Training and Development Coordinator

Korhorn Financial Group Inc•Edwardsburg, MI

15h•Hybrid

About The Position

To support the firm’s continued growth by designing, implementing, and maintaining structured, scalable training and development systems that help all team members understand expectations, build confidence in their roles, and consistently perform at a high level. This role partners with Subject Matter Experts (SMEs), leaders, and Human Resources to ensure onboarding, training, and development efforts are consistent, effective, and aligned with firm standards.

Requirements

Excellent verbal and written communication skills.
Strong organizational skills and attention to detail.
Ability to learn complex systems, processes, and procedures and translate them into clear training materials.
Understanding of adult learning principles, instructional design, and training methodologies.
Strong interpersonal skills with the ability to collaborate across departments and levels.
Proactive, self‑directed, and comfortable taking initiative.
Excellent time management skills with the ability to manage multiple priorities and deadlines.
Proficiency with Microsoft Office Suite or related software.
Proficiency with Microsoft Teams, Zoom, or similar video conferencing tools.
Bachelor’s degree in Business, Organizational Development, Education, or a related field preferred, or equivalent work experience.
Three to five years of experience leading or supporting training and development initiatives required.
Three to five years of experience working with teams, processes, or operational documentation required.

Responsibilities

Develop, implement, and maintain a firmwide Universal Training program that teaches the processes, procedures, policies, standards, systems, and expectations all team members should understand regardless of department or role (e.g., firm operating practices, technology stack, CRM usage, documentation standards, communication expectations, and professionalism).
Develop and implement a structured onboarding and orientation process for new team members, including a defined initial onboarding period and coordinated exposure to firmwide systems and tools.
Develop and implement a Re‑Orientation process for existing team members to reinforce firm standards, introduce changes, and support continued growth.
Maintain a firmwide Training & Development calendar to coordinate onboarding, required trainings, role‑based learning, and development initiatives across all departments.
Develop and implement Basic Training programs that teach the processes, procedures, policies, standards, vocabulary, and SOPs unique to each department or team.
Develop and implement Advanced Individualized Training programs for specialized roles and designated backup roles.
Partner with Department Leaders to ensure training materials reflect current workflows and expectations.
Establish and maintain shared firm vocabulary and documentation standards to improve clarity and cross‑department collaboration.
Identify, organize, and support a network of Subject Matter Experts (SMEs) or training specialists who assist with developing and delivering role‑specific training content.
Lead, manage, and hold accountable (LMA) training contributors responsible for delivering assigned training components.
Work with Hiring Managers to create role‑based 2–3 week training schedules for each new team member.
Partner with Hiring Managers and Human Resources to develop and implement 30‑day, 60‑day, and 90‑day training and performance review frameworks, including defined learning milestones and expectations.
Design and maintain 90‑day training roadmaps for roles, outlining required systems, SOPs, skills, and performance expectations.
Evaluate the effectiveness of training and development programs and make adjustments to improve learning outcomes and consistency.
Collaborate with leadership to identify skill gaps and develop targeted training or development plans.
Partner with Department Leaders to select and coordinate individual assessments (e.g., Working Genius, skills assessments) for new and existing team members.
Foster a culture of continuous learning and professional development across the organization.
Partner with the Integrator to plan and implement Team Days, firmwide development activities, and other team engagement initiatives.
Assist with planning and implementing Leadership Development Retreats (LDRs) and similar leadership development efforts.
Create and lead a team of facilitators for company book studies and development programs.
Work with HR, Department Leaders and the Internship Supervisor to build and maintain a firmwide Internship Program as a recruiting and development pipeline.
Partner with the Director of Human Resources and Department Leaders to support intern‑to‑full‑time transition planning.
Stay current with industry trends and best practices in training and development.
Ensure training practices align with the firm’s cybersecurity, compliance, and documentation requirements.
Maintain training tools, materials, and documentation systems.
[Backup Role] Assist Human Resources with early‑stage candidate screening as needed to support hiring and onboarding alignment.