Trainer

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

Full Time Professional Mentor, OH, US

2 days ago Requisition

Salary Range: $85,000.00 To $ Annually

• The Midwest Regional Trainer owns the technical development of every service technician in the region. This is not a classroom-only role. You will know every technician and manage a learning path for each one, and make sure each is trained to do the job — hydraulics, electrical, batteries, engines, brakes and steering, mast and attachments, diagnostics and safety.
• Strong technical skill is required, but it is not the whole job. You must also run the training pipeline: know who is due for what, who is behind, and who is ready to advance, and drive it to completion with each branch Service Manager. When you are not teaching a class or building content, you are expected to be at a branch — in the shop or on a customer site — coaching technicians hands‑on.
• Customer engagement will also be part of this position through OSHA required Forklift Operator Instruction at customer locations teaching users how to safely and effectively operate forklifts and MEWPS, ensuring compliance with OSHA safety regulations, and maintaining high operational standards.

• Reports To:
  
  Training Director

Own technician development in the region

• Maintain a skills matrix rating every technician in the region by discipline: hydraulics, electrical and electronics, batteries and chargers, engines, brakes and steering, mast and attachments, diagnostics and safety.
• Build and maintain an individual learning path for each technician — target skills, courses, certifications, hands‑on sign-offs and due dates. Review quarterly with the Service Manager.
• Own trained status jointly with each branch Service Manager. A technician is trained only when both sign off on demonstrated hands‑on competency; attendance is not completion.
• Report monthly to corporate, Service Managers and HR on skill coverage, training delivered, certifications earned and who is behind plan — and build corrective plans for technicians who are not progressing.

Train and coach

• Onboard every new technician with the Service Manager and HR: expectations, safety and environmental policies, tools and software, planned maintenance, and basic diagnostics and repairs.
• Deliver classroom and hands‑on training at the branches, on a calendar built with the Service Managers so customer coverage is protected.
• When not in class or building content, be out with technicians in the shop or on customer sites, coaching hands‑on during live service work and riding along on service calls. Target mix: 50% field and shop coaching, 30% training delivery, 20% content development.
• Run hands‑on skill assessments at the branches and sign off competencies on real equipment.

Build and improve training content

• Develop, improve and maintain Coric’s training content — curriculum, lesson plans, job aids, checklists, video and skill tests — keeping it current with new technology and OEM updates, and shared with the other regions.
• Use comeback, rework and warranty data to decide what training is needed.
• Attend OE training and become a certified instructor to support OEM certification requirements. Maintain training equipment and training areas.
• Attend MEWP and forklift train the trainer courses to become a certified forklift and MEWP operator instructor.

How performance is measured

• 100% of technicians with a current skills matrix and learning path.
• Planned training and certifications completed by target date.
• Technician productivity, efficiency and labor recovery in the region.
• Comebacks, rework and warranty rejections tied to skill gaps.
• Time for…