US Training Manager - Operations & Production

WireCo WorldGroup•Leawood, KS

1d•Hybrid

About The Position

The US Training Manager is responsible for designing and leading a structured training and development program for hourly and production team members across U.S. operations. This role focuses on creating a strong 30-60-90 day onboarding experience and building sustainable cross-training programs that improve retention, workforce flexibility, safety, and product quality. This leader partners closely with Plant Managers, Operations Leaders, HR, and Safety to ensure employees are trained, confident, and capable of performing multiple roles that support operational continuity and customer delivery. The candidate must exhibit and proactively motivate others in the behaviors of the WireCo Business System (WBS): Teamwork, Accountable, Self-Aware, Noble Intent, Determined, Transparent, Curious.

Requirements

Bachelor’s degree in HR, Organizational Development, Operations, or a related field preferred, or six years of experience in lieu of a degree.
5+ years of experience in training, manufacturing operations, or workforce development.
Experience working with hourly/production teams in a manufacturing or distribution environment.
Strong understanding of onboarding, adult learning principles, and skills development.
Ability to influence plant leadership and drive accountability without direct authority.
Strong organizational and communication skills.
Must be legally authorized to work in the United States without restriction.
Must be 18 years of age or older.

Nice To Haves

Bilingual (English/Spanish) a strong plus.

Responsibilities

Design and standardize a 30-60-90 day onboarding program for all hourly/production roles.
Ensure new hires receive consistent training on safety, quality, and operational expectations.
Develop onboarding checklists, job training guides, and leader tools.
Partner with site leaders to ensure onboarding is executed with consistency and accountability.
Measure and improve new hire retention and early performance indicators.
Develop cross-training matrices for key production roles at each site.
Create structured cross-training pathways that enable workforce flexibility.
Support sites in identifying skill gaps and building bench strength.
Establish certification and skill validation processes for hourly team members.
Partner with operations to reduce single-point dependency on roles.
Build and maintain role-based training materials and job instruction guides.
Standardize training content while allowing for site-specific needs.
Implement train-the-trainer capability at each site.
Leverage visual, hands-on, and practical training methods appropriate for production teams.
Integrate safety and quality expectations into all training programs.
Partner with Safety and Quality leaders to reinforce safe work practices.
Ensure training supports operational KPIs and customer delivery needs.
Use training as a tool to improve retention and employee engagement.
Create development pathways for hourly employees to grow skills and opportunities.
Monitor turnover trends and adjust training approach accordingly.
Track training effectiveness through metrics such as: 30/60/90 day retention, Time to proficiency, Cross-training coverage by role, Safety and quality performance trends.
Continuously improve training programs based on feedback and results.