to gauge effectiveness and make refinements as needed.
• Manage succession planning efforts by identifying future leaders, tracking their progression, and ensuring they receive the training necessary for leadership roles.
• Work closely with HR and leadership teams to develop strategic workforce plans that align employee growth with future business needs.

Associate Client Manager (ACM) Development Program

• Manage and oversee the ACM Development Program, ensuring structured mentorship and targeted skill-building initiatives.
• Work closely with ACMs to identify strengths and areas for growth, creating customized development plans.
• Provide continuous feedback, guidance, and resources to support ACMs in their professional advancement.
• Assess program effectiveness and recommend enhancements to align with organizational goals.

Summer Intern Program

• Develop and manage the Summer Intern Program, ensuring a structured experience that introduces interns to key business functions.
• Coordinate onboarding, training, and mentorship for interns to facilitate their engagement with employees and leadership.
• Evaluate intern performance, provide constructive feedback, and assess potential long-term fit within the organization.
• Continuously refine the program to align with business needs and attract top emerging talent.

Employee Onboarding

• Oversee the onboarding process for new employees, ensuring a seamless transition into their roles.
• Develop standardized onboarding materials and training plans tailored to different positions.
• Conduct follow-ups with new hires to assess their onboarding experience and provide additional support as needed.
• Monitor new employee engagement and integration, making necessary adjustments to improve onboarding effectiveness.

Mentorship & Career Progression

• Manage the Associate Client Manager Mentorship Program, facilitating mentorship pairings and tracking outcomes.
• Provide support and resources to mentors and mentees, ensuring meaningful professional development.
• Guide employees through career progression initiatives, ensuring they have the necessary training and resources for advancement.
• Support long-term succession planning by identifying and preparing employees for future leadership roles, aligning individual growth with organizational strategy.

Program Evaluation & Continuous Improvement

• Regularly assess the effectiveness of development programs based on employee feedback and manager insights.
• Maintain awareness of industry trends to ensure company-wide training initiatives remain competitive and impactful.
• Act as a bridge between employees and leadership teams to align development initiatives with business goals.

Qualifications:

• Experience in employee development, talent management, or human resources, preferably within the construction or trades sector.
• Understanding of union trade practices and workforce development needs.
• Strong communication and interpersonal skills with a focus on coaching and mentoring employees.
• Ability to assess development opportunities and align them with both individual and organizational goals.
• Strong organizational, time management, and decision-making skills.
• Proven experience managing succession planning initiatives and preparing employees for leadership roles.
• Ability to travel to job sites or offices as required.
• Familiarity with HRIS/ Talent Management Platforms

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