Position Summary: The Corporate Trainer provides strategic leadership, vision, and oversight of all learning, training, and organizational development initiatives across the organization nationwide. This role is responsible for assessing enterprise-wide talent development needs, designing and leading large scale learning strategies, and ensuring training programs support organizational goals, operational effectiveness, and culture. The Corporate Trainer partners closely with senior leadership, HR teams, and field operations to drive consistency, elevate workforce capabilities, and ensure a best-in-class learning experience for all employees.
Supervisory Responsibilities:
• Leads and develops a national Training & Development team, including trainers, instructional designers, and program specialists.
• Oversees external training vendor relationships, consultants, and outsourced partners.
• Provides coaching and development to the training team to strengthen internal training capability.
Detailed Duties/Responsibilities:
Strategic Leadership
• Conducts annual and ongoing organizational training needs assessments across all regions and departments to identify capability gaps and prioritize national learning initiatives.
• Develops and executes the national training and development strategy aligned with organizational growth, performance metrics, and cultural priorities.
• Establishes and manages the national training budget, ensuring effective allocation of resources.
Program Development & Delivery
• Designs, implements, and oversees scalable, multi modal training programs, including compliance training and technical skill programs.
• Ensures consistency of training content, delivery, and quality across all locations nationally.
• Selects, designs, or oversees creation of training materials, leveraging multimedia, e learning platforms, blended learning, and innovative learning technologies.
Evaluation & Continuous Improvement
• Establishes metrics and evaluation methods to measure training effectiveness, business impact, and ROI.
• Conducts follow up assessments and performance analysis to enhance program outcomes.
• Continuously updates programs to reflect organizational changes, emerging needs, and industry best practices.
Communication & Culture
• Develops and maintains national communications, learning platforms, and resources that support employee education and company culture.
• Champions organizational values and helps embed culture through training, messaging, and leadership alignment.
• Partners with HR, Operations, and Communications teams to support change initiatives and organizational development efforts.
Collaboration
• Serves as a strategic partner to senior HR and business leaders.
• Works effectively with cross functional teams to support business goals through learning solutions.
• Represents the Training & Development function in national leadership meetings and strategy planning sessions.
• Perform other duties as required to support organizational priorities and operational excellence initiatives.
Operational Oversight
• Monitor defined performance metrics and operational data to identify gaps, trends, systemic risks, and root causes requiring corrective or preventative action.
• Ensure process designs and system changes align with Operational Excellence principles, minimizing waste, redundancy, scope creep, and control breakdowns.
• Maintain consistent application of enterprise standards, documentation requirements, and governance practices across business units and initiatives.
• Lead and support initiatives that enhance operational efficiency, reliability, scalability, and long-term sustainability, ensuring measurable performance improvement.
Regulatory and Risk Compliance
• Ensure all training programs align with applicable regulatory, legal, and industry compliance requirements.
• Develop and maintain training content that supports organizational policies, safety standards, and risk management practices.
• Monitor regulatory changes and update training materials to ensure ongoing compliance with federal, state/provincial, and industry regulations.
• Support compliance initiatives by maintaining accurate training records, certifications, and audit-ready documentation.
• Partner with compliance and operational teams to identify mandatory training requirements and ensure timely completion across the organization.
• Assist with internal or external audits by providing training documentation, reports, and compliance records.
• Promote a culture of compliance, ethics, and safety through training programs and awareness initiatives.
• Identify training gaps related to risk exposure and develop corrective training programs to mitigate operational or regulatory risk.
Vendor Management
• Coordinate with external training vendors and certification providers to deliver specialized training programs.
• Evaluate training vendors to ensure programs meet organizational standards, regulatory requirements, and operational needs.
• Manage vendor relationships, scheduling, and delivery of external training programs.
• Monitor vendor performance, training quality, and participant outcomes to ensure effectiveness and compliance.
• Assist in reviewing vendor contracts, pricing, and service agreements to ensure value and alignment with organizational training goals.
• Collaborate with vendors to update course materials based on regulatory or operational changes.
• Ensure external training providers maintain appropriate certifications, licensing, and compliance with applicable regulations.
Data and Reporting
• Track and analyze training participation, completion rates, and certification status across the organization.
• Maintain accurate training records and reporting within the Learning Management System (LMS).
• Develop and distribute regular reports and dashboards on training performance, compliance rates, and program effectiveness.
• Monitor mandatory training completion to ensure compliance with regulatory and organizational requirements.
• Analyze training data to identify trends, gaps, and opportunities for program improvement.
• Provide leadership with insights on training impact, workforce readiness, and compliance risk exposure.
• Support internal and external audits by producing training records, certifications, and compliance documentation.
• Collaborate with HR, compliance, and operations teams to ensure training data is accurate, consistent, and aligned with organizational reporting needs.
Leadership and Collaboration
• Collaborate with operational leaders, HR, and compliance teams to identify training needs and support organizational objectives.
• Partner with subject matter experts and department leaders to develop relevant and effective training programs.
• Provide guidance and coaching to the training team on training standards and delivery.
• Facilitate workshops and train-the-trainer sessions that promote professional development and operational excellence within the training team.
• Foster a culture of continuous learning, safety, and accountability across the organization.
• Support change management initiatives by helping teams adapt to new policies, procedures, technologies, or operational requirements.
• Act as a trusted resource to leadership on training strategies, workforce readiness, and technical skill development needs.
• Build strong working relationships across departments to ensure training programs align with business priorities and operational realities.
Key Performance Indicators (KPIs):
• Training Completion Rate – Percentage of employees completing required training within defined timelines.
• Regulatory Compliance Rate – Percentage of workforce maintaining required certifications and mandatory training.
• Training Effectiveness Score – Average evaluation scores from participants and managers on training quality and relevance.
• Certification Currency – Percentage of employees with active and up-to-date certifications (first aid, licensing, etc.).
• Training Delivery Targets – Number of training sessions delivered, and employees trained against planned targets.
• Audit Readiness – Accuracy and completeness of training records for internal or external audits.
• Training Adoption – Percentage of operational teams actively participating in assigned learning programs.
• Training Gap Closure – Reduction in identified skills or compliance gaps following training initiatives.
• Learning Engagement – Participation rates and completion levels within LMS or assigned learning pathways.
• Operational Impact – Measurable improvements in safety, compliance, or service performance tied to training programs.
Required Skills/Abilities:
• Exceptional communication, facilitation, and presentation skills.
• Strong leadership and team building capabilities with the ability to inspire and influence at all levels.
• Expertise in adult learning principles, instructional design, curriculum development, and leadership development.
• Demonstrated ability to plan, execute, and evaluate enterprise-wide training programs.
• Proficiency with modern learning technologies and digital training platforms.
• Strong business acumen and ability to align learning strategy to organizational outcomes.
• Excellent project management skills, with the ability to manage multiple large-scale initiatives.
Education and Experience:
• Bachelor’s degree required, Master’s degree in HR, Organizational Development, Education, or related field preferred.
• 8–10+ years of progressive experience in training, learning & development, or organizational development, including national or enterprise level leadership.
• Experience leading and developing training teams across multiple locations.
• Preferred certifications:
o Certified Professional in Learning and Performance (CPLP / CPTD)
o SHRM CP, SHRM SCP, or similar HR certification
Physical Requirements:
• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift up to 15 pounds at times.