Senior Training Analyst

We need to output only HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title. We need to extract content from posting. We need sections only when posting has real specific content. Let's parse. Posting includes: - Intro about company (maybe "About the role"? Actually "Role Description" is a heading. Could map to "About the role". We'll include a section "About the role" with description of role. - "What You'll Do" -> Responsibilities. - "What You'll Bring" -> Required and Preferred. Could split into Requirements (required) and Qualifications (preferred) or Skills. We need to decide. We have sections: Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to include only those with content. We have Responsibilities: list of duties under "What You'll Do" with subheadings: Program Management & Strategy, Needs Analysis & Instructional Design, New-Hire Onboarding, Community Outreach & Talent Pipeline, Analytics, Reporting & Compliance, Cross-Functional Partnership. We'll output as

• each bullet. We have Requirements: "What You'll Bring Required" list: Bachelor's degree..., 5+ years..., Track record..., Experience setting goal..., Experience working with data..., Strong facilitation..., Willingness to spend..., Comfort representing... We'll output as list. Qualifications: "Preferred" list: Experience in battery..., Familiarity with adult learning..., Hands-on experience..., A training..., Experience designing..., Experience designing..., Familiarity with program... We'll output as list. Skills: maybe combine some? Could list specific skills like facilitation, data analysis, etc. But we already have required/preferred. Might still include Skills section summarizing key skills: technical training, program management, data analysis, facilitation, etc. However we must not invent or summarize away detail; we can extract explicit skill mentions: "Strong facilitation and communication skills", "Experience working with data (Excel required)", "Experience administering an LMS and building e-learning content", "Experience designing or managing an internship", etc. Could put those under Skills. Benefits: The posting mentions: "Relocation assistance is available." Also later: "Humanity is a cornerstone... Form Energy offers competitive salaries, stock options, and a holistic benefits package... When it comes to you and your family’s health, we cover 100% of medical, dental, and vision premiums for full-time employees - and 80% of healthcare premiums for dependents. This starts from day one. We also offer at least 12 weeks of paid leave for new parents (up to 20 weeks for birthing parents), and generous vacation policies". So we have benefits content. Pay: Not explicitly stated; only "competitive salaries". That's vague but maybe considered pay info. The rule: never create Pay section unless posting actually states them. It says "competitive salaries" which is a statement about pay, albeit not specific numbers. Is that enough? Likely yes, as it's stating they offer competitive salaries. We'll include Pay section with that sentence. Schedule: Not mentioned. No schedule info. So omit Schedule. Also need to include "Where You'll Work" maybe as part of About the role? Could be separate but not in allowed headings. Could fold into About the role. We must not include boilerplate like EEO, accommodations, privacy, etc. We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep details like relocation assistance, etc. We'll produce HTML fragment with sections in order: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay. Each section:

  Heading

  then either

  for prose or

  • for list. For About the role: we have prose from Role Description paragraph plus maybe "Where You'll Work". We'll combine. Let's craft About the role prose: "Form Energy is an American manufacturing and energy technology company revolutionizing energy storage with cost-effective, multi-day technology designed to keep the electric grid secure and reliable, even during extended periods of stress. The Senior Training Analyst owns Form Factory 1's training function end-to-end — from the technical content associates learn on day one to the programs, goals, and partnerships that keep that content effective as the site scales. This role pairs program management (building and running programs, managing timelines and stakeholders) with enough technical depth to shape training content directly, analyze what's working, and keep the curriculum current as our processes evolve. It also looks beyond the factory walls — building the region's skills pipeline through community and education partnerships, and turning Form Energy's internship program into a reliable path to full-time roles. Relocation assistance is available. This role is based at Form Factory 1 in Weirton, WV—an easy commute from the city of Pittsburgh, PA. This 550,000-square-foot facility is our hub for high-volume battery production and a leader in the new era of American energy manufacturing." We must not repeat job title; fine. Now Responsibilities: list each bullet from "What You'll Do". We'll capture each bullet under subheadings but we can just list them as items. Let's extract bullets: Program Management & Strategy: - Own the training function as a formal program: define scope and roadmap, manage timelines, and track the stakeholders and risks that come with running training at scale. - Build and manage the site's core training programs end-to-end, from initial design through steady-state operation and continuous improvement. - Set training goals in partnership with Training and site leadership, and report progress each quarter — translating goals like workforce readiness, safety, and retention into concrete, measurable milestones. - Prioritize and sequence programs work across multiple production lines and shifts as headcount and production needs shift. Needs Analysis & Instructional Design: - Run needs assessments and skills-gap analyses across production lines to find where training is missing, outdated, or inconsistent. - Turn complex technical and engineering information into training that lands with associates at every experience level. - Recommend where to invest training time and budget, backed by data rather than guesswork. New-Hire Onboarding: - Own the onboarding program for new hires at Form Factory 1, from site and safety orientation through ramp-up in a specific role. - Scale onboarding to match the pace of hiring, keeping ramp-to-competency times consistent as cohorts grow. - Track onboarding metrics and adjust the program accordingly. Community Outreach & Talent Pipeline: - Lead outreach and partnership-building with local schools, community colleges, and workforce organizations to stand up ongoing skills-education programs aligned with Form Factory 1's needs. - Design and run a structured internship program, from recruiting through onboarding, with a documented, repeatable path from internship to full-time roles at Form Factory 1. - Track pipeline health — program participation, credential completion, and internship-to-FTE conversion rate — and report progress to Training and site leadership. - Represent Form Energy at community, school, and workforce-development events to build a steady funnel of future talent. Analytics, Reporting & Compliance: - Own training records in the LMS: completion rates, certification status, and recertification schedules. - Analyze training and competency data to evaluate what's working, and flag trends like recurring failure points or gaps concentrated on a specific shift or line. - Build regular reports and dashboards for Training, Production, and EHS leadership. - Keep training documentation audit-ready and aligned with safety, quality, and regulatory requirements. Cross-Functional Partnership: - Coordinate training schedules with Production Leads and Supervisors to minimize disruption to production goals. - Partner with Engineering and Quality to capture process changes and get them into training content fast. - Partner with People/Recruiting on hiring ramp plans so onboarding capacity keeps pace with headcount growth. - Calibrate with other trainers and training technicians across shifts so delivery stays consistent site-wide. We'll output as
    • each. Now Requirements (Required): list: - Bachelor's degree in a technical, engineering, education, or related field — or equivalent practical experience. - 5+ years in technical training, program or project management, or a related role, ideally in manufacturing or another industrial/engineering setting. - Track record running structured programs end-to-end — scope, budget, timeline, and stakeholders — from concept through steady-state operation. - Experience setting goal framework, including translating high-level goals into measurable team-level metrics. - Experience working with data: pulling, analyzing, and presenting training metrics to guide decisions (Excel required). - Strong facilitation and communication skills — able to make technical material land with varied audiences and influence stakeholders without direct authority. - Willingness to spend significant time on the production floor, including in PPE-required areas. - Comfort representing Form Energy externally and building relationships with schools, community colleges, or workforce-development partners that turn into real training or hiring pipelines. Now Qualifications (Preferred): list: - Experience in battery, energy, automotive, or other high-precision manufacturing. - Familiarity with adult learning theory and instructional design frameworks (e.g., ADDIE). - Hands-on experience administering an LMS and building e-learning content (e.g., Articulate, Camtasia). - A training, instructional design, or program management credential (e.g., ATD-CPTD, CPLP, PMP). - Experience designing or managing an internship, apprenticeship, or early-career program, ideally with a track record of converting participants into full-time hires. - Experience designing or scaling new-hire onboarding programs in a fast-growing or manufacturing environment. - Familiarity with program or project tracking tools (e.g., Smartsheet, Jira, Asana). Now Skills: we could extract specific skill mentions not already covered: maybe "Strong facilitation and communication skills", "Experience working with data (Excel required)", "Experience administering an LMS and building e-learning content", "Experience designing or managing an internship", "Experience designing or scaling new-hire onboarding programs", "Familiarity with program or project tracking tools". But these are already in required/preferred. To avoid duplication, maybe we can omit Skills section. But we need to decide if we should include Skills. The instruction: Prefer a few substantive sections over many thin ones. We already have many sections; maybe we can combine Required and Preferred into Requirements and Qualifications as we have. Skills could be omitted. However we need to include only when posting has real specific content for it. We have skill details but they are captured in Required/Preferred. Could still create Skills section listing e.g., "Facilitation and communication", "Data analysis (Excel)", "LMS administration", "Instructional design", "Program management", "Internship program design", "Onboarding program scaling". But that would be summarizing; risk of inventing? It's derived from the lists, not invented. Might be okay. But to be safe, we could omit Skills section and keep only Required and Qualifications. However the instruction list includes Skills as a possible heading; we can omit if not needed. We have Benefits: we need to capture all benefit statements. Benefits content: - Relocation assistance is available. - Competitive salaries, stock options, and a holistic benefits package. - 100% of medical, dental, and vision premiums covered for full-time employees (from day one). - 80% of healthcare premiums covered for dependents. - At least 12 weeks of paid leave for new parents (up to 20 weeks for birthing parents). - Generous vacation policies. We'll output as
      • . Pay: we have "competitive salaries". Also mention stock options? That's compensation but could be under Benefits. Pay section maybe just "competitive salaries". We'll include Pay with that sentence. Now ensure we don't include boilerplate: EEO, accommodations, privacy, etc. Remove. Now produce HTML. Order: About the role, Responsibilities, Requirements, Qualifications, Benefits, Pay. Check for any missing: maybe include "Where You'll Work" inside About the role. Now produce final HTML. Be careful to not include markdown fences. Let's