AddressAs a Training Manager you will be responsible for the successful onboarding and training of warehouse and transportation associates as determined by their job competency and retention. You will lead a team responsible for maintaining and administering all training materials and records and ensuring that they meet compliance and safety standards.
Essential Duties:
- Manages associate onboarding and other operational training.
- Leads and strategically advises Operations and HR leadership on effectiveness of training programs by monitoring and measuring KPI’s including error rates, throughput, and retention.
- Designs training curriculum and processes to improve knowledge and skills of associates.
- Manages and trains a team of frontline trainers to consistently deliver friendly and effective training.
- Drives continuous improvement of training assets including training rooms, aids, materials, and LMS; ensuring all meet compliance and legal guidelines.
- Conducts training and onboarding sessions as needed.
- Solicits feedback from new hires regarding onboarding and/or learning issues to ensure new hire’s success, maintain process knowledge, and identify gaps in the training process.
- Creates training materials including SOPs, visuals, guidelines, checklists, etc.
- Maintains all training records and ensures all associates meet compliance and safety standards.
- Assists HR in evaluating new associates’ performance during their training period.
- Other duties as assigned.
Qualifications:
- 3+ years progressive professional experience
- Experience in teaching and/or coaching
- Prior knowledge of DOT regulations and process is a plus
- Previous experience in Warehousing and/or Transportation a plus
- Ability and desire to work in a fast-paced production environment
- An understanding of fundamental adult learning principles
- Strong communication and presentation skills in various sized groups
- Well-developed observational and analytical skills
- Proficiency in MS Office Suite (Word, PowerPoint, and Excel, Outlook)
- Must be flexible and willing to work the demands of the department which are subject to evenings, overnight shifts, weekends, and holidays.
Physical Demands:
- Regularly stand; walk; climb stairs; use hands to handle cases of product, tools, or controls; reach with hands and arms; stoop, kneel, or crouch; talk and hear.
- Regularly lift and/or move up to 20 pounds.
- Occasionally lift and/or move up to 50 pounds.
Corporate Summary:
At Shamrock Foods Company, people come first – our associates, our customers, and the families we serve across the nation. A privately-held, family-owned and -operated Forbes 500 company, Shamrock is an innovator in the food industry and has been since being founded in Arizona in 1922.
Our Mission: At Shamrock Foods Company, we live by our founding family’s motto to “treat associates like family and customers like friends.”
Why work for us?
Benefits are a major part of your overall compensation, and we believe offering them at an affordable cost is not only the right thing to do, but it helps keep you and your family healthy. That’s why Shamrock Foods pays for the majority of your health insurance, allowing you to take home more of your paycheck. And it doesn’t stop there - our associates also enjoy additional benefits such as 401(k) Savings Plan, Profit Sharing, Paid Time Off, as well as our incredible growth opportunities, continued education, wellness programs.
Equal Opportunity Employer
At Shamrock Foods Co all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, veteran status, sexual orientation, gender identity or any other basis protected by applicable law.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
