The US Training Manager is responsible for developing, implementing, and continuously improving a standardized onboarding, training and workforce development strategy for hourly and production team members across WireCo’s U.S. operations. The role is also responsible for enterprise-wise performance management processes for all team members.The US Training Manager partners closely with Plant Managers, Operations Leaders, Human Resources, Safety, and Quality to ensure employees are effectively onboarded and trained, such that they are confident in their responsibilities and qualified to perform the work required to support safe and reliable operations.The US Training Manager candidate must exhibit and proactively motivate others in the behaviors of the WireCo Business System (WBS):Teamwork - welcomes an environment of inclusiveness and healthy debate that reflects our team’s strengthAccountable – celebrates our successes, learn from failures, avoid excuses, and own the outcomes of our effortsSelf-Aware – demonstrates an understanding of our strengths and needs, considering how our actions impact othersNoble Intent – acts in the interests of others, approaching our work with integrity to ensure the best outcomeDetermined – takes initiative, share ideas and find solutions to win and achieve our goalsTransparent – promotes open and honest communication and constructive feedback for clarity and truthCurious – seeks knowledge and outside input to test our way of thinking, challenging the status quoProduction Onboarding Excellence (30-60-90 Day Focus)Design, implement, and continuously improve a standardized 30-60-90 day onboarding framework inclusive of onboarding checklists, qualification standards, job training guides, leader tools, and employee learning plansEstablish clear learning milestones, proficiency expectations, and accountability at each stage of the new-hire experience from Day 1 through 90.Ensure new employees receive consistent, role-appropriate training in safety, quality, operational processes, equipment, and performance expectations.Partner with stakeholders to ensure onboarding standards are consistently executedEstablish mechanisms for gathering feedback and incorporating insights into program improvements.Measure onboarding effectiveness through retention, time-to-proficiency, training completion, employee feedback, and early performance indicators.Partner with HR and Operations to understand turnover trends and early-tenure attrition drivers, and identify onboarding interventions that improve the employee experience and retention.Cross-Training & Workforce FlexibilityDevelop and maintain skills and cross-training matrices for critical production roles, and establish consistent qualification, certification, and skill-validation standards for hourly team members.Establish structured cross-training pathways that increase workforce flexibility, strengthen operational resilience, and reduce single-point-of-failure dependencies on critical production processes.Partner with Operations to identify current and future skill gaps and critical-role vulnerabilities, building bench strength and visibility to workforce capability at the site and U.S. operations level.Support employee development by creating visible pathways for employees to expand skills, qualifications, and career opportunities.Production Team Member Training Program DevelopmentDevelop and maintain practical, role-based training curricula, standard work, job instruction guides, assessments, and qualification materials.Translate complex operational processes into clear, simple, and effective learning toolsEstablish common training standards while allowing appropriate flexibility for site-specific equipment, processes, and customer requirements.Implement and manager train-the-trainer programming at each location.Establish expectations and qualification criteria for employees serving as trainers.Utilize visual, hands-on, demonstration-based, and practical learning methods appropriate for manufacturing and distribution environments.Ensure training materials remain current as processes, equipment, products, and standards change.Ensure training is delivered in both English and SpanishSafety, Quality, and Operational AlignmentPartner with Safety and Quality leaders to ensure training reinforces critical standards, safe work practices, and quality requirements.Identify training-related contributors to safety, quality, or operational performance gaps and partner with site leadership on corrective actions.Support the implementation of new equipment, processes, products, and operational changes through effective employee training and qualification.Measurement & Continuous ImprovementEstablish a consistent training scorecard and reporting cadence across U.S. operations.Develop baseline performance measures, set improvement targets, and communicate progressMonitor key measures including:30-, 60-, and 90-day new-hire retentionTime to proficiency by roleTraining and qualification completionCross-training and skill coverage by role/sitePercentage of critical roles with adequately trained coverageTrainer capability and certificationSafety and quality trends associated with employee proficiencyEmployee and leader feedback on training effectivenessConduct periodic assessments of site training execution and identify opportunities to improve consistency and effectiveness.Use performance data, employee feedback, operational results, and best practices to continuously improve the U.S. training system.Success FactorsKey CompetenciesStrong operational mindset combined with a passion for developing people.Demonstrated ability to build scalable programs  that are practical and able to be executed at the production floor level.  at the plant floor level.Ability to simplify complex processes into clear, repeatable training and qualification standards.Continuous-improvement mindset with a willingness to challenge existing practices and implement more effective solutions. Success MeasuresSuccess in this role will be measured by:Improved 30-, 60-, and 90-day new-hire retention and reduced time-to-proficiency for newIncreased cross-training and qualified skill coverage across critical production roles, with reduced operational dependency on individual employees for critical skills and processes.Improved consistency and execution of onboardingIncreased capability and effectiveness of site trainers.Positive trends in safety, quality, and productivity linked to employee capabilityIncreased visibility to workforce skills, gaps, and development needs.Positive training feedback from employees, trainers, supervisors, and site leadership
