Training Manager

About the Role

Eaton’s ES AMER ESS division is currently seeking a Training Manager. The role is located at our Nacoggdoches, TX site. Relocation assistance will be provided.

The expected annual salary range for this role is $97,000 – $143,000 a year. Salaries are based upon candidate skills, experience, and qualifications, as well as market and business considerations.

The Training Manager is responsible for owning and improving the training system for hourly manufacturing employees at the Nacogdoches facility. The primary focus of this role is ensuring operators are trained correctly, consistently, and to verify competency resulting in improved product quality, safety, and productivity.

This role is highly hands‑on and visible on the shop floor. The Training Manager partners closely with Operations and Quality to identify training gaps, strengthen on‑the‑job training, improve trainer effectiveness, and enforce training standards. While the long‑term vision includes broader professional and leadership development, success in this role begins with stabilizing and elevating hourly production training.

• Own end‑to‑end hourly production training, including onboarding, OJT, cross‑training, certification, and refresher training.
• Establish clear training expectations for each core production role, including defined training paths, timelines, and competency requirements.
• Ensure training is consistent across shifts, value streams, and trainers.

• Implement and enforce competency verification (demonstration, assessments, observation) not just training completion.
• Maintain full authority to delay or stop certification when competency standards are not met.
• Use quality, scrap, rework, audit, and defect data to identify training gaps and drive corrective actions.
• Partner with Quality and Operations to ensure training reflects current work instructions and critical quality requirements.

• Establish and maintain a train‑the‑trainer process, including trainer selection, expectations, coaching, and feedback.
• Regularly observe trainers and training delivery to ensure consistency and effectiveness.
• Hold trainers and coordinators accountable for quality of training not just scheduling and documentation.

• Ensure training documentation and records are accurate, complete, and audit‑ready (including LMS / Q‑Pulse and skill matrices).
• Develop and track meaningful training metrics (time‑to‑competency, certification accuracy, retraining needs, audit findings).
• Escalate systemic issues and provide clear recommendations to leadership.
• Evaluate and pilot modern training methods (simulation, video, eLearning) where they directly improve speed, consistency, and quality.

• Provide day‑to‑day leadership, coaching, and direction to hourly training coordinators.
• Assess current training resources and recommend future structure, roles, and capabilities as the plant grows.
• Act as the site expert on what the training function needs to support business demands.
• Build relationships with external schools/community partners to strengthen the hiring/training pipeline.

• Hourly employees reach full competency faster, with fewer quality issues tied to training gaps.
• Training is consistent, documented, audit-ready, and enforced across all shifts and value streams.
• Trainers are capable, coached, and accountable for the effectiveness of the training they deliver.
• Training metrics are visible, trusted, and used by leadership to make decisions—not maintained only for compliance.
• The training function demonstrates a digital mindset, using technology as a practical tool (not technology for technology’s sake).
• Processes that were previously manual, tribal, or inconsistent are migrating toward standardized, repeatable, and scalable.
• The training organization is viewed as a business enabler for quality and readiness, not a scheduling or administrative function.

• Bachelor’s Degree…