Training Manager

Overview

MAS creates custom-engineered thermal management solutions for markets that thrive on flexibility, creativity, and bold ideas. From humble beginnings to becoming an emergent multi-brand manufacturing leader, we’ve grown by bringing in great people and empowering them to do great work.

At MAS, we believe innovation happens when everyone contributes, diversity of thought is celebrated, and people feel supported in their growth. We take pride in working hard together—tackling challenges, solving problems, and having fun along the way. As we expand into both emerging and mission-critical industries, we stay committed to delivering efficient, competitive, and sustainable heating and cooling technologies. And throughout your career here, you’ll have the chance to directly shape the foundation for what's next in our industry.

The Training Manager (Skills Based Training Program) is responsible for designing, implementing, and managing a skills-based training program focused on the development of direct labor employees in a manufacturing environment, with an emphasis on fabrication, assembly, inspection, and testing processes. This role ensures employees have the necessary skills to perform at a high level, supports cross-training initiatives, promotes a culture of continuous learning, and aligns training strategies with production and quality goals.

Additionally, this role will interface with Quality for the development and implementation of training to support quality inspectors and test technicians.

This position is part of the Company’s Training Department. The Training Department is responsible for developing and managing programs that improve employee skills, knowledge, performance, and overall professional growth. Its core function is to ensure that employees are well-prepared to do their jobs effectively, adapt to changes, and grow with the organization. This also includes formulation of third-party partnerships for training support and coordinating with outside agencies (local, State, and Federal) for funding grants.

The Training Department is part of the HR function.

• Develop & Implement Training Programs:
  • Design, develop, and maintain hands-on, job-specific training programs for direct labor roles (fabricators, assemblers, machine operators, inspectors, test technicians, etc.).
  • Implement the Training & Learning Curve Development (Skills Based Training Program) Blueprint.
  • Create training materials, SOPs, and work instructions in collaboration with subject matter experts (SMEs) and operations personnel.
  • When appropriate, work with state officials to develop state recognized apprenticeship/journeyman programs for specific technical roles.
• Onboarding & Skills Development:
  • Manage onboarding programs for new direct labor employees, ensuring competency in safety, quality, and operational standards. This will entail direct collaboration with HR and Safety functions.
  • Facilitate and track skills progression through structured training paths and skills matrices.
• Training Delivery:
  • Conduct and oversee classroom, training cell, on-the-job, and cross-training sessions.
  • Train and mentor lead trainers, team leads, and supervisors to support training delivery at the department level.
  • Ensure lead trainers and team leaders (OJT trainers) are qualified and current to conduct training.
• Competency Assessment:
  • Establish standardized skills assessment tools and processes.
  • Evaluate employee proficiency through observation, testing, and feedback from production leaders.
  • Leverage training cells for employee screening (recruiting) and evaluation.
• Continuous Improvement:
  • Identify gaps in workforce skills and recommend solutions to close those gaps.
  • Partner with Operations, Quality, and Engineering to ensure training aligns with process changes, new equipment, and quality requirements.

• Metrics & Reporting:
  • Maintain training records and generate reports on training effectiveness, employee progression, and training compliance.
  • Develop and maintain a certification program to manage knowledge levels of all skilled direct labor personnel, including trainers. This should include classroom and hands-on.
  • Monitor key…