Pharmacy Training Manager

AP MAX INC•Houston, TX

6d•$85,000 - $90,000•Onsite

About The Position

The Training Manager is responsible for developing, implementing, and continuously improving the company's training and competency program for all pharmacy personnel. This position ensures employees receive consistent, effective, and compliant training that supports patient safety, operational excellence, and regulatory compliance. The Training Manager partners with Pharmacy Operations, Quality Assurance, Human Resources, Compliance, and department leaders to create a culture of continuous learning while maintaining complete training documentation and competency records.

Requirements

Bachelor's degree in Education, Pharmacy, Life Sciences, Healthcare Administration, or relevant work experience.
3+ years of experience in healthcare, pharmaceutical manufacturing, or compounding pharmacy.
1+ years of experience developing and managing training programs.
Strong understanding of USP <795>, <797>, and <800>.
Knowledge of FDA and State Board of Pharmacy regulations.
Excellent presentation and facilitation skills.
Strong instructional design and curriculum development abilities.
Exceptional organizational and project management skills.
Excellent written and verbal communication.
Ability to train employees with varying educational backgrounds.
Proficiency in Microsoft Office and/or Google Workspace, and electronic training management systems.
Strong analytical and problem-solving skills.

Nice To Haves

Pharmacy Technician certification or pharmacy experience strongly preferred.
Experience within a regulated environment (503A pharmacy, 503B outsourcing facility, pharmaceutical manufacturing, or medical device industry) strongly preferred.

Responsibilities

Develop, implement, and maintain the company's comprehensive employee training program.
Design onboarding programs for new employees across all departments.
Create structured training pathways for pharmacy technicians, pharmacists, customer service, laboratory personnel, shipping, facilities, and administrative staff.
Develop annual training calendars and continuing education plans.
Evaluate training effectiveness and implement improvements.
Maintain training programs supporting USP <795>, USP <797>, USP <800>, FDA guidance applicable to 503A pharmacies, State Board of Pharmacy regulations, HIPAA, OSHA, Controlled Substance handling, and Quality Management System requirements.
Ensure all mandatory regulatory training is completed and documented on schedule.
Coordinate retraining following SOP revisions, deviations, CAPAs, or regulatory changes.
Develop and administer employee competency assessments.
Coordinate initial qualification and annual competency evaluations.
Maintain qualification records for sterile compounding, nonsterile compounding, aseptic technique, garbing, cleaning and disinfecting, equipment operation, and environmental monitoring procedures.
Work with department managers to identify performance gaps and create individualized development plans.
Coordinate employee training on new and revised SOPs.
Ensure employees acknowledge understanding before independent work is performed.
Maintain training records.
Verify training completion through competency observations and assessments.
Develop training manuals, standard work documents, videos, e-learning modules, presentations, knowledge assessments, and practical skills checklists.
Standardize training materials across departments.
Maintain complete and inspection-ready training files.
Track training assignments, due dates, and expirations.
Generate compliance reports for leadership and regulatory inspections.
Support internal and external audits involving training records.
Evaluate employee performance trends to identify training needs.
Analyze deviations, errors, and investigations to recommend additional education.
Partner with Quality and Operations to reduce human error through targeted training initiatives.
Monitor training effectiveness using measurable performance indicators.
Collaborate with department leaders to identify training priorities.
Serve as the organization's subject matter expert on employee development.
Mentor supervisors on effective coaching and competency assessment techniques.
Support change management initiatives during implementation of new processes, equipment, or technologies.