- Collaborate with department heads, Managers, Workforce Board Staff, and Operations Coordinators to identify training needs and objectives.
- Coordinate training schedules and logistics, including booking venues and arranging equipment.
- Facilitate training sessions, workshops, and seminars both in-person and virtually.
- Develop training materials, presentations, and other resources to support learning objectives.
- Evaluate training effectiveness and gather feedback from participants to make continuous improvements.
- Maintain training records and ensure compliance with regulatory requirements.
- Manage and administer both BakerRipley's and Workforce Solutions' learning management systems, ensuring content is up-to-date and accessible.
- Monitor participant progress, track training metrics, and generate reports to measure the impact of training initiatives.
- Continuously assess training effectiveness and make recommendations for improvements.
- Stay up to date on industry trends and best practices in training and development.
Preferred / Required Qualifications :
- Bachelor's degree in Human Resources, Education, Business Administration, or related field.
- 3-5 years of proven experience as a Training Coordinator or similar role.
- Strong organizational and multitasking skills with attention to detail.
- Excellent communication and interpersonal abilities.
- Proficiency in MS Office and learning management systems (LMS) experience with eLearning software including Adobe Captivate, Articulate 360, Camtasia. A plus.
- Ability to adapt to changing priorities and work effectively under pressure.
- Certification in training or instructional design (e.g., CPLP, CPTM) is a plus.
- Project Management Experience
- Must have a valid Texas Driver's license
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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