Workforce Progression Coordinator

Location: Orsett or Rugby office but mostly visiting sites

Contract: Permanent

Hours: Full-time

Salary: Competitive (DOE)

Company Van will be included as this will be travelling to sites.

We offer a competitive benefits package designed to support your wellbeing, finances and lifestyle:

• Holiday entitlement starting at 23 days per year plus 8 bank holidays, increasing to 24 days after one year and 25 days after two years’ service

• Life assurance cover of 4x annual salary

• Pension scheme via salary sacrifice, with company contributions of 5% and employee contributions of 4% (with the option to contribute more)

• Access to a benefits platform offering instant discounts on shopping, dining and travel

• Discounted private health and dental care

• Gym membership discounts, with no minimum contract period

• Cycle to Work scheme

• Electric car scheme, available after successful completion of probation

  The Joseph Gallagher Group is a family owned business that delivers expertise in Civil Engineering whilst putting client satisfaction at the core of the business.

Purpose of the Role

To proactively engage with and support the development of the operational workforce from Labourer through to Pit Boss and General Foreman level, ensuring employees have clear development pathways, regular career discussions and visibility of progression opportunities within the business. The focus would start with Foreman/Supervisor down but you might want to identify other roles within the site structure.

The role would focus on retention, employee engagement, succession planning and identifying development opportunities before employees become disengaged or seek opportunities elsewhere.

This position would act as a dedicated people-development resource, complementing operational management while providing a consistent approach to workforce progression across the business.

Key Responsibilities

Employee Development

• Conduct regular one-to-one development discussions with operational employees.

• Understand employee career aspirations and longer-term goals.

• Create and maintain individual progression plans.

• Monitor qualifications, training requirements and career objectives.

• Identify employees with potential for promotion or additional responsibility.

• Support employees in understanding career pathways within the business.

• Engage with other managers/supervisors for discussions on other identified individuals for progression and retention.

Retention & Engagement

• Build relationships with employees across all projects and sites.

• Undertake regular "stay interviews" with key personnel.

• Identify retention risks before they result in resignations.

• Escalate concerns and proposed actions to management where necessary.

• Gather workforce feedback and identify recurring themes impacting morale or retention.

Talent & Succession Planning

• Maintain a workforce talent matrix.

• Support succession planning for key operational roles.

• Identify future supervisors, foremen and managers.

• Work with operational management to build internal talent pipelines.

Training & Development

• Liaise with HR/training and operational teams regarding training requirements.

• Monitor progress against agreed development plans.

• Could also be involved with the apprenticeships, qualifications and professional development opportunities.

• Ensure training investment aligns with business succession requirements.

Management Support

• Support labour managers and operational managers with development conversations.

• Provide guidance on employee engagement and retention best practice.

• Help develop a stronger people-management culture across the business.

Reporting

Provide monthly reporting on:

• Retention trends.

• Voluntary turnover.

• Internal promotions.

• Succession readiness.

• Development plan completion.

• High-risk retention cases.

• Training and development activity.

Expected Outcomes

Within 12 months, the role should deliver:

• Development plans for the operational workforce.

• Regular career conversations across all operational personnel.

• Improved visibility of employee aspirations and concerns.

• Better succession planning for key operational roles.

• Increased internal promotions.

• Reduced regrettable employee turnover.

• Improved employee engagement and retention.

Candidate Profile

Essential

• Experience in HR, employee engagement, training, recruitment or workforce development.

• Strong communication and relationship-building skills.

• Ability to engage with employees at all levels of the organisation.

• Organised, proactive and self-motivated.

• Comfortable travelling between sites.

Desirable

• Construction, civil engineering or infrastructure sector experience.

• CIPD qualification or equivalent.

Experience in employee retention, talent management or learning and development

LIFE Culture

At the Joseph Gallagher Group, we're promoting a culture change within the industry and demonstrating initiatives to dramatically improve Health, Safety and Wellbeing. In 2014, we launched our award-winning cultural safety programme (LIFE) which is deeply embedded into the company’s DNA and core values.

Equality and Diversity

The Joseph Gallagher Group are committed to providing equal opportunities in employment. All individuals will be treated in a fair and equal manner and in accordance with the law regardless of gender, marital status, race, religion, colour, age, disability or sexual orientation.

Reasonable Adjustments

We want to make our recruitment processes accessible to everyone, so if there is any way that we can support you to enable you to be the best you can, please contact the HR team at ***email_hidden***.