Day Two

• Learn how HITT’s PE Program equips college graduates through a structured one year training pathway paired with a dedicated sponsor, building a stronger pipeline of assistant superintendents who stay longer, deliver more consistent processes, and drive higher client satisfaction
• Explore how you can reimagine learning and deliver initiatives designed specifically for frontline employees who aren’t tied to a desk, and how HITT redesigned learning experiences to meet the realities of fieldwork and reduce early turnover, especially in the critical first 90 days
• Hear how innovations like HITT’s new learning app and revamped field ready training have strengthened project execution, boosted internal mobility, and delivered measurable improvements to retention, performance, and bottom-line impact across subsequent projects

• How Shawmut is delivering effective, in the moment learning for frontline employees who prefer in person development but can’t be pulled off active job sites
• Designing training that works in non-traditional environments, including job sites, trailers, and active project tours, without compromising safety, productivity, or engagement
• Proven strategies for building frontline buy in by demonstrating the real-world value of L&D and connecting training to daily challenges and career growth
• How blended learning approaches and targeted metrics are driving measurable skill gains and higher engagement across dispersed project teams

This interactive Q&A explores how companies are rethinking early career pathways, building field friendly training experiences, and using blended learning to support frontline employees in ways that strengthen execution, mobility, and long-term workforce stability.

• How will we adapt training so it meets people where they work; on active sites, in trailers, and during the first 90 days when turnover risk is highest?
• What needs to change in how we demonstrate the value of L&D, so frontline teams buy in and see clear links to performance, safety, and career growth?

• Learn how ARCO is using simple pre and post training manager guides to increase leadership involvement, strengthen accountability, and ensure associates feel genuinely supported in their growth before, during, and after training takes place
• A practical look at how these guides were created, introduced, and adopted across new hire and leadership programs, prompting managers to set clear expectations ahead of training and reinforce learning through intentional follow-up conversations
• Discover how focusing on the learner experience earlier in the change process, rather than responding to lastminute training requests has driven stronger buy in, more meaningful development conversations, and practical ways peers can replicate this approach to elevate training effectiveness and long-term capability growth

• How Rosendin is building confident frontline leaders through voluntary public speaking and communication training that directly improves safety, customer interactions, and day-to-day efficiency
• Why shifting from mandatory to voluntary enrolment turned soft skill development into Rosendin’s most popular program, with classes filling within minutes and expanding far beyond the field to PMs, estimators, and operations staff
• The real-world impact of a two module approach covering public speaking, email professionalism, active listening, and extreme ownership, helping frontline leaders speak up, lead effectively, and strengthen retention through greater confidence and engagement

This interactive Q&A explores how voluntary soft skill development and intentional pre and post training manager touchpoints can boost confidence, accountability, and real-world behaviour change on the jobsite.

• How will we design learning that gives frontline leaders the confidence to speak up, coach effectively, and lead with clarity?
• Where can managers play a more deliberate role, before, during, and after training, to reinforce expectations and drive behavior change?
• Are we supporting frontline employees with the conversations, feedback, and follow-through they need—or just giving them training without the structure that helps it stick?

• How Haskell addressed inconsistent expectations by creating clear sponsor responsibilities and shifting intern perception from liability to valuable early talent contributors
• How a structured ten week development program built core project competencies through a blend of shared learning and tailored hands-on experience.
• How this redesigned internship experience strengthened Haskell’s workforce pipeline, achieving a 92% intern-to-employee conversion rate to employee conversion rate

• How a nationally recognized, Department of Labor aligned apprenticeship program scaled over a decade from 6 apprentices to over 200+ to create a strong internal pipeline; producing superintendents, foremen, and bilingual leaders from within the business
• How blending classroom learning with on-the-job training and immersive development experiences has driven 82% retention, reduced turnover, improved safety outcomes, and delivered meaningful cost savings for both the organization and its clients
• How executive access, internal mobility, community focused projects, and inclusive development pathways create loyalty, empowerment, and long-term career progression that keeps people engaged and growing

• Learn how an individualised, blended learning path replaced one size fits all training, giving early career project engineers a transparent roadmap that meets next gen expectations for clarity, growth and progression
• See how structured manager involvement, development conversations and flexible learning options have strengthened manager-learner partnership and increased engagement in talent development
• Explore the early impact: rising retention among project engineers, stronger early career buy in, and a scalable model that reduces downstream training demand by investing in targeted skill-building from day one

This interactive Q&A explores how clear expectations, blended learning, hands-on development, and intentional support can transform internships and apprenticeships into reliable engines for talent growth and workforce stability.

• How will we design internships and apprenticeships that feel purposeful, structured, and genuinely connected to real project work?
• What expectations, sponsors, or supports do we need to ensure early talent feel valued, confident, and committed from day one?
• Are we treating early career development as a pipeline strategy-or as a short-term program without long-term progression in mind?

In this quick-fire session, each table will be hosted by an HR leader who will share the secrets of their most high-impact leap; you then get the opportunity to question, the host before moving on to your next table.