SENIOR TRAINING SPECIALIST

Nabors•Houston, TX

About The Position

The Leadership Development BP is responsible for facilitating, sustaining, and continuously improving Nabors' leadership development curriculum, including Nabors-specific leadership training. The role serves as an internal leadership development expert who delivers high-impact learning experiences, coaches participants, maintains facilitator standards, measures business outcomes, and protects program quality through a structured Train-the-Trainer model. The successful candidate will bring strong leadership facilitation skills, credibility with frontline and senior leaders, and the ability to challenge participants through meaningful discussion, application exercises, and real-world leadership scenarios. The role supports learning for leaders from frontline supervisors through senior leadership and requires travel throughout the U.S., up to 50% of the time.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Education, Business, or a related field.
Current DISC assessment certification, with demonstrated experience administering assessments, facilitating DISC-based workshops, and coaching leaders on practical application.
At least 5 years facilitating leadership development programs.
Experience delivering training to supervisors, managers, and senior leaders.
Strong presentation, facilitation, and coaching skills.
Ability to influence without direct authority.
Experience managing multiple projects and priorities.
Willingness and ability to travel up to 50%, primarily throughout the U.S., to support program delivery and organizational needs.

Nice To Haves

Leadership coaching certification.
Professional credentials such as CPTD or APTD, an ICF coaching credential (ACC or PCC), Prosci Change Management certification, Situational Leadership facilitator certification, or certification in recognized leadership assessment tools such as 360-degree feedback instruments, Hogan, MBTI, or CliftonStrengths.
Bilingual proficiency; Spanish-language proficiency is highly desirable.
Organizational development or talent development experience.
Experience in energy, industrial, manufacturing, or field operations environments.
Experience with Train-the-Trainer programs.
Experience measuring learning effectiveness and business impact.
Familiarity with competency-based development frameworks.

Responsibilities

Facilitate leadership training and future leadership development programs.
Deliver engaging learning experiences for frontline supervisors through senior leaders in classroom, virtual, and blended formats.
Facilitate difficult conversations and challenge participants to apply leadership concepts to real business situations.
Travel throughout the U.S. to support program delivery and organizational needs.
Coach participants before, during, and after programs; support action planning and workplace application; conduct follow-up sessions; and provide individual and group feedback.
Maintain facilitator certification standards established with the vendor partner, participate in recertification and continuous development, and observe, coach, and certify future internal facilitators.
Ensure consistent program delivery and adherence to program design, and maintain facilitator guides, materials, and delivery standards.
Own leadership program quality assurance, monitor participant feedback and program effectiveness, implement corrective actions, and prevent program drift through ongoing reviews.
Track completion, engagement, and satisfaction metrics; establish and monitor business outcome measures; analyze trends; recommend improvements; and develop quarterly effectiveness reports for executive leadership.
Demonstrate alignment between leadership development and operational performance.
Partner with vendors and internal stakeholders to update program content and manage additional training and development programs beyond the established leadership curriculum.
Assess organizational needs and design, develop, and launch learning content and programs to address capability gaps.
Incorporate operational, safety, and business priorities into leadership programs; review participant feedback and emerging needs; maintain program materials; and support expansion of leadership development offerings.