Specialist - Training and Development (Stoughton, WI)

Job Purpose

Help lead Stoughton Trailers initiatives by developing hard and soft tools to develop talent within Stoughton Trailers and to maximize employees' potential for growth in their responsibilities and capabilities. Strive to provide just in time training to sustain our continued growth and to stabilize workforce.

Essential Duties and Responsibilities

Partners with the Sr Organizational Development Manager and department managers to understand the training needs of the organization and develop content for the internal LMS portal.

Produce end-user documentation, training guides, digital media content, and training modules as it applies to our products and operations for both new and existing clients (internal and external).

Create content for a variety of platforms including our LMS, blog, and other communication avenues.

Proofread and edit content before publishing to ensure that training meets the Stoughton Trailers standards.

Ensures training manuals and other training aids are up to date and accessible for employees to access.

Development and management of tracking completion of training through the LMS for reporting or ISO purposes.

Point of contact and responsible for the coordination of the Youth Apprenticeship program including building relationships with the colleges, technical schools and high schools to attend their events to promote the program.

Responsible for coordinating and scheduling all approved training programs focusing on supervisory development, production, technical and employee development and enrichment programs.

Facilitates and schedules annual training for the workforce within the plants.

Help to promote and lead development culture including ongoing personal development through the creation of career development paths.

Maintains positive working relationships with employees and adheres to the implementation of company policies.

Follow policies procedures and guidelines including the company handbook.

Offer plant/companywide continuous improvement suggestions.

Other duties as assigned by Supervisor.

Above is a list of the most important responsibilities and functions, which are essential to the position. Employees must be able to perform these essential functions satisfactorily with or without a reasonable accommodation. Accommodations will be evaluated and provided to eligible employees on a case by case basis, depending on the employee's medical restrictions, work availability, the nature of the position, the position's essential functions and other relevant factors.

Qualifications

2 Years of experience in administration of LMS (UKG Pro Learning preferred)

Excellent written and verbal communication skills and the ability to write documentation and user guides for various audiences.

3+ years of experience in instructional design, creating video content and graphics for training using Articulate 360 (Storyline and Rise)

Experience coping with change; can shift gears comfortably; can decide and act without the total picture; comfortable with ambiguity.

Proficient in Microsoft Office (Power

Point, Word, and Excel)

Experience with file maintenance, file share structure, and best practices.

Education:

Undergraduate Degree in Marketing, Human Resources, Business Administration or related field or commensurate experience preferred.

Knowledge, Skills, & Abilities

Excellent presentation skills.

Excellent written and oral communication skills.

Detail oriented.

Strong interpersonal and communication skills.

Ability to multi-task.

Ability to handle confidential information.

Intermediate to advanced skills in Microsoft Office.

Flexible work schedule.

Ability to interact effectively with all levels of employees.

Core Competencies

Creativity – Generate original ideas, encourage new ways of thinking, explore options, and develop innovative solutions. Challenge pre-existing conceptions and offer alternatives.

Functional/Technical Expertise – Knowledgeable and skilled in a functional specialty. Add organizational value through unique expertise and serve as a resource in that area for the organization.

Technology Savvy – Use technology to be successful in their organizational role. Value technology and understand the necessity of leveraging it to stay productive and competitive. Proactive in investigating and adopting new technologies to achieve competitive advantage.

Mission Focus – Understand and support the organization’s mission. Believe in the mission, value it, and are committed to it. Communicate it to staff, stand behind it, and interpret its applications for others.

Talent Development – Keep a continual eye on the talent pool, monitoring skills and needs of all team members. Expand the skills of staff through training, coaching, and development activities related to current and future jobs. Evaluate and articulate present performance and future potential to create opportunities for better use of staff abilities.

Identify developmental needs and assist individuals in developing plans to improve themselves.

Positive Impact – Make positive impressions on those around them. Optimistic and enthusiastic about what they do. Energizes those around them.

Training

Orientation

Safety and Environmental Processes

Basic Excel

Basic Word

Basic Power

Point

Working Conditions & Physical Requirements

Please refer to the general office physical demands checklist for more information regarding the working conditions and physical requirements for this job.

I have received a copy of this job description including essential job functions, and I understand the duties, responsibilities, and requirements.

Education

Preferred

Bachelors or better in Instructional Design and Technology or related field

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)