Training Supervisor - Omaha, NE

VetJobs•Omaha, NE

3d•$86,000 - $126,000•Onsite

About The Position

Eaton’s Electrical Sector – Power Distribution & Controls Assemblies (PDCA) business is seeking a Training Supervisor for its growing Omaha team. The role is onsite at the Omaha, Nebraska manufacturing site, which is expanding to a new facility in nearby Bellevue. Reporting to the HR Manager, this position owns and improves the training system for hourly manufacturing employees. Its primary focus is ensuring operators are trained consistently and verified as competent to improve product quality, safety, and productivity. The position is highly hands-on and visible on the shop floor, partnering with Operations and Quality to identify training gaps, strengthen on-the-job training, improve trainer effectiveness, and enforce training standards. The initial priority is stabilizing and elevating hourly production training, with a longer-term vision that includes broader professional and leadership development. The Training Supervisor owns end-to-end hourly production training, establishes role-specific training paths and competency requirements, and ensures consistency across shifts, value streams, and trainers. The position implements competency verification and may delay or stop certification when standards are not met. It uses quality and production data to identify training gaps and corrective actions, maintains accurate and audit-ready records, and develops meaningful training metrics. The role also leads and coaches hourly training coordinators, assesses training resources as the plant grows, pilots useful modern training methods, and builds relationships with schools and community partners to strengthen the hiring and training pipeline.

Requirements

Bachelor’s degree from an accredited institution and experience in a manufacturing or industrial environment; or an associate’s degree and at least 3 years of experience; or a high school diploma and at least 5 years of experience.
At least 2 years leading manufacturing training/OJT, production readiness, or closely related operations or quality leadership in a plant environment.
Demonstrated experience building training that improves measurable outcomes such as quality, safety, productivity, or time-to-competency.

Nice To Haves

Background in electrical components, utilities, or similar regulated or quality-critical manufacturing.
Experience creating or owning training assessments and skill verification.
Working knowledge of LMS/QMS documentation expectations and maintaining skill matrices.
Instructional design capability, including job instruction, task breakdowns, and facilitator guides, and comfort using modern tools such as video and eLearning.

Responsibilities

Own end-to-end hourly production training, including onboarding, on-the-job training, cross-training, certification, and refresher training.
Establish training expectations for core production roles, including training paths, timelines, and competency requirements.
Ensure consistent training across shifts, value streams, and trainers.
Implement and enforce competency verification through demonstrations, assessments, and observation; delay or stop certification when competency standards are not met.
Use quality, scrap, rework, audit, and defect data to identify training gaps and drive corrective actions.
Partner with Quality and Operations to ensure training reflects current work instructions and critical quality requirements.
Establish and maintain a train-the-trainer process, including trainer selection, expectations, coaching, and feedback.
Observe training delivery and hold trainers and coordinators accountable for training quality and effectiveness.
Ensure training documentation and records, including LMS records and skill matrices, are accurate, complete, and audit-ready.
Develop and track training metrics, including time-to-competency, certification accuracy, retraining needs, and audit findings.
Escalate systemic issues and provide clear recommendations to leadership.
Evaluate and pilot modern training methods, such as simulation, video, and eLearning, where they improve speed, consistency, or quality.
Provide day-to-day leadership, coaching, and direction to hourly training coordinators.
Assess training resources and recommend future structure, roles, and capabilities as the plant grows.
Advise the site on training-function needs to support business demands.
Build relationships with external schools and community partners to strengthen the hiring and training pipeline.