Learning & Development

GeoStabilization International (GSI), Access Limited, and RoadGuard together form a leading infrastructure solutions platform dedicated to protecting people and strengthening critical infrastructure across North America and New Zealand. 

GSI is the premier geohazard mitigation firm specializing in emergency slope stabilization, landslide repair, grouting, and micropiles through innovative design-build delivery. Access Limited brings over a century of steep-slope expertise and operates North America’s largest fleet of spider excavators, delivering complex rockfall and geotechnical solutions in the most challenging environments. RoadGuard, founded in 2024, unites industry-leading roadway safety companies providing guardrail, bridge railing, highway signage, fencing, and specialty fabrication services.

Across all our businesses, we are driven by innovation, extreme ownership, technical excellence, and a relentless commitment to measurable results that improve safety and infrastructure resilience. 

GeoStabilization International is a high-growth, mission-driven geohazard mitigation and infrastructure engineering firm. Our competitive advantage rests on exceptional people, disciplined execution, and continuous capability-building. Right now, we're at an inflection point: we're consolidating our learning and development function, modernizing our talent development infrastructure, and building the strategic systems that will scale our organization to the next level.

We're seeking a strategic, hands-on L&D leader to own this transformation end-to-end. This isn't a traditional L&D role—it's a builder's role that demands both big-picture strategic judgment and operational rigor. You'll set the vision for how GSI builds capability across all levels—from frontline compliance training to executive leadership development. You'll own the organizational architecture: career frameworks, skills matrices, succession planning infrastructure, and the LMS strategy that ties it all together. You'll mentor and develop your team. And you'll partner closely with Safety, Operations, HR Business Partners, and the Chief People Officer to translate business needs into real capability gain.

What You'll Own

Enterprise Learning Strategy

• You'll design and own the enterprise learning strategy—the vision, priorities, and governance model that aligns talent development investment with business and workforce needs. You'll lead a comprehensive audit of the current training portfolio, then drive the redesign and modernization of the curriculum architecture. You'll design leadership development programming across all levels, calibrated for both field operations and corporate leaders.

Career & Succession Architecture

• You'll own and deploy the career development framework—tools, methodology, manager enablement—that embeds development as a core discipline of people leadership. You'll architect skills matrices, career pathways, and training requirements that reflect real field and role requirements. You'll be a strategic advisor to HR Business Partners on succession planning, deciding when to leverage internal resources or bring in external expertise.

Learning Technology & Infrastructure

• You'll own the LMS strategy end-to-end—from platform evaluation and selection, through content architecture, governance, and reporting—to create a scalable digital learning infrastructure that serves diverse learner populations across multiple states.

Instructional Design & Program Quality

• You'll set and enforce instructional design standards grounded in adult learning theory. You'll translate complex technical and operational requirements into practical, competency-based learning experiences suited to a predominantly blue-collar field workforce. You'll provide quality assurance oversight for training developed across Safety, Operations, and other functions.

Team Leadership & Development

• You'll lead and develop your training, compliance training, and skills matrices teams—setting performance standards, building capability, and holding your team accountable to execution. You'll foster a culture of strategic thinking, not just task completion.

What You Bring:

• A minimum of 7 years of progressive L&D or organizational development leadership, with hands-on strategy design and end-to-end program delivery ownership.
• Proven success designing development solutions across both blue-collar/field and white-collar/professional populations within a single organization.
• Direct ownership of LMS strategy—platform selection, implementation, governance, and scaling across a diverse organization.
• Deep grounding in instructional design and adult learning theory, with ability to evaluate training content rigor and modality critically.
• Experience architecting career frameworks, competency matrices, or succession planning infrastructure that embed development into organizational DNA.
• Executive presence and cross-functional influence. You command credibility with field leaders, corporate teams, and C-suite alike.

You'll stand out if you:

• Have experience in a multi-state, field-based, or operationally intensive industry (construction, infrastructure, industrial/environmental services, energy, or similar).
• Have owned or led the integration of previously separate teams or functions into a unified operating model.
• Hold certification in a personality or strengths-based assessment methodology (CliftonStrengths, Myers-Briggs, DISC, or equivalent).
• Have demonstrable experience measuring training ROI and adjusting strategy based on outcome data.

US pay range for this role. $110,000—$130,000 USD

Soil Nail Holdings and its subsidiaries are equal opportunity employers. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.