Training Specialist

Posted: 08/08/2019

Primary Purpose

This position provides direction and leadership for the plant hourly education and training effort to ensure that all manufacturing associates have the competencies required to meet customer and government requirements and continuous improvement in every manufacturing performance indicator.  This position is accountable for the  coordination of the hourly training processes and systems which meet prescribed training guidelines.


This position is key to the implementation and measurement of key intervention strategies which allow the plant to achieve its performance objectives.  The incumbent plays a key role in assessing local competency gaps and helps to define measures for remediation of these gaps.



Key accountabilities

  • Lead the hourly plant training function
    • Assists in developing annual plant hourly training plan
    • Identify and organize resources to implement hourly training plans
    • Participates in auditing plant hourly training function performance against training guidelines
    • Advises plant leadership on matters related to floor education & training


  • Oversee and use plant hourly training systems
    • Certification check-off process
    • Annual verification and performance screening process
    • Recordkeeping system
    • Objective based training methodology system
    • Develop valid testing/test-out systems to ensure knowledge retention
    • Develop practical OTJ assessments to ensure knowledge retention


  • Develop, implement and conduct training and development programs for hourly and salary employees
    • New employee orientation process 
    • Develop curriculum to optimize employee performance and capabilities within a manufacturing environment
    • Assist HR Manager and Talent Manager with developing annual salary training and development requirements.
    • Develop and implement annual training plans for hourly and salary employees
    • Train trainers
    • Maintain and support craft/maintenance training


  • Measure and evaluate training
    • Evaluate skills attained in job training
    • Conduct post-training follow-up to measure training effectiveness
    • Develop metrics that measure impact of training to verify that training relates to organization development requirements
    • Identify performance gaps through annual assessments (knowledge, skills and ability)



Leadership competencies, technical skills requirement

  • Bachelor’s degree in HR or other related field
  • 2-5 years manufacturing experience
  • 2-5 years of experience in training facilitation for hourly and salary staff
  • 2-5 years of experience conducting gap analysis and proposing solutions for countermeasures
  • 2-5 years of experience in curriculum design and development writing of objective based training guides and the creation of evaluation tools
  • Established communications with plant leadership in an influential role
  • Leadership skills to lead and manage training department personnel
  • Competent in technology utilized in training industry
  • Ability to recommend learning & development interventions after analysis of problem and consideration of alternative solutions
  • Ability to develop training curriculum in a manufacturing environment
  • Process thinking and ability to develop standard work and lead in a continuous improvement environment
  • Capable to organize group activity
  • Communicates effectively in visual, oral and written form utilizing required technologies
  • Demonstrates appropriate interpersonal, group process and consulting behaviors
  • Specialized training knowledge including knowledge of training technology and equipment operations
  • Understanding of adult learning theory and how to apply in a 24/7 manufacturing operations environment
  • Understand how to apply performance improvement technologies to manufacturing situations
  • Ability to design and implement systems to track training and the associated costs
  • Must stay current on industry trends in Learning & Development to meet the needs of cross-generational associates learning preferences