Summary:
The Training Manager is responsible for leading and developing the site's Learning and Development function to ensure a highly skilled, capable, and engaged workforce. This role oversees Training Specialists and Manufacturing Trainers and is accountable for developing, implementing, and continuously improving training programs that prepare employees to perform safely, effectively, and efficiently before entering the production environment.

The Training Manager partners with Operations, Quality, Engineering, and Site Leadership to identify skill gaps, drive workforce development initiatives, implement retraining and corrective action programs, and establish career growth pathways that support both employee development and business objectives. This position plays a critical role in building organizational capability, improving workforce performance, reducing training-related quality issues, and fostering a culture of continuous learning and improvement.

This role requires a highly organized leader who can manage multiple priorities in a fast-paced manufacturing environment, adapt to changing business needs, communicate effectively with all levels of leadership, and consistently deliver results while driving workforce development and operational excellence.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

Leadership and People Management

• Lead, coach, and develop a team of Training Specialists and Manufacturing Trainers.
• Establish clear goals, expectations, and performance metrics for the training team.
• Recruit, interview, hire, and onboard training personnel.
• Develop succession plans and career development opportunities within the training organization.
• Foster a culture of accountability, collaboration, continuous improvement, and employee development.
• Conduct performance evaluations, coaching sessions, and development planning activities in a timely manner.

Employee and Team Development:

• Develop and execute a comprehensive site training strategy aligned with operational and business objectives.

• Build and maintain a robust training department that supports workforce capability, operational excellence, and employee growth.
• Create and implement standardized training programs, qualification processes, and certification requirements for all production and support functions.
• Ensure employees are fully trained, qualified, and capable of meeting performance expectations before working independently on the production floor.
• Maintain training curricula, competency assessments, training matrices, and qualification records.

Workforce Capability and Career Development

• Develop structured career path programs that provide employees with growth and advancement opportunities across the organization.
• Partner with operational leaders to identify current and future workforce skill requirements.
• Create development plans that support employee growth, internal mobility, and succession planning.
• Promote a culture of continuous learning and skills development throughout the site.
• Monitor workforce readiness and implement solutions to address capability gaps.

Training Effectiveness and Retraining Programs

• Establish systems and processes to identify skill gaps, performance deficiencies, quality issues, and recurring errors that may require retraining.
• Develop and implement corrective retraining programs when employee errors, quality concerns, audit findings, or performance issues are identified.
• Partner with Quality and Operations teams to determine training-related root causes and implement sustainable corrective actions.
• Measure training effectiveness through performance metrics, quality results, productivity improvements, and employee competency assessments.
• Ensure training remains current and aligned with changing processes, customer requirements, and business needs.

Business Partnership and Communication

• Serve as a strategic partner to Operations, Quality, Engineering, and Site Leadership regarding workforce development initiatives.
• Communicate training objectives, progress, and workforce development metrics to leadership teams.
• Present recommendations and solutions based on training performance data and organizational needs.
• Effectively influence stakeholders and drive alignment across departments.
• Adapt quickly to changing priorities while maintaining focus on key organizational goals and deliverables.

Continuous Improvement

• Drive continuous improvement initiatives within the training function.
• Analyze training trends, workforce performance metrics, and operational data to identify opportunities for improvement.
• Implement innovative learning solutions, including classroom, hands-on, digital, and blended learning approaches.
• Establish and monitor key performance indicators related to training effectiveness, workforce readiness, employee development, and operational performance.
• Continuously improve processes, systems, and training methodologies to enhance organizational capability and productivity.
• Lead by example; “walk the talk.”
• Establish new measurement systems if/where possible.
• Drive an efficient Training Administration system
• Exchange knowledge and information with other Training Managers to ensure best practices are shared throughout the Jabil organization.
• Adhere to all safety and health rules and regulations associated with this position and as directed by supervisor.
• Comply and follow all procedures within the company security policy.

MINIMUM REQUIREMENTS
Bachelor’s degree in Human Resources or related field preferred; and three to five years experience; or equivalent combination of education and experience.

BE AWARE OF FRAUD: When applying for a job at Jabil you will be contacted via correspondence through our official job portal with a jabil.com e-mail address; direct phone call from a member of the Jabil team; or direct e-mail with a jabil.com e-mail address. Jabil does not request payments for interviews or at any other point during the hiring process. Jabil will not ask for your personal identifying information such as a social security number, birth certificate, financial institution, driver’s license number or passport information over the phone or via e-mail. If you believe you are a victim of identity theft, contact the Federal Bureau of Investigations internet crime hotline (www.ic3.gov), the Federal Trade Commission identity theft hotline (www.identitytheft.gov) and/or your local police department. Any scam job listings should be reported to whatever website it was posted in.

Jabil, including its subsidiaries, is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, religion, national origin, sex, age, disability, genetic information, veteran status, or any other characteristic protected by law.

Accommodation Statement

If you are a qualified individual with a disability, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access Jabil.com/Careers site as a result of your disability. You can request a reasonable accommodation by sending an e-mail to Always_Accessible@Jabil.com or calling 727-803-7988 with the nature of your request and contact information. Please do not direct any other general employment related questions to this e-mail or phone number. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.