Director of Cx Capability

At Salas O’Brien we tell our clients that we’re engineered for impact. This passion for making a difference applies just as much to our team as it does to our projects. That’s why we’re committed to living our values every day: inspiring, achieving, and connecting as shared owners of our success with a focus on a sustainable future.

Building for the long-term means that all of our team members can expect to work on amazing projects with a people-first approach to problem solving. It also means that each member of our team has truly limitless potential to build a unique, meaningful, and high-impact career—and they’ll receive great total rewards along the way.

About Us:

Founded in 1975, Salas O’Brien is an employee-owned engineering and professional services firm focused on achieving impact for our clients, our team, and the world. We know that tomorrow’s requirements are today’s opportunities, and we are here to design lasting solutions for pressing challenges.

We work across a variety of industries providing integrated engineering and consulting services. Our specialized experience includes design for data centers, healthcare, science and technology, high-rise buildings, clean energy, education, and other building types as well as structural and building sciences, infrastructure asset management, advanced robotics, and more.

Our technical expertise is paired with an exceptional team of business development, human resources, finance and accounting, information technology, and marketing professionals, all of whom play a key role in bringing our commitments to life every day.

Job Summary: The Director of Cx Capability is responsible for building and sustaining the technical, operational, and leadership capabilities required for Impact Cx to execute projects consistently, safely, and at scale. This role develops structured learning pathways, field-readiness programs, competency standards, mentoring frameworks, and knowledge-transfer systems that accelerate technical growth and strengthen execution across the Cx practice.

Reporting to the Managing Principal, the Director partners closely with senior Cx leaders, Operations, Quality & Technical Excellence, and Project Operations & Controls to ensure capability-building efforts align with business priorities, project demands, client expectations, and future growth objectives. The role is business- and operations-focused; it is not responsible for Human Resources administration, employment policy, Team Member relations, compensation, benefits, or formal performance management processes.

Responsibilities:

Cx Capability Development System

• Design, implement, and continuously improve Impact Cx capability-development systems that support technical readiness, field execution, and operational consistency.
• Integrate classroom learning, online resources, field experience, mentoring, competency assessment, and readiness milestones into a practical development framework for Cx roles.
• Maintain and enhance existing career pathways and competency frameworks in partnership with senior Cx leaders, technical experts, and operational stakeholders.
• Develop governance, standards, metrics, and continuous-improvement processes that allow capability-development programs to scale with the organization.
• Translate business priorities, project demands, and readiness gaps into practical capability-building plans

Cx Capability Development System

• Develop and maintain learning pathways supporting Cx professionals from onboarding through advanced technical, project leadership, and operational leadership responsibilities.
• Develop and coordinate annual technical-development priorities, training plans, and Cx-specific learning initiatives.
• Partner with operational leaders and subject matter experts to identify Impact Cx capability needs and evaluate opportunities to incorporate Cx-focused training, tools, and resources into Salas Impact Academy to strengthen field readiness and project execution.
• Coordinate internal instructors, subject matter experts, external training providers, vendors, and educational resources that support Cx capability development.
• Establish standards for course design, facilitation, learning materials, field-practice activities, and program evaluation.
• Evaluate program effectiveness and continuously improve content and delivery based on business needs, competency results, participant feedback, and lessons learned.

Field Development, Mentoring & Assessment

• Design structured field-development experiences that include shadowing, guided practice, required project exposure, progressive responsibility, and supervisor or mentor signoff.
• Establish and coordinate mentoring and technical coaching programs that support field readiness, knowledge transfer, and consistent project execution.
• Partner with senior Cx leaders, technical experts, and operational stakeholders to develop practical Cx competency assessment tools that validate field readiness, support professional growth, and align capabilities with established role expectations and project delivery standards.
• Partner with Operations and Quality & Technical Excellence to define readiness expectations for increased responsibility, field leadership, and advancement within Cx roles.
• Monitor development progress through established pathways and provide leaders with actionable visibility into capability trends, readiness gaps, and development priorities.

Operational Leadership Readiness

• Develop programs that prepare Cx professionals for increasing levels of field leadership, project responsibility, technical decision-making, and operational impact.
• Partner with senior Cx leaders to define readiness expectations for supervisory, project leadership, and business leadership responsibilities.
• Develop leadership workshops, coaching resources, and management-development curriculum focused on project execution, operational excellence, technical leadership, and client delivery.
• Partner with Cx leaders and practitioners to accelerate field readiness, technical proficiency, and professional growth through established Impact Cx development programs and hands-on learning opportunities.
• Strengthen leaders' ability to transfer technical knowledge, provide practical feedback, build high-performing project teams, and support consistent field execution.
• Facilitate leadership forums and learning sessions focused on technical field leadership, project delivery, role-specific expectations, and operational best practices.

Knowledge Management

• Capture and organize technical knowledge, lessons learned, standard work examples, project case studies, and field-tested practices that can be reused across the organization.
• Develop a sustainable process for converting subject matter expertise into accessible learning resources, playbooks, job aids, and reference materials.
• Create a searchable body of knowledge that supports training, field execution, mentoring, onboarding, and continuous improvement.

Organizational Capability & Field Readiness

• Partner with executive, operations, and department leaders to identify capability gaps that may affect growth, project delivery, quality, safety, or client service.
• Align capability-development priorities with business strategy, operational needs, project pipeline demands, and growth objectives.
• Support readiness for growth, new services, geographic expansion, acquisitions, and organizational change through targeted technical and operational development strategies.
• Provide leadership with visibility into technical capability trends, readiness gaps, emerging skill requirements, and development priorities that support project execution and growth.
• Partner with Human Resources only when capability development intersects with broader organizational initiatives, while maintaining clear ownership of technical readiness, field development, and operational capability-building.

Qualifications and Experience:

Required

• Bachelor's degree or equivalent experience.
• 15+ years of experience in technical development, workforce capability development, learning architecture, field training, operational leadership development, or a related capability-building function.
• Experience designing and implementing enterprise learning, technical readiness, or workforce capability programs.
• Experience developing competency models, role expectations, career pathways, readiness milestones, or structured field-development programs.
• Strong facilitation, presentation, program design, and technical coaching skills.
• Demonstrated ability to influence and collaborate across technical, operational, executive, and support functions.
• Ability to translate complex business and technical requirements into practical, scalable development systems.

Preferred

• Experience within engineering, construction, commissioning, consulting, or professional services.
• Experience with Learning Management System content coordination, instructional design, or learning pathway development.
• Experience building capability-development or technical-readiness programs from the ground up.
• Experience with field-based learning, technical qualification, mentoring, competency assessment, or project-readiness programs.

Location: Remote

Travel: Up to 25%

Compensation & Benefits:

The expected base salary range for this role is $150,000 - $190,000 USD per year. Actual compensation will be determined based on a number of factors including skills, experience, qualifications, and location.

This role is also eligible for performance-based bonuses and a comprehensive U.S. based benefits package, including:

• Medical, dental, and vision insurance
• 401(k) with company match
• Paid time off and company holidays
• Wellness programs and employee assistance resources
• Professional development support

For more information, visit our full benefits overview here.

Equal Opportunity Employment Statement

Salas O’Brien provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, colour, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state/provincial, or local laws. Salas O’Brien will accommodate the disability-related needs of applicants as required by law.

Third-Party Agency Notice
Salas O’Brien does not accept unsolicited resumes from external recruiters or agencies. We only work with approved partners engaged directly by our Talent Acquisition team for specific searches. Unsolicited submissions will not be eligible for placement fees.