Performance & Talent Development Advisor

Introduction:

Bigge Crane and Rigging has been elevating America since 1916. With over 1,800 cranes and a coast-to-coast presence, we buy, sell, rent, operate, and maintain one of the largest, most advanced crane fleets in the country. We’ve played a role in building some of America’s most iconic landmarks and earned a reputation for doing it right—with performance, precision, and accountability.

Job Overview:

We are seeking a highly credible, business-minded Performance and Talent Development Advisor to operate as an internal advisor across all levels of the organization. This individual will work directly with the CEO and senior leadership to elevate individual performance, align workforce capability with business objectives, and strengthen long-term talent retention.

This role spans the full workforce, from hourly field employees to executive leadership, and requires the ability to translate behavioral insight into practical, job-relevant action in a safety-critical, operational environment.

Responsibilities:

Enterprise Coaching & Individual Development

Conduct structured and unstructured 1:1 coaching sessions across all levels of the organization, including:

Hourly field employees (operators, riggers, mechanics)

Frontline supervisors and project leaders

Senior leadership and executive team members

Assess individual performance drivers, behavioral patterns, and decision-making tendencies

Help employees define clear career paths, including lateral and vertical growth opportunities within the organization

Coach employees through real-time challenges such as performance gaps, role transitions, leadership responsibilities, and interpersonal conflict

Reinforce accountability by linking personal development plans to measurable business outcomes

Strengths-Based Development (CliftonStrengths)

Lead enterprise-wide implementation and ongoing utilization of CliftonStrengths

Facilitate individual debriefs and team-based workshops to translate strengths into role-specific behaviors

Partner with leaders to integrate strengths into:

Hiring decisions

Team composition

Performance management and succession planning

Ensure strengths-based language becomes embedded in daily operations, not treated as a one-time initiative

Executive Coaching & Advisory

Provide ongoing, high-trust coaching to the CEO and executive leadership team

Act as a sounding board for complex leadership decisions involving people, structure, and organizational design

Identify leadership blind spots, behavioral risks, and decision-making patterns that may impact business performance

Support executives through high-stakes situations such as organizational change, conflict resolution, and succession planning

Deliver candid, actionable feedback with the credibility to influence senior stakeholders

Organizational Insight & Talent Strategy

Diagnose organizational friction points, including communication breakdowns, leadership gaps, and misalignment between roles and capabilities

Identify high-potential employees and support targeted development plans to accelerate readiness for critical roles

Partner with Recruiting to:

Refine candidate profiles based on observed success patterns

Improve selection accuracy and long-term retention outcomes

Collaborate with Operations to ensure workforce capability aligns with current and future business demands

Retention & Workforce Stability

Proactively identify employees at risk of disengagement or turnover, particularly in critical or hard-to-fill roles

Conduct targeted interventions to address root causes of attrition, including role misalignment, leadership issues, or lack of career clarity

Support internal mobility by helping employees transition into roles where they can perform at a higher level

Contribute to reducing performance-related turnover and improving overall workforce stability

Training, Facilitation & Leadership Development

Design and deliver structured training programs focused on:

Leadership capability development

Communication effectiveness

Conflict management and accountability

Career ownership and progression

Facilitate workshops for frontline leaders to improve team management, safety culture, and performance consistency

Build scalable development frameworks that can be deployed across multiple regions and business units

Field Engagement & Operational Integration

Spend consistent time in the field, including job sites, yards, and maintenance facilities, to:

Build trust and credibility with frontline employees

Understand operational realities, constraints, and pressures

Ensure all coaching and development efforts are grounded in:

Safety expectations

Productivity demands

Real-world working conditions

Translate field insights into actionable recommendations for leadership

Cultural Stewardship & Performance Environment

Reinforce a culture of accountability, ownership, and continuous improvement

Align individual motivations and behaviors with company values and operational standards

Serve as a neutral, trusted resource for employees navigating sensitive or high-stakes situations

Help shape a performance-driven culture that balances high expectations with employee development and support.

Requirements:

Bachelor’s degree required

Master’s degree required, preferably in Organizational Psychology, Industrial-Organizational Psychology, Counseling, Executive Coaching, or a related field

10+ years of experience in:

Executive coaching, organizational development, or behavioral consulting, or

Operational leadership within heavy equipment rental, oil and gas, construction, or industrial field service environments

Demonstrated ability to influence both frontline employees and senior executives

Strong foundation in behavioral psychology, performance management, and adult learning principles

Ability to translate complex behavioral concepts into practical, job-relevant actions

High level of emotional intelligence, discretion, and credibility

Like to See’s:

PhD in Psychology or related discipline, with emphasis in behavioral science, performance psychology, or organizational dynamics

Certification or deep experience with CliftonStrengths (Gallup)

Direct experience working within heavy equipment rental, oil and gas, construction, or similar industrial environments

Prior experience advising C-level leadership in a high-performance, operationally rigorous environment

Track record of improving retention, leadership effectiveness, and internal mobility

Experience working directly with field-based or blue-collar workforces

Benefits:

Competitive pay and a matching 401(k) plan

Vacation, Company Holidays, and Sick Days

Flexible spending accounts/Health Savings Account

Reimbursement plan for the company Bring Your Own Device (BYOD) Policy

Bigge provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, military or veteran status.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.