Regional Training Manager

Mendocino Farms•Plano, TX

1d•Onsite

About The Position

Mendocino Farms is growing rapidly, with over 107 stores and plans for 20+ openings annually. To ensure this growth does not compromise the company's core values and operational strength, the Regional Training Manager plays a crucial role. This position focuses on developing the capabilities of restaurant leadership across a region of approximately 50 stores, partnering with Directors of Operations (DOs). The role involves owning the field execution of the Manager-in-Training (MIT) program, facilitating large-scale learning events, and providing targeted support to stores facing performance challenges due to people-related issues. Success will be measured by MIT completion rates, manager development participation, promotion pipeline strength, and store operational health. The Regional Training Manager also serves as a vital feedback loop to the L&D team, translating field observations into actionable insights for program improvement. This role is ideal for someone with a strategic mindset, operational acumen, and a focus on measurable results in restaurants.

Requirements

4+ years of leadership experience in a restaurant or hospitality environment.
Multi-unit, training, or field L&D experience strongly preferred.
Demonstrated track record of driving measurable results across a large geography by working through others.
Experience facilitating management-level training, leadership development workshops, or cohort-based learning programs for experienced operators.
Proven ability to build credible, trust-based partnerships with operations leaders.
Experience using training and operational data to prioritize decisions and report on outcomes.
Bachelor’s degree in a related field preferred; equivalent experience considered.
Strong facilitation skills.
Strategic and data-driven approach.
Operationally credible understanding of DO and GM pressures.
Clear, confident communicator across levels.
Proficiency with Microsoft Office Suite.
Proficiency with LMS platforms.
Comfort adopting new digital tools as needed.
A portfolio thinker who assesses regional needs and investment payoff.
Accountable to outcomes, setting and reporting on targets.
A coach focused on building GM capability.
Self-directed and disciplined in managing a large region.
Strong upward communicator, proactively informing the VP of Talent Management.
Energized by travel and variety in restaurant settings.

Nice To Haves

Multi-unit, training, or field L&D experience.
Bachelor’s degree in a related field.

Responsibilities

Own the end-to-end field execution of the MIT (Manager-in-Training) program across the region, from participant launch through certification, ensuring regional completion rates and time-to-certification benchmarks are met.
Build relationships with MIT participants, provide proactive coaching, identify and address skill gaps, and partner with General Managers (GMs) to ensure timely certification.
Track regional MIT metrics (cohort progress, completion rates, promotion outcomes, 90-day performance) and present a regular regional scorecard to DOs and the VP of Talent Management.
Partner with the Training Coordinator on scheduling, logistics, and LMS tracking, while owning the participant relationship and field-side execution.
Identify patterns in candidate struggles, content effectiveness, and GM support needs, and provide actionable insights to the L&D team to enhance the MIT program.
Facilitate regional learning events for managers, including leadership workshops, skill-building sessions, and Train the Trainer programs, in collaboration with the L&D team on design and content.
Partner with DOs to identify management development priorities and communicate these needs to the L&D team for relevant programming.
Manage the logistics and execution of regional training events, including coordination, facilitation, attendance tracking, and post-event effectiveness measurement.
Establish a regional learning calendar to ensure consistent manager development touchpoints throughout the year.
Track event participation rates and manager satisfaction scores, reporting outcomes to the VP of Talent Management and using data to refine regional programming.
Serve as the dedicated L&D partner to 6-7 Directors of Operations, building trust and becoming their primary contact for people development questions.
Establish a regular meeting cadence with each DO to review MIT pipeline health, identify stores with people challenges, and align on L&D support priorities.
Translate DO feedback and operational data into a clear prioritization of L&D support deployment across the region, articulating this prioritization to the VP of Talent Management.
Keep DOs informed about training initiatives, program updates, and L&D resources.
Contribute a regional perspective to L&D planning, ensuring field priorities shape program development.
Identify and prioritize stores with significant people challenges impacting performance (e.g., leadership gaps, high turnover, culture concerns).
Partner with DOs and GMs to conduct needs assessments, develop action plans, and determine appropriate solutions (coaching, training, escalation).
Execute support plans with clear milestones and follow-up checkpoints, measuring the impact of interventions on targeted metrics.
Maintain visibility into store health trends to proactively deploy support and escalate risks to the VP of Talent Management.
Act as the primary field feedback source for the L&D team, partnering on content accuracy and operational applicability.
Provide specific, structured feedback on existing training materials based on field observations.
Pilot new programs and content in the field, returning actionable findings for product improvement.
Utilize LMS data, assessment results, and DO feedback to identify regional trends and proactively flag capability gaps to the L&D team.
Contribute to an annual regional review of training effectiveness, summarizing successes, challenges, and recommendations for future development.