Workforce Training & Development Manager

Patriot Machine Inc•Saint Charles, MO

82d•Onsite

About The Position

The Workforce Training & Development Manager is responsible for developing, implementing, and maintaining a comprehensive workforce training and development program for the company. This position works closely with Operations, Manufacturing, Engineering, Quality, Human Resources, Safety, and department leadership to ensure employees have the knowledge and skills required to perform their jobs safely, efficiently, and in accordance with company quality standards. The role is responsible for identifying skill gaps, developing structured training programs, coordinating subject-matter experts and trainers, documenting employee qualifications, and creating career-development pathways that strengthen the company's workforce and reduce dependence on individual employees for critical knowledge.

Requirements

Bachelor's degree or equivalent combination of education and relevant experience
Experience in manufacturing, workforce development, technical training, operations, or organizational development
Understanding of manufacturing processes and technical occupations
Experience developing structured training programs
Strong organizational and project-management skills
Ability to work effectively with both shop-floor employees and senior management
Strong communication and presentation skills
Experience with learning-management systems, training databases, or skills-management systems
Ability to analyze workforce data and identify skill gaps
Applicant must be a U.S. Person

Responsibilities

Develop and maintain the company's overall workforce training strategy
Identify current and future workforce skill requirements
Work with department managers to determine training priorities
Develop annual and multi-year training plans
Establish consistent training standards across departments
Coordinate training initiatives with company operational and strategic objectives
Develop and maintain a company-wide skills and competency matrix
Identify required skills for each position and skill gaps by employee, department, machine, process, and job classification
Work with management to prioritize training based on operational needs and workforce risks
Identify areas where the company is overly dependent on a single experienced employee
Develop a structured onboarding process that moves employees from initial orientation through job qualifications
Responsible for identifying qualified internal or external instructors and ensuring that training is properly structured, completed, and documented
Work with operations to identify positions and processes requiring additional cross-training for employees
Develop programs for transferring knowledge from experienced employees to less experienced employees
Evaluate available grants, workforce-development programs, and other funding opportunities that may offset training costs
Coordinate documentation, mentoring, job shadowing, demonstrations, work instructions, videos, and other methods to preserve institutional knowledge
Identify and coordinate outside training when internal resources are insufficient