About this opportunity
Process Alliance lists this Employee Development Champion opportunity in township of franklin, Indiana. Review the employer’s description below for duties, qualifications and application requirements.
Job description
Job DescriptionCompany Overview:
\ NProcess Alliance is a leading engineering consultancy firm dedicated to delivering innovative solutions in engineering, automation, manufacturing services, and medical devices. With a commitment to being a better model of problem solving, we have been at the forefront of providing cutting-edge engineering services to clients across the life science industry. Our team of experts thrives on solving complex challenges and driving technological advancements to meet the evolving needs of our clients.
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Position Overview :
\ NThe Employee Development Champion is responsible for strengthening Process Alliance’s (PA) people-development systems and helping associates grow in the technical, client, leadership, and team capabilities required to serve clients well, build strong teams, and sustain long-term organizational health. This role stewards the learning, mentoring, development-planning, and leadership-readiness practices that help associates become more capable, confident, and prepared for future opportunities.
\ NThe Employee Development Champion works across business platforms, steering teams, people leaders, Human Resources (HR), Project Management Office (PMO), and senior leadership to translate PA’s values and strategic priorities into practical development systems. The role supports Process Alliance’s commitment to becoming an Employer of Choice and Provider of Choice by ensuring development is intentional, accessible, aligned with business needs, and reinforced through repeatable systems rather than informal or inconsistent effort.
\ NThis role embodies Process Alliance’s core values of Authentic Integrity, Faithful Stewardship, Curiosity, and Courage by helping associates learn, receive feedback, build capability, and prepare for greater responsibility.
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Primary Responsibilities
\ N1. Employee Development System Stewardship
\ NDesign, improve, and coordinate the systems that support associate development across PA.
\ NExpected Outcomes: Clearer development pathways | More consistent learning experiences | Better visibility into development needs and progress
\ N Inventory currentemployee-development programs, practices, tools, and touchpoints.
\ N Identify gaps, redundancies, and improvement opportunities across existing development systems.
\ N Establish practical development pathways aligned with PA roles, client needs, and strategic priorities.
\ N Coordinate with system owners, steering teams, and leaders to keep development practices current and useful.
\ N Ensure development activities connect to business needs, employee growth, and long-term organizational capability.
\ N 2. Technical Skills Development
\ NStrengthen the systems that help associates build the technical and professional capabilities required for excellent project delivery.
\ NExpected Outcomes: Stronger technical readiness | Better project performance | Improved capability visibility
\ N Work with business platform leaders and technical subject matter experts to identify priority technical skill needs.
\ N Support development of role-based technical learning paths, mentoring approaches, training content, and practical job aids.
\ N Coordinate workshops, peer learning, technical mentoring, and other learning experiences.
\ N Help connect technical development to project readiness, quality expectations, client needs, and future staffing requirements.
\ N Track participation, completion, and evidence of development progress where appropriate.
\ N Partner with PMO, Quality, Safety, and business-platform leaders to align development systems with execution expectations.
\ N 3. Client Skills Development
\ NHelp associates build therelationship, communication, problem-solving, and service behaviors that support outstanding client experiences.
\ NExpected Outcomes: Stronger client relationships | More consistent client-service behaviors | Improved confidence in client-facing situations
\ N Develop and coordinate training that builds client communication, relationship stewardship, hospitality, empathy, and problem-solving skills.
\ N Support consultative client-development practices, including Same Side Selling concepts where appropriate.
\ N Coach associates and leaders on trust-building, listening, follow-through, and professional communication.
\ N Partner with Business Development, PMO, and client-facing leaders to align development with client expectations.
\ N Reinforce client-service behaviors that help PA remain a trusted advisor and Provider of Choice.
\ N Capture lessons learnedfrom client-facing work and translate them into practical development content.
\ N 4. Leadership Development
\ NSupport the development of current and future leaders below the executive level.
\ NExpected Outcomes: Stronger leadership bench | Increased readiness for future roles | Better manager effectiveness
\ N Support leadership-development systems for emerging leaders, project managers, program managers, team leaders, and future business-platform leaders.
\ N Coordinate existing developmental and connection programs.
\ N Help leaders build capability in feedback, accountability, communication, decision-making, influence, and values-based judgment.
\ N Partner with leaders toconnect leadership development with succession planning below the executive level.
\ N Support readiness discussions by helping define development needs, growth opportunities, and practical next steps.
\ N 5. Team Skills and Culture-Building
\ NStrengthen the behaviors and practices that help teams work together with humility, hunger, people smarts, trust, and shared purpose.
\ NExpected Outcomes: Healthier teams | Stronger collaboration | Better alignment with PA values
\ N Support team-development practices that help associates build trust, communication, collaboration, and accountability.
\ N Incorporate the Ideal Team Player framework where appropriate to reinforce humility, hunger, and people smarts.
\ N Design or coordinate team-building activities and collaborative learning experiences.
\ N Help leaders identify team-development needs and select practical interventions.
\ N Reinforce PA’s values through development content, leadership expectations, and team practices.
\ N Support development of a consistent feedback model aligned with PA’s belief that feedback is a gift.
\ N 6. Development Planning and Career Growth
\ NHelp associates and leaders turn development conversations into practical plans and visible progress.
\ NExpected Outcomes: More meaningful development plans | Stronger career conversations | Better connection between growth and opportunity
\ N Support development-planning practices that help associates clarify strengths, growth areas, interests, and next steps.
\ N Help leaders conduct effective development conversations and follow through on agreed actions.
\ N Connect development plans to mentoring, training, project opportunities, certifications, stretch assignments, and future role readiness.
\ N Identify common development themes and recommend improvements to programs, content, and support systems.
\ N Promote a culture whereassociates take ownership of growth and leaders actively support development.
\ N Coordinate with HR and business leaders to ensure development practices complement performance, role clarity, and workforce-planning systems.
\ N 7. Measurement, Visibility, and Continuous Improvement
\ NCreate visibility into the health and effectiveness of employee-development systems.
\ NExpected Outcomes: Better development data | Improved program decisions | Stronger accountability for development outcomes
\ N Define practical measures for participation, completion, effectiveness, readiness, and development-system health.
\ N Prepare updates for leaders, steering teams, and senior leadership as requested.
\ N Use feedback, participation data, and business needs to improve development offerings over time.
\ N Identify development risks that may affect staffing, client service, leadership readiness, or associate retention.
\ N Recommend improvements that make development systems more scalable, accessible, and effective.
\ N Support a continuous-improvement mindset by testing, learning, refining, and standardizing what works.
\ N Qualifications
\ NEducation Required: Bachelor’s degree in business, organizational leadership, human resources, education, engineering, science, psychology, or a related field, or equivalent professional experience.
\ NPreferred: Master’s degree, leadership-development certification, coaching certification, learning-and-development certification, or other relevant professional credentials.
\ NExperience
\ N 10–15+ years of experience in employee development, leadership development, training, organizational development, technical capability building, HR, consulting, professional services, engineering, life sciences, manufacturing, or a related field.
\ N Demonstrated experiencedesigning, coordinating, or improving development programs or learning systems.
\ N Experience collaborating with leaders, technical professionals, project teams, or client-facing associates.
\ N Experience facilitatingworkshops, mentoring programs, coaching conversations, or development-planning processes.
\ N Experience translating organizational goals into practical development content, tools, and routines.
\ N Preferred: experience in a consulting, engineering, life sciences, manufacturing, or professional-services environment.
\ N Preferred: experience supporting leadership-development systems, succession readiness, project-management capability, or technical training.
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Qualified applicants must be authorized to work in the United States on a full-time basis. Process Alliance will not provide support for or sponsor work authorization or visas for this role, including but not limited to F-1 CPT, F-1 OPT, F-1 STEM OPT, J-1, H-1B, TN, O-1, E-3, H-1B1, or L-1 .
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About Our Culture:
\ NAt Process Alliance, we strive to be a better model for how problems are solved and solutions are delivered. We believe in providing a supportive and inclusive work environment where employees can thrive both personally and professionally. Join our team and be part of a company that is shaping the future of engineering solutions.
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Location:
\ NMuch of our work is focused in the Indianapolis, Indiana area, however we have employees and projects from coast to coast and internationally. Candidates from all U.S. locations are welcome to apply.
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Learn more about us:
\ NVisit our website at to explore our projects, expertise, and the impact we make in the engineering and consultancy space.
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Process Alliance is an equal opportunity employer. We encourage applications from candidates of all backgrounds and experiences.
Worksite address
township of franklin, IN, 46131, US
Who can apply
Review the original listing for work authorization, qualifications and employer requirements.