Generalist Trainer

Nxtwave Disruptive Technologies; Hyderabad; Remote; INR 450,000 - 650,000; Full time

Job summary

Nxtwave Disruptive Technologies seeks a Generalist Trainer to deliver remote training from Hyderabad to 40 campuses across India. Three seats include language requirements (Telugu, Hindi, and English-only) and a graduate qualification is acceptable without a fixed degree.

You will train, prepare material, and ensure sessions run smoothly, with post-session checks to improve content for future cohorts.

Qualifications

• Graduate. No specific degree required.
• English is a must for all three seats; one seat requires strong Telugu, one strong Hindi, and one English-only.

Responsibilities

• Deliver training sessions to multiple campus groups via remote video.
• Prepare and align session material, ensure sessions run on schedule.
• Coordinate with L&D and Operations to maintain quality and learner outcomes.

Education

Graduate

Job description

Generalist Trainer

Remote delivery from Hyderabad to all 40 campuses 3 seats

How the four L&D seats fit together context for this role

L&D decides WHAT is taught and to which team. The Content Creator decides HOW. The trainers deliver it. Operations runs it and counts it.

L&D centrally decides which topic goes to which team and what it must cover, based on training needs and signed off by the department heads. The Content Creator builds the material and the tests for each topic, decides how it will be taught, and teaches some of the sessions. The Generalist Trainers prepare on the ready material, get certified on each topic, and deliver the sessions. The Training Operations Coordinator schedules the sessions, holds the numbers, and says early when something looks wrong. After the training, L&D checks whether people work differently; if not, the cycle starts again. The Senior Instructor sits over this for instructors and mentors: they say what is really going wrong in a classroom, and they grow the trainers.

At a Glance

Function

Learning & Development, NIAT

Reports into

Varun M, Head of Learning & Development and Performance Management. The team is flat. Shiva, the L&D Lead, runs the day-to-day and reviews your work each month.

Scope owned

The Program Ops, Success Coach, Curriculum and Assessment and specialist cluster teams, taught in small groups, one team per group, live over video. Part of a total population of ~900 student-facing staff.

Direct reports

None. Nobody in this team manages anyone.

What we select on

Not years of experience. Four things: 1. Can teach a group and keep them interested. 2. Can pick up a new topic quickly and teach it well from material someone else built. 3. Can adapt the same topic for very different teams without losing the point. 4. Prepares for every session and keeps to the plan without being chased.

Selection process

Selection includes a practical activity, a mock teaching session and an in-person round.

Education

Graduate. No specific degree required.

Languages

English is a must for all three. Across the three seats: one Telugu, one Hindi, one English-only. See the language note below.

Number of seats

3

Role Summary

You will train everyone at NIAT except the instructors program ops, success coaches, curriculum and assessment, and the specialist cluster. Each team is taught on its own, in small groups. You teach the common NIAT standard first, then the part that is specific to each role. You work remotely from Hyderabad. You do not travel to campuses to teach.

The one thing only you can do: you make the session work for the people in the room. What is taught, and to which team, is decided centrally by L&D, and the content comes to you ready. Your job is to prepare properly, know the material well, and deliver it so people leave able to do something differently. You run the checks in each session, close the records the same day, and pass on what you hear from learners so the content keeps getting better.

The hardest part of this job is range. A program ops person and a success coach need very different things from you, sometimes in the same week, and neither one will sit through a session built for the other.

Key Responsibilities

• Teach to the central schedule Which topic you teach, and to which team, is decided by L&D, and the Training Operations Coordinator books the sessions. Be on time for every session and flag any clash early.
• Master the content before you teach The content for each topic comes to you ready from the Content Creator. Learn it well, practise it, and ask the Content Creator early if anything is unclear.
• Deliver the 5 trainer-led hours Run 5 hours a month for your cohorts, live and remote: the common NIAT standard first, then the role track. Each session is for one team only.
• Get certified before you teach a topic — Run a mock session on each new topic and get signed off before you teach it live.
• Prepare before every session — Fill in the prep checklist a day ahead and follow the team's teaching guidelines. Some of your sessions are observed and scored, and you get feedback on them.
• Run the checks in every session — Only people who took the pre-session quiz get a seat. End with the after-session check, and make sure each person writes down one specific thing they will do differently.
• Close each session the same day — Upload the participant screenshot and log what learners said is stopping them, through the session close-out form. Flag any scheduling problem there too, such as a wrong invite, link or clash.
• Get managers ready for the 2 practice hours — Managers run 2 hours a month of practice with their own teams, using real cases from their own work. The Content Creator builds the case pack. You brief the managers and check that it actually happened.
• Follow up on the 1 self-paced hour — Each person's self-paced module is assigned centrally. Remind your teams and follow up with anyone who has not finished.
• Test people after the training — After each module, check whether the person can now do the thing. Attendance is not a pass. Anyone who does not clear the check gets another round.
• Send real cases to the Content Creator — Pass on the real situations you see and what learners say is stopping them, so the case bank and the next version of the material stay real.
• Use AI where it helps — Use it to prepare, such as rehearsing a session or practising the questions learners are likely to ask. Not everywhere.

What Success Looks Like — Key Result Areas

KRA

Metric

Sessions delivered

Your scheduled sessions happen as planned and on time

Prepared every time

The prep checklist is done before every session

Teaching quality

Observed sessions meet the team's teaching standard

People learned it

Learners do well on the scenario questions after each session

Sessions are useful

Learners rate your sessions as useful for their work

Commitments made

Each learner leaves with one specific thing they will do differently

Records closed

Attendance, the participant screenshot and learner blockers are logged soon after every session

Certified on time

Signed off on each new topic before its first session

Targets for each KRA are set in the team's KPI sheet and reviewed every month. Behaviour change on the job and NPS are tracked for the whole programme, not in your personal rating.

Who We're Looking For

• Has stood in front of a room of adults every week, and can describe how they handled the group that did not want to be there.
• Has run sessions over video to people who were not in the room, and can say what they did to keep that group with them.
• Has trained more than one kind of team — say a support team and an operations team — and can say how they changed the session for each.
• Has taught from material someone else wrote and made it work, and can say how they prepared.
• Has learned a new subject at short notice and taught it well.
• Has taken feedback on their teaching and changed how they teach because of it.
• Has handled a hard conversation with a parent or a student themselves, or has trained the people who do.
• Prepares for every session without being chased, and can show how they prepare.

Good to Have

• Has run train-the-trainer sessions and helped certify other trainers.
• Has worked with an LMS and with recorded content, not only live sessions.
• Has coached managers to run their own team sessions.
• Has used AI tools such as ChatGPT, Gemini or NotebookLM to prepare sessions or build practice activities.

Note for TA — Hire a Mix Across the Three Seats, Not Three of the Same Person

• These are three different jobs wearing the same title. Two things need to be mixed on purpose.
• Background. A teaching or fellowship background fits the curriculum, assessment and specialist teams. Someone who has handled real parents, customers or angry escalations fits the success coach and program ops side. If we hire three people from the same background, one of these groups gets a trainer who has never done their job.
• Language. English is a must for all three. Beyond that, one seat needs strong Telugu, one needs strong Hindi, and one can be English-only.
• Track both of these at shortlist stage, not at offer stage.

Where to Source From

Varun has decided not to hire from the corporate trainer market for these seats. We want people who have taught, not people who train for a living. All seats are Hyderabad-based, so candidates must be in Hyderabad or ready to move.

• Teaching fellowship programmes — first pool. Teach For India fellows finishing their two years and Teach For India alumni; Gandhi Fellowship (Piramal Foundation); Azim Premji Foundation field and teacher-education staff. These people have taught every day in hard rooms, been coached, and coached others. Alumni networks and city chapter groups are the fastest way in.
• School teachers moving out of the classroom. Heads of department and senior teachers from CBSE, ICSE and state board schools, including the large Telugu-state chains. Look for the teacher who ran the school's own teacher training or looked after new joiners. Good source for the Telugu seat.
• College faculty and campus academic coordinators. Engineering and degree college faculty, training and placement cell officers, academic coordinators. They already run programmes across many batches and are used to a fixed academic calendar.
• People who have handled parents, customers or escalations. For the success coach and program ops seats, look for people who have run parent counselling, admissions, student support or a customer escalation desk, and who have also trained their own team. They know what a hard call feels like.
• Internal NxtWave and NIAT people. Instructors, success coaches and program ops people who are already the person others go to for help. Post the role inside before going outside. An internal hire also solves language and context on day one.
• NGO education programme staff. Programme and training people from Pratham, Akanksha Foundation, Mantra4Change, Educate Girls, Kaivalya / Piramal Foundation for Education Leadership and similar. They train teachers and field staff for a living, on small budgets, with hard measurement.

Growth Path

Next designation: Senior Trainer (Level 2).

You earn it when your sessions meet the teaching standard and learners rate them well for three cycles in a row, and you can take on new topics and teams without extra support.