Training Manager

Ichor•Sauk Rapids, MN

28d

About The Position

The Training Manager will be responsible for developing and implementing training strategies for the Direct Labor workforce, aligning with business and operational objectives. This role involves establishing annual training plans, priorities, and development programs, and partnering with Operations and HR leadership to identify workforce capability needs. The manager will oversee new hire onboarding, conduct training needs analyses, and coordinate the development and delivery of training materials. Continuous improvement of training processes and effectiveness is a key aspect of this role, supporting cross-skilling and upskilling initiatives for the Direct Labor workforce.

Requirements

Bachelor’s degree in human resources, Training & Development, Industrial Engineering, Education, or a related field.
Minimum 5–8 years of experience in training coordination, learning & development, or operations support.
Prior experience supporting Direct Labor or manufacturing/operations workforce is highly preferred.
Experience in onboarding, training administration, or shopfloor training is an advantage.
Strong understanding of training concepts such as Training Needs Analysis (TNA), skill gap analysis, and competency development.
Familiarity with manufacturing or operational processes and shopfloor environments.
Ability to prepare training documentation, reports, and records accurately.
Strong communication and facilitation skills.
Detail-oriented with strong follow-up and execution capability.
Able to work closely with operations teams and manage multiple training activities concurrently.
Proactive, adaptable, and committed to continuous improvement.
US Person status required due to ITAR regulations.

Responsibilities

Develop and implement the training and development strategy for the Direct Labor workforce in alignment with business and operational objectives.
Establish annual training plans, priorities, and development programs based on business requirements, workforce capability, production plans, and organizational priorities.
Partner with Operations and HR leadership to identify current and future workforce capability requirements.
Establish training priorities for new hires, existing employees, cross-skilling, upskilling, and competency development.
Ensure training programs support operational excellence, productivity, quality, safety, and workforce readiness.
Conduct and coordinate new hire onboarding programs for Direct Labor employees.
Facilitate work and process familiarization to ensure new hires understand operational workflows, SOPs, safety, and quality requirements.
Partner with Operations, EHS, and Quality teams to ensure onboarding content is current and relevant.
Conduct Training Needs Analysis (TNA) in collaboration with Operations, Supervisors, and Managers.
Identify skill gaps and competency gaps based on production needs, quality issues, audit findings, and performance data.
Develop and update competency frameworks for Direct Labor roles.
Coordinate internal trainers, subject matter experts, and external training providers where applicable.
Support the development and maintenance of training materials, SOPs, work instructions, and assessment tools.
Monitor training effectiveness and recommend continuous improvement initiatives.
Work closely with Operations and HR to align training initiatives with business objectives.
Propose improvements to training processes, delivery methods, and learning effectiveness.
Support cross-skilling and upskilling initiatives for Direct Labor workforce.