Shannon Fry

• How Okland Construction shifted from a generalist hiring model to a specialist approach by redefining career paths and competencies to support more complex roles
• Re-imagining collaboration between HR and TA, as well as other functions including Finance to share critical information, like competencies, scope, skill levels, and compensation to help create a more aligned and efficient recruitment process
• Enhancing internal mobility through flexible career pathways, enabling existing employees to transition into new specialist roles within the business

This interactive Q&A panel explores how construction organizations are translating talent strategy into practical hiring models that strengthen collaboration, improve quality of hire, and support workforce mobility.

Learn how leaders are aligning HR, TA, and business functions to build scalable talent frameworks that develop specialist skills while maintaining speed and efficiency in hiring.

• Turning specialist career pathways and competency frameworks into practical hiring strategies
• Strengthening collaboration between HR, TA, Finance, and Operations to support smarter workforce planning
• Using better metrics to improve quality of hire, retention, and long-term workforce performance
• Enabling internal mobility to help employees transition into specialist and high-impact roles