Manager, Training

We need to produce HTML fragment with headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must only include sections that have real specific content. The posting includes description (Essential Functions) which is responsibilities. Minimum Qualifications, Knowledge, Skills And Abilities, Physical Demands, Work Environment, Qualification Requirements (maybe redundant). No explicit Benefits, Pay, Schedule. So we should not include those sections. Also we should not repeat job title as heading. We need to include sections: About the role (maybe a summary paragraph), Responsibilities (Essential Functions), Requirements (Minimum Qualifications), Skills (Knowledge, Skills And Abilities), maybe also Qualifications? But we have both Minimum Qualifications and Knowledge, Skills And Abilities. Could combine? The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have About the role, Responsibilities, Requirements, Qualifications, Skills. We need to decide what content goes where. About the role: could be the introductory paragraph(s) before Essential Functions: "The Manager, Training leads the strategy, planning, coordination, delivery, and continuous improvement of technical, operational, product, systems, and field training programs for CBX Solutions in support of Building High Performing Teams. This role is responsible for building scalable technical and functional development pathways that improve employee capability, accelerate role readiness, strengthen operational consistency, and support business performance across the organization. The Manager, Training manages the training function and provides direct leadership to Facilitators aligned with Regional Directors, ensuring training priorities, field needs, and enterprise standards are effectively coordinated across regions. The role partners closely with Regional Directors, field leadership, Operations, Sales, IT, HR, subject matter experts, vendors, and the broader Talent Development team to identify capability gaps and implement practical, job-relevant learning solutions. This role plays an important part in CBX Solutions' enterprise talent by supporting functional capability development, technical career progression, General Manager and field leadership effectiveness, cross-functional development, and readiness for critical roles." Responsibilities: Essential Functions list (the bullet-like sentences). We'll put each as

inside

. Should we split into multiple items? The essential functions paragraph is long with many sentences separated by periods. We can break each sentence as a list item. Requirements: Minimum Qualifications bullet points. We'll list each qualification as
• . Qualifications: maybe we could include "Qualification Requirements" but that's similar to Minimum Qualifications. Could skip Qualifications section to avoid duplication. But we have to decide. The instruction: Prefer a few substantive sections over many thin ones. So maybe combine Minimum Qualifications and Knowledge, Skills And Abilities into Requirements and Skills sections. Use Requirements for minimum qualifications (education, experience). Use Skills for knowledge, skills and abilities. Thus we will have sections: About the role, Responsibilities, Requirements, Skills. We must not include Benefits, Pay, Schedule. We need to preserve all substantive information; do not invent or summarize away detail. So we need to include all details from the posting, but we can rephrase? We must preserve all substantive information, not invent or summarize away detail. That means we should not omit any detail. However we can combine sentences into list items but must keep the content. We must not drop any detail like "Physical Demands" and "Work Environment" and "Qualification Requirements". Those are substantive; we need to include them somewhere. If we omit those sections, we would be dropping detail. So we need to include them. The instruction says include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So we need to include sections for Physical Demands and Work Environment and Qualification Requirements if they have content. They do have content. So we should add sections for those. However we only have allowed headings list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Physical Demands and Work Environment are not in that list. But we could perhaps map them to existing headings? Not really. The instruction says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). The "e.g." suggests those are examples, not an exhaustive list? It says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It might imply we should use those headings when appropriate, but we could also use other headings if needed? The instruction: "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It seems they expect us to use those headings for sections. It doesn't explicitly forbid other headings, but the examples are given. Usually they'd want us to stick to those. However we have content like Physical Demands and Work Environment that don't map to those. Could we incorporate them under Requirements or Skills? Physical Demands is not a requirement but could be under Requirements? Might be okay to put under Requirements as a subsection? But they said use

  • for any list of duties/requirements/benefits, and

    for prose. So we could have a

    Requirements

    containing a

    for prose and maybe a

    for Physical Demands? But Physical Demands is not a requirement per se but could be considered a requirement. However the instruction says "include a section ONLY when the posting has real, specific content for it". If we put Physical Demands under Requirements, we still have a Requirements section with content; that's fine. But we need to ensure we don't lose the heading for Physical Demands. The instruction didn't say we must have a heading exactly matching the content; just that we should use those example headings for sections. It might be acceptable to have a Requirements section that includes subpoints like Minimum Qualifications, Physical Demands, Work Environment. But that might be mixing categories. Alternatively, we could create additional headings like Physical Demands and Work Environment, but they are not in the examples. The instruction says "use

    for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The "e.g." indicates those are examples, not an exhaustive list. So we can use other headings if needed. Safer to include Physical Demands and Work Environment as separate sections with

    . That would preserve all detail. Thus sections: About the role, Responsibilities, Requirements (Minimum Qualifications), Skills (Knowledge, Skills And Abilities), Physical Demands, Work Environment, Qualification Requirements (maybe redundant with Requirements but we can keep). However Qualification Requirements is similar to Minimum Qualifications; we could omit to avoid duplication. But the posting includes both Minimum Qualifications and Qualification Requirements (which says "To perform this job successfully, an individual must be able to perform each essential duty satisfactorily..."). That's more of a generic statement; we could include it under Requirements as a note. We need to avoid repetition. Let's decide to include: - About the role (intro paragraphs) - Responsibilities (Essential Functions) - Requirements (Minimum Qualifications + Qualification Requirements) - Skills (Knowledge, Skills And Abilities) - Physical Demands - Work Environment We will not include Benefits, Pay, Schedule. Now we need to format. We'll produce:

    About the role

    ... (intro paragraphs)

    Responsibilities

    • Lead and manage the training function, including technical, operational, product, systems, and field-based learning programs, while coaching and developing Facilitators and establishing clear performance expectations.
    • Lead the regional Facilitator alignment model by partnering with Regional Directors to identify business priorities, capability gaps, operational challenges, and training needs, while ensuring strong relationships with District Directors, General Managers, and other field leaders; coordinate regional training plans, priorities, communication, and resource allocation to balance regional needs with enterprise Talent Development strategy, maintain consistent standards, and reduce duplication.
    • Coordinate and deliver new-hire technical training, role-based development, refresher training, continuing education, and ongoing field training.
    • Establish progressive development pathways that help employees understand the skills, knowledge, and experience required to grow within technical, operational, and field roles.
    • Partner with Operations and field leadership to document and share General Manager and field leadership best practices related to operational execution, systems, processes, customer service, and business consistency.
    • Support development experiences that provide employees and emerging leaders with appropriate cross-functional exposure to operations, sales, project management, estimating, detailing, technology, and other business functions.
    • Partner with the Manager, Talent Development to align technical and functional development with career paths, individual development plans, succession planning, high-potential development, mentoring, and critical-role readiness.
    • Support manager onboarding and foundational leadership development by providing operational, systems, technical, and field-specific training components as appropriate.
    • Partner with the Manager, Instructional Design to design, develop, update, and improve facilitator guides, participant materials, job aids, videos, eLearning, digital learning resources, and performance support tools.
    • Ensure training content, processes, and learning resources are accurate, current, scalable, accessible, and aligned with business priorities and established company standards.
    • Establish consistent training standards and delivery practices across regions and locations while allowing appropriate flexibility for business and operational requirements.
    • Work with IT and other departments to support systems implementation, system adoption, process changes, and related training requirements.
    • Coordinate with external partners, vendors, manufacturers, suppliers, and industry organizations to support technical, product, certification, and specialized training, evaluating opportunities to leverage external training providers, certifications, and industry resources where internal capability or expertise is not available.
    • Support the assessment of current technical and functional capabilities across the organization and help identify priority skill gaps requiring development.
    • Monitor and evaluate training effectiveness using participation, completion, learner feedback, assessments, proficiency measures, field observations, business leader feedback, and relevant performance indicators.
    • Maintain a strong understanding of industry trends, technology, business processes, field operations, customer requirements, and emerging capability needs.
    • Support CBX University through course planning, curriculum organization, learning assignments, program communication, completion tracking, and learning records.
    • Participate in enterprise talent and development planning activities as requested, including capability reviews, career-path discussions, succession planning support, and workforce development initiatives.
    • Assist in developing annual and long-term training priorities aligned with CBX Solutions' strategic objectives.
    • Manage assigned training projects, budgets, vendors, schedules, and resources to ensure effective and efficient program execution.
    • Perform other related duties as assigned.

    Requirements

    Minimum Qualifications:

    • Bachelor's degree preferred, or equivalent combination of education and relevant experience.
    • Minimum of 5 years of experience in training, operations, project management, sales support, estimating, detailing, or related industry experience, with strong knowledge of commercial doors, frames, hardware, construction, and/or electronic access/security integration preferred.
    • Prior experience leading, coaching, or managing employees preferred.
    • Experience leading geographically dispersed or regionally aligned employees preferred.
    • Experience developing or managing technical, operational, or role-based training programs preferred.
    • Experience delivering in-person, virtual, field-based, and blended training.
    • Experience partnering with business leaders and subject matter experts to identify capability gaps and develop learning solutions.
    • Experience with learning management systems, business systems training, or technology-enabled learning preferred.

    Qualification Requirements:

    To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The