Field Training Manager

The Field Training Manager leads training initiatives for existing Costa Vida locations and new store openings. This role ensures teams are fully trained and prepared for successful, on-time openings while driving consistency, operational excellence, and continuous improvement across locations.

Key Responsibilities

• Lead and coordinate training for new store openings, ensuring teams are prepared and locations open on time.
• Design, implement, and evaluate field training programs for existing locations.
• Partner with District Trainers, Operations, and the Training Development Manager to ensure consistent training and brand standards.
• Evaluate training effectiveness using feedback and performance data and implement improvements.
• Coach and develop restaurant leaders and team members to improve performance.
• Collaborate cross-functionally to align training with company goals and operational needs.

Travel & Physical Requirements

• Frequent travel to Costa Vida locations and new store openings, including overnight travel as needed.
• Must be able to travel by car and air and maintain a valid driver's license.
• Ability to stand, walk, bend, reach, and work for extended periods in a fast-paced restaurant environment.
• Ability to lift and carry up to 50 pounds.
• Flexibility to work early mornings, evenings, weekends, and extended hours during openings when needed.

Experience & Qualifications

• 3+ years of experience in restaurant operations, field training, training and development, or a related field.
• Experience coaching and developing employees and leaders.
• New store opening or multi-unit restaurant experience preferred.
• Strong communication, presentation, organization, and project management skills.
• Ability to work independently and collaborate effectively across departments.
• Strong problem-solving skills and a commitment to operational excellence.

INTENT AND FUNCTION OF JOB DESCRIPTIONS

Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system.

All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included are the minimal standards required to perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate.

In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to accommodate disabled individuals. However, no accommodation will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.

Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.