Job Description
We are hiring a Training Manager to build BPP's training and workforce capability function. The center of gravity for this role is the shop floor: structured skills training, assessments, and certification programs for frontline manufacturing workers and the supervisors who lead them, covering trade skills such as assembly and wiring.
You will not be starting from a blank page. Our parent company, Panelmatic Inc., has already designed and rolled out a frontline training and certification program, and your first mandate is to adapt that proven model to BPP's operations, workforce, and product lines. From there you will extend into supervisor development, onboarding, skills-based career pathing, and the systems that hold it all together as we scale from roughly 150 employees today toward 600+ employees over the next two years.
You will report to the Director of HR & Talent and partner closely with Operations, Engineering, Quality, and Safety. As the program matures and headcount grows, this role is expected to build and lead a training team.
What You Will Do
Build Frontline Trade Skills Training and Certification
- Adapt and implement Panelmatic Inc.'s established frontline training and certification model for BPP's operations.
- Design skills assessments and certification programs for trade skills including assembly, wiring, and other production disciplines.
- Build skills matrices, competency models, qualification standards, and role-based training plans for production roles.
- Establish structured on-the-job training, sign-off, and recertification practices.
- Partner with Operations, Engineering, Quality, and Safety to define what qualified looks like at each skill level.
- Identify and prepare internal subject matter experts, leads, and mentors to deliver training consistently.
- Ensure technical training measurably supports productivity, quality, safety, and standard work.
Develop Frontline Supervisors and Leaders
- Design and deliver development programs for production supervisors, leads, and managers.
- Build first-time supervisor curriculum covering coaching, accountability, documentation, communication, and standard work.
- Create competency models, learning paths, and practical tools supervisors can immediately apply on the production floor.
- Support succession planning and promotion readiness from the production floor into leadership positions.
Own the Learning Strategy
- Create and execute BPP's learning and development strategy.
- Establish learning standards, training processes, documentation practices, and program governance.
- Set annual learning priorities tied to business needs, workforce growth, and compliance requirements.
- Assess current training gaps and build practical roadmaps to close them.
Own Onboarding and Employee Development
- Design and maintain company-wide onboarding programs.
- Create role-specific learning plans that reduce time-to-productivity.
- Build career pathway tools that provide employees with clear visibility into growth opportunities.
- Support internal mobility and employee retention efforts.
Own Learning Systems and Analytics
- Serve as business owner for the LMS, learning records, and training data.
- Track training completion, compliance requirements, skill attainment, and development progress.
- Build learning dashboards and reporting for leaders.
- Measure program effectiveness through participant feedback, completion data, performance outcomes, and business impact.
Support Organizational Development
- Assess capability gaps and recommend development solutions.
- Support talent review, succession planning, and change management initiatives.
- Facilitate workshops, leadership programs, and training sessions.
- Build a culture of continuous learning, development, and internal advancement.
Required Qualifications
- Bachelor's degree in Organizational Development, Human Resources, Education, Business Administration, Industrial Education, or a related field, or equivalent experience.
- Seven (7) or more years of experience in learning and development, training, organizational development, or workforce development.
- Three (3) or more years leading a training function, program, or team.
- Hands-on experience building training programs for frontline manufacturing or production workers.
- Experience designing skills assessments and training certification programs, including qualification standards and recertification requirements.
- Experience developing trade skills training such as assembly, wiring, electrical, mechanical, or comparable hands-on production disciplines.
- Experience developing production supervisors and frontline leaders.
- Demonstrated success designing and launching training programs from the ground up.
- Experience administering an LMS, training records, and learning analytics.
- Strong facilitation, project management, and stakeholder partnership skills.
- Ability to translate operational needs into practical training that works on a production floor.
- Ability to thrive in a fast-paced, changing, high-growth environment.
Desired Qualifications
- Electrical equipment, switchgear, panel assembly, or wire harness manufacturing experience.
- Experience standing up a training function within an early-stage or high-growth organization.
- Experience rolling out a proven training program to a new site, business unit, or acquired company.
- Experience with apprenticeship programs, workforce development partnerships, or grant-funded training initiatives such as California ETP.
- CPTD, ATD, SHRM, coaching, or instructional design certifications.
- Organizational development, succession planning, or change management program experience.
A Note on the Role
This is a build-and-scale role. Some processes are still being developed and priorities shift as we grow. Success here takes strong judgment, collaboration, ownership, and a bias toward improving things.
Butcher Power Products is in hyper-growth mode and actively building internal capability after years of leveraging outsourced and decentralized business processes. This role will play a critical part in creating the systems, training infrastructure, leadership capability, and workforce development programs necessary to support the company's next phase of growth.
Every role on this team is expected to scale as the company does. As headcount grows, so do the teams, the scope, and the leadership opportunities. As the training function expands, this role is expected to build and lead a dedicated Learning & Development team.
If you want to look back in a few years at a workforce development function you helped build rather than one you inherited, this is that opportunity.
