Field Development Trainer

The Field Employee Development Coach supports, guides, and develops Sure Steel’s field employees and field leaders through structured training delivery, ongoing coaching, and hands‑on implementation support. This is the person who takes the Learning & Development team’s content into the field and ensures it is actually taught, adopted, and applied.

The role works closely with field leadership and employees, with an initial focus on foremen and construction managers, expanding over time to new hires, apprentices, and employees progressing toward full competency in their roles. It blends training delivery, one‑on‑one coaching, process education, and relationship building. The ideal candidate is first and foremost a teacher — a strong communicator and adaptable instructor who is comfortable working across job sites, trades, and field environments.

This role will continue to evolve as the L&D department grows.

• Deliver training through multiple formats, including:
  • On‑site / in‑person training at job sites
  • Webinars / virtual sessions
  • Small‑group or 1:1 instruction
• Take newly created L&D content into the field and ensure it is taught, reinforced, and adopted.
• Reinforce training through follow‑ups, coaching, and practical application.
• Support adoption of new tools, systems, and workflows relevant to field operations.

• Serve as a development coach for a defined group of field employees and field leaders.
• Conduct regular check‑ins via calls, messages, virtual meetings, and on‑site visits.
• Help field employees understand expectations, safety processes, and career pathways within the trades.
• Partner with foremen, superintendents, and project managers to support development and reinforce training.
• Track individual progress and identify development gaps or support needs.

• Support onboarding for new field employees and a smooth transition to the job site.
• Support employees in apprenticeship or skill‑progression programs and track milestones toward completion.
• Help employees “get across the finish line” in development programs.

• Learn and maintain working knowledge of field workflows, safety protocols, and the software and tools field employees use.
• Be willing to learn new systems quickly in order to support others.

• Identify common development gaps or onboarding challenges specific to field roles.
• Provide feedback to the L&D Manager on opportunities to improve training, onboarding, and processes.
• Support refinement and evolution of L&D programs over time.

• Strong facilitation and instructional skills; able to teach, engage a group, and hold a room.
• Strong interpersonal and communication skills, especially with field and trades employees.
• Coaching mindset with a focus on development rather than discipline.
• Comfortable facilitating both virtual and on‑site training.
• Organized, dependable, and follow‑through oriented.
• Ability to manage multiple employees and priorities simultaneously.
• Willingness to travel to job sites as needed.