Training Manager

Eaton\u2019s ES AMER ESS division is currently seeking a Training Manager. \n\nThis role is located at our Nacoggdoches, TX site. Relocation assistance will be provided. \n\nThe expected annual salary range for this role is $97000 - $143000 a year. \n\nPlease note the salary information shown above is a general guideline only. Salaries are based upon candidate skills, experience, and qualifications, as well as market and business considerations. \n\n## What you\u2019ll do:\n\nThe 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.\n\nThis role is highly hands\u2011on and visible on the shop floor. The Training Manager partners closely with Operations and Quality to identify training gaps, strengthen on\u2011the\u2011job training, improve trainer effectiveness, and enforce training standards. While the long\u2011term vision includes broader professional and leadership development, success in this role begins with stabilizing and elevating hourly production training.\n\n## In this role you will:\n\nOwnership of Hourly Production Training (Primary Focus) \n\n \nOwn end\u2011to\u2011end hourly production training, including onboarding, OJT, cross\u2011training, certification, and refresher training. \nEstablish clear training expectations for each core production role, including defined training paths, timelines, and competency requirements. \nEnsure training is consistent across shifts, value streams, and trainers\n\n \nCompetency Verification and Quality Alignment\n\n \nImplement and enforce competency verification (demonstration, assessments, observation) not just training completion. \nMaintain full authority to delay or stop certification when competency standards are not met. \nUse quality, scrap, rework, audit, and defect data to identify training gaps and drive corrective actions. \nPartner with Quality and Operations to ensure training reflects current work instructions and critical quality requirements.\n\n \nTrainer Effectiveness and Accountability\n\n \nEstablish and maintain a train\u2011the\u2011trainer process, including trainer selection, expectations, coaching, and feedback. \nRegularly observe trainers and training delivery to ensure consistency and effectiveness. \nHold trainers and coordinators accountable for quality of training not just scheduling and documentation.\n\n \nTraining System and Governance\n\nEnsure training documentation and records are accurate, complete, and audit\u2011ready (including LMS / Q\u2011Pulse and skill matrices). \nDevelop and track meaningful training metrics (time\u2011to\u2011competency, certification accuracy, retraining needs, audit findings). \nEscalate systemic issues and provide clear recommendations to leadership. \nEvaluate and pilot modern training methods (simulation, video, eLearning) where they directly improve speed, consistency, and quality.\n\n \nTeam Leadership and Function Growth\n\n \nProvide day\u2011to\u2011day leadership, coaching, and direction to hourly training coordinators. \nAssess current training resources and recommend future structure, roles, and capabilities as the plant grows. \nAct as the site expert on what the training function needs to support business demands. \nBuild relationships with external schools/community partners to strengthen the hiring/training pipeline.\n\n## What Success Looks Like:\n\n * Hourly employees reach full competency faster, with fewer quality issues tied to training gaps.\n * Training is consistent, documented, audit ready, and enforced across all shifts and value streams.\n * Trainers are capable, coached, and accountable for the effectiveness of the training they deliver.\n * Training metrics are visible, trusted, and used by leadership to make decisions\u2014not maintained only for compliance.\n * The training function demonstrates a digital mindset, using technology as a practical tool (not technology for technology\u2019s sake).\n * Processes that were previously manual, tribal, or inconsistent are migrating toward standardized, repeatable, and scalable.\n * The training organization is viewed as a business enabler for quality and readiness, not a scheduling or administrative function.\n\n\n\n## Qualifications:\n\nRequired (Basic) Qualifications:\n\n * Bachelor\u2019s Degree from an accredited institution\n * Two (2) years of demonstrated experience building training that improves measurable outcomes (quality, safety, productivity, time-to-competency, etc.)\n * Eaton will not consider applicants for employment immigration sponsorship or support for this position. This means that Eaton will not support any CPT, OPT, or STEM OPT plans, F-1 to H-1B, H-1B cap registration, O-1, E-3, TN status, I-485 job portability, etc.\n * Relocation assistance will be provided to candidates that reside outside a 50-mile radius of Nacogdoches, TX. \n\n\n\nPreferred Qualifications:\n\n * Background in electrical components, utilities, or similar regulated/quality-critical manufacturing.\n * Experience creating/owning training assessments and skill verification.\n * Working knowledge of LMS/QMS documentation expectations and maintaining skill matrices.\n * Instructional design capability (job instruction, task breakdowns, facilitator guides) and comfort using modern tools (video, eLearning).\n\n\n\nWe are committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant\u0027s race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.\n\nEaton believes in second chance employment. Qualified applicants with arrest or conviction history will be considered regardless of their arrest or conviction history, consistent with the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act and other local laws.\n\nYou do not need to disclose your conviction history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if Eaton is concerned about conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report.\n\nTo request a disability-related reasonable accommodation to assist you in your job search, application, or interview process, please call us at 1-800-836-6345 to discuss your specific need. Only accommodation requests will be accepted by this phone number.\n\nWe know that good benefit programs are important to employees and their families. Eaton provides various Health and Welfare benefits as well as Retirement benefits, and several programs that provide for paid and unpaid time away from work. Click here for more detail: Eaton Benefits Overview. Please note that specific programs and options available to an employee may depend on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.\n