Manager, Training as a Service

NDT Global Group • Houston, TX

2d • Hybrid

About The Position

The Manager, Training as a Service, (TaaS), is responsible for developing and executing the global strategy for technical training across Operations and Data Analysis. The role leads a global team of technical trainers supporting MFL Operations, MFL Data Analysis, UT Operations, and UT Data Analysis, with the ability to expand support as new technologies and organizational needs emerge.
The Manager establishes consistent training governance, trainer standards, role-based learning pathways, curriculum-development practices, delivery methods, learning-system requirements, and performance reporting. The role partners with functional leaders, Subject Matter Experts, designated technical authorities, HSEQ, People & Culture, Product, Service Release, and other stakeholders to translate approved technical requirements into scalable and effective learning solutions.
The Manager is accountable for technical training capability and workforce training readiness. The role supports, but does not replace, functional ownership of technical standards, employee performance, competency evaluation, or formal qualification authorization.

Requirements

• Bachelor’s degree in engineering, technology, education, operations, business, or a related discipline, or an equivalent combination of relevant education and experience.
• Significant experience in technical training, Operations, Data Analysis, pipeline inspection, nondestructive testing, or a comparable technical environment.
• Demonstrated experience leading technical trainers, instructors, or geographically distributed teams.
• Experience developing and implementing technical curricula, role-based learning pathways, practical training, knowledge assessments, and competency-supporting programs.
• Experience working across functions and influencing stakeholders without direct reporting authority.
• Experience using learning-management systems, training records, certification or qualification tracking, and performance reporting.
• Experience working with controlled technical documents, quality-management systems, or regulated training requirements.
• Ability to translate organizational strategy, technical requirements, and workforce needs into an executable training roadmap.
• Strong people-leadership, coaching, communication, and stakeholder-management skills.
• Ability to establish governance and accountability within a global and matrixed organization.
• Ability to manage competing priorities and allocate limited training resources according to risk and business need.
• Ability to lead organizational change and establish new or evolving training processes.
• Ability to communicate effectively with technical, operational, functional, and executive audiences.
• Strong planning, problem-solving, decision-making, and continuous-improvement skills.
• Commitment to company values, ethical conduct, accountability, inclusion, safety, quality, and technical excellence.
• Knowledge of adult-learning principles, instructional design, curriculum development, practical training, assessment methods, and training evaluation.
• Understanding of the distinction between training, assessment, competency, qualification, and certification.
• Familiarity with pipeline inspection, nondestructive testing, or other relevant technical disciplines.
• Familiarity with API 1163, ASNT ILI-PQ, POF, company written practices, and customer qualification requirements where applicable.
• Ability to interpret technical procedures, standards, lessons learned, quality findings, and operational requirements and convert them into structured learning solutions.
• Ability to use learning and operational data to identify training needs, capability gaps, and improvement opportunities.
• Working knowledge of learning-management systems, reporting tools, document control, and controlled training records.
• Ability and willingness to travel domestically and internationally based on business and training needs.
• Ability to work effectively across global teams, time zones, cultures, and locations.
• Ability to participate in practical training environments, field locations, technical facilities, and office or remote work settings as required.
• Comply with applicable safety, security, customer, travel, and site-access requirements

Responsibilities

• Promote a zero-harm work environment.
• Ensure training activities comply with applicable HSE policies, quality requirements, regulatory obligations, customer requirements, and internal requirements.
• Incorporate applicable safety, quality, procedural, and regulatory requirements into technical training programs.
• Ensure practical training is appropriately planned, risk assessed, supervised, and conducted using approved equipment, facilities, and methods.
• Maintain accurate and controlled training records in accordance with applicable document-control, quality, and retention requirements.
• Partner with HSEQ and functional leaders to address training needs or actions arising from incidents, audits, nonconformances, lessons learned, risk assessments, and procedural changes.
• Develop and execute a global technical training strategy supporting MFL Operations, MFL Data Analysis, UT Operations, and UT Data Analysis.
• Translate company strategy, workforce needs, technology plans, and functional requirements into an actionable multi-year training roadmap.
• Establish common governance, standards, priorities, and delivery practices for technical training.
• Develop global technical training demand and capacity plans based on hiring forecasts, qualification requirements, regional needs, trainer availability, technology growth, and planned service releases.
• Recommend trainer headcount, contractor support, delivery priorities, facilities, tools, and delivery methods required to support organizational growth.
• Ensure department capacity and training resources are aligned with future growth needs and customer expectations.
• Lead, develop, coach, and hold technical trainers accountable through established company leadership and performance-management practices, including applicable EOS tools.
• Establish clear objectives, role expectations, development plans, and succession plans for the global technical training team.
• Establish and maintain a Train-the-Trainer framework.
• Define standards for trainer selection, onboarding, instructional qualification, technical readiness, observation, coaching, calibration, and continuing development.
• Evaluate trainer capability and identify development needs.
• Establish trainer coverage and succession plans to reduce dependency on individual instructors and support global training delivery.
• Build an inclusive and accountable learning culture focused on technical excellence, continuous development, and service to the business.
• Establish and govern role-based learning pathways for technical roles supported by Training as a Service (TaaS).
• Oversee the development of curricula, lesson plans, instructor materials, learner materials, practical exercises, knowledge assessments, practical assessments, and refresher training.
• Establish a controlled curriculum lifecycle covering needs identification, development, technical review, approval, release, version control, periodic review, revision, and retirement.
• Ensure training content is reviewed and approved by the appropriately designated functional leader, Subject Matter Expert, or technical authority before release.
• Ensure training content reflects approved procedures, written practices, technical standards, software functionality, operational requirements, and lessons learned.
• Create consistency in training content and delivery while allowing appropriate flexibility for technology, role, customer, regulatory, language, and regional needs.
• Ensure technical training programs and learning records support applicable company written practices, customer requirements, and recognized industry standards.
• Include API 1163, ASNT ILI-PQ, and POF requirements where applicable.
• Partner with functional leaders, HSEQ, People & Culture, and designated technical authorities to support qualification and certification governance.
• Maintain a clear distinction between training completion, knowledge assessment, demonstrated competency, and formal qualification or certification.
• Support defined learning and assessment requirements without assuming functional ownership of competency evaluation or formal qualification authorization.
• Identify gaps between training programs, written practices, qualification requirements, and actual workforce needs, and coordinate appropriate corrective actions with the responsible stakeholders.
• Coordinate global delivery of classroom, virtual, practical, field-based, and blended technical training.
• Prioritize training according to safety, quality, operational risk, workforce needs, technology growth, and business requirements.
• Establish onboarding, development, qualification-support, cross-training, and refresher pathways for supported technical roles.
• Coordinate training plans for new hires, developing employees, employees transitioning between roles or technologies, and employees requiring recertification or refresher training.
• Partner with Operations and Data Analysis leaders to assess workforce training needs and identify training-related capability gaps.
• Support readiness for new technologies, processes, procedures, software, and service releases.
• Coordinate training schedules, trainer resources, facilities, equipment, datasets, tools, and other materials required for effective delivery.
• Support global delivery while considering regional, language, travel, time-zone, customer, and operational constraints.
• Provide business governance for technical learning within the approved learning-management system.
• Define technical learning pathways, assignments, completion requirements, certification or qualification-support records, renewal requirements, and reporting needs.
• Establish expectations for the accuracy, completeness, traceability, and retention of technical training records.
• Partner with system administrators and People & Culture to ensure technical learning requirements are appropriately configured and maintained.
• Define reporting and dashboard requirements that provide visibility into training completion, assessment results, qualification progress, certification status, upcoming expirations, trainer capacity, and identified capability gaps.
• Protect sensitive learner information and ensure access to training records follows company requirements.
• Partner with Operations, Data Analysis, Data Science, HSEQ, People & Culture, Product, Technology, Service Release, regional leadership, Subject Matter Experts, and designated technical authorities.
• Establish clear responsibilities for training-needs identification, content development, technical approval, delivery, recordkeeping, and effectiveness review.
• Work with Subject Matter Experts and technical authorities to convert approved technical knowledge into structured and reusable learning content.
• Work with Service Release and other responsible teams to assess training impacts and prepare employees for approved changes.
• Communicate training priorities, capacity constraints, readiness risks, and resource needs to functional and senior leaders.
• Facilitate resolution of cross-functional training gaps, conflicting priorities, and ownership questions.
• Define and monitor meaningful training performance indicators.
• Include measures such as training completion, assessment results, time to training readiness, qualification progress, trainer capacity, learner feedback, curriculum health, and training effectiveness.
• Use operational feedback, quality findings, audit findings, incident learnings, nonconformances, learner feedback, and performance data to identify training improvements.
• Establish feedback loops with learners, trainers, managers, Subject Matter Experts, and technical authorities.
• Evaluate whether training is producing the intended learning and readiness outcomes.
• Lead corrective and continual-improvement actions related to the training system.
• Perform other duties and responsibilities as assigned, consistent with the position’s purpose and level.

Benefits

• Great long-term career prospects and opportunities for professional growth and development
• Challenging and diverse work with opportunities to contribute to innovative projects and teams
• Competitive compensation and benefits
• Flexible working environment
• Health and Dental Insurance
• International and multicultural work environment
• Company activities throughout the year that provide opportunities to connect and build relationships with colleagues, including team-building activities, summer family events, holiday celebrations, and more

What This Job Offers

• Job Type: Full-time
• Career Level: Manager