Manager, Technical Trainer

JLL•Chicago, IL

9d•$149,600 - $179,520•Onsite

About The Position

The Manager, Technical Trainer (M2) leads JLL's North America RME field-training organization — a team of seven Technical Trainers (P2) partnered with the JLL Technical Training Center (TTC). The role owns the structured onboarding of newly hired RME managers across the account, directs the development and delivery of advanced technical-troubleshooting curriculum that extends beyond the standard certification ladder, and governs technical-certification (TAC) compliance across new-site launches. Working across Central, Operations, and Launch stakeholders, the Manager sets training strategy against business-unit-specific capability gaps, deploys the trainer team against prioritized sites, and converts certification into floor-tested capability through a recurring program of site Tech Drills.

Requirements

Bachelor's degree in Engineering, Information Technology, Education, Instructional Design, or a related field; or seven years of material-handling, reliability-maintenance, or technical-training experience; or an equivalent combination of education and experience.
Prior people-management experience and prior experience as a Technical Trainer or Field Trainer are strongly preferred.
Demonstrated ability to lead, coach, and develop a distributed team of technical specialists.
Sound program- and project-management skills sufficient to manage multiple concurrent training initiatives across a large site network.
Experience setting strategy, managing to metrics, and reporting outcomes to senior stakeholders.
Working knowledge of material-handling equipment (MHE), automation and controls systems, and the technical-certification (TAC) framework.
Proficiency with learning management systems (LMS), virtual training platforms (for example, Microsoft Teams, Zoom, or Webex), and standard productivity and collaboration tools.
Familiarity with e-learning authoring tools and curriculum-development workflows.
Strong leadership, facilitation, and communication skills, with the ability to engage audiences ranging from front-line technicians to senior leadership.
Ability to translate complex technical and reliability data into clear training priorities and executive-ready reporting.
Sound judgment in balancing competing priorities across multiple stakeholders, and a consistent commitment to developing others.

Nice To Haves

Five or more years of experience in technical training, reliability maintenance, or instructional design, including at least two years in a people-leadership role.
Industry-recognized credentials such as the Certified Technical Trainer (CTT+), instructional-design certifications, or Smart Automation Certification Alliance (SACA) certifications.
Working knowledge of adult-learning principles and instructional-design methodologies (such as ADDIE - Analysis, Design, Development, Implementation, and Evaluation - or the Successive Approximation Model, SAM).
Experience supporting new-site launches, change-management initiatives, or large-scale certification programs.
A self-motivated leader with strong problem-solving skills and adaptability to changing operational and technological environments.
A collaborative partner who builds constructive relationships across functions and at all levels of the organization.
Detail-oriented and outcome-focused, with a consistent commitment to quality and to the development of the team.
A continuous learner who stays current with training technologies, reliability practices, and adult-learning methods.

Responsibilities

Lead, coach, and develop a team of seven Technical Trainers (P2) and one Technical Training Center Manager, setting clear performance expectations, conducting regular development conversations, and managing the team's deployment against prioritized sites and business-unit needs.
Build and sustain the partnership with the JLL Technical Training Center, aligning curriculum-development priorities with field-delivery requirements.
Establish a consistent operating cadence — goal-setting, performance review, and capacity planning — that maintains a high-performing, geographically distributed training organization.
Own the structured onboarding of every newly hired RME manager across the account — an estimated population of approximately 89 hires annually, spanning legacy-attrition backfills and new-site builds — using the standardized SMM/MM/AMM Onboarding Plan (Day 1 through Month 3).
Ensure each hire follows a consistent, audited ramp, maintaining a predictable onboarding cadence and a uniform manager-readiness standard.
Track completion, identify ramp risks early, and report onboarding progress to account leadership.
Direct the design and delivery of advanced, cross-system troubleshooting curriculum that extends beyond the standard technical-certification ladder, co-developed with the JLL Technical Training Center.
Translate network reliability and performance data into targeted curriculum priorities, concentrating investment on the equipment categories and competency gaps that carry the greatest repair burden.
Ensure training content remains current with equipment, controls, and software changes across the fleet.
Govern technical-certification (TAC) compliance across the launch portfolio, partnering with launch leadership on milestone timing so that new sites achieve required certification on the pre-launch clock.
Coordinate trainer deployment to support new-site maintenance teams from go-live, ensuring a tested fault-response capability is in place before volume arrives.
Direct a recurring program of on-site Tech Drills that convert classroom certification into floor-tested, repeatable fault response.
Set the drill schedule against site risk and readiness, and use drill outcomes to refine curriculum and to target follow-on training where it is needed most.
Partner with Central, Operations, and Launch stakeholders to align training strategy with reliability objectives and site priorities.
Define and monitor training-program metrics — certification attainment, onboarding completion, and reliability outcomes — and report results to account and client leadership.
Continuously validate business-unit gap profiles against current performance data and adjust trainer deployment accordingly.
Uphold account-based training standards and contractual deliverables, ensuring consistent service quality across business units.
Adapt training priorities promptly to changing client needs and operational initiatives, and represent the training organization in account reviews and governance forums.