Manager, Training as a Service

Entegra; Houston (TX); On-site; USD 150,000 - 190,000; Full time

Job summary

Entegra is seeking a Manager, Training as a Service (TaaS) to lead a global team of technical trainers and to develop scalable learning solutions across Operations and Data Analysis. The role partners with multiple functions to translate requirements into learning programs and governance.

You will establish standards, roadmaps, and capacity plans to enable workforce readiness for new technologies and service releases, driving continuous improvement in training delivery.

Qualifications

• Bachelor’s degree in engineering, technology, education, operations, or business, or equivalent.
• Significant experience leading technical training teams.
• Experience developing technical curricula and role-based learning pathways.
• Experience using LMS, training records, certification tracking, and reporting.
• Ability to collaborate across functions and influence stakeholders.

Responsibilities

• Develop and execute a global technical training strategy for multiple business lines.
• Lead, coach, and evaluate a distributed team of technical trainers.
• Govern curricula, lesson plans, assessments, and certification processes.
• Establish and maintain learning governance, pathways, and lifecycle management.
• Coordinate global delivery of training across regions and modalities.

Skills

Leadership

Training delivery

Curriculum design

Stakeholder management

Learning governance

Education

Bachelor’s degree in engineering/technology/education/business

Tools

Learning Management System (LMS)

Quality Management Systems

Document control systems

Job description

Purpose

The Manager, Training as a Service, (TaaS), is responsible for developing and executing the global strategy for technical training across Operations and Data Analysis. The role leads a global team of technical trainers supporting MFL Operations, MFL Data Analysis, UT Operations, and UT Data Analysis, with the ability to expand support as new technologies and organizational needs emerge.

The Manager establishes consistent training governance, trainer standards, role-based learning pathways, curriculum-development practices, delivery methods, learning-system requirements, and performance reporting. The role partners with functional leaders, Subject Matter Experts, designated technical authorities, HSEQ, People & Culture, Product, Service Release, and other stakeholders to translate approved technical requirements into scalable and effective learning solutions.

The Manager is accountable for technical training capability and workforce training readiness. The role supports, but does not replace, functional ownership of technical standards, employee performance, competency evaluation, or formal qualification authorization.

Responsibilities:

• Safety, Quality, and Compliance
  • Promote a zero-harm work environment.
  • Ensure training activities comply with applicable HSE policies, quality requirements, regulatory obligations, customer requirements, and internal requirements.
  • Incorporate applicable safety, quality, procedural, and regulatory requirements into technical training programs.
  • Ensure practical training is appropriately planned, risk assessed, supervised, and conducted using approved equipment, facilities, and methods.
  • Maintain accurate and controlled training records in accordance with applicable document-control, quality, and retention requirements.
  • Partner with HSEQ and functional leaders to address training needs or actions arising from incidents, audits, nonconformances, lessons learned, risk assessments, and procedural changes.
• Global Training Strategy
  • Develop and execute a global technical training strategy supporting MFL Operations, MFL Data Analysis, UT Operations, and UT Data Analysis.
  • Translate company strategy, workforce needs, technology plans, and functional requirements into an actionable multi-year training roadmap.
  • Establish common governance, standards, priorities, and delivery practices for technical training.
  • Develop global technical training demand and capacity plans based on hiring forecasts, qualification requirements, regional needs, trainer availability, technology growth, and planned service releases.
  • Recommend trainer headcount, contractor support, delivery priorities, facilities, tools, and delivery methods required to support organizational growth.
  • Ensure department capacity and training resources are aligned with future growth needs and customer expectations.
• Team Leadership and Trainer Development
  • Lead, develop, coach, and hold technical trainers accountable through established company leadership and performance-management practices, including applicable EOS tools.
  • Establish clear objectives, role expectations, development plans, and succession plans for the global technical training team.
  • Establish and maintain a Train-the-Trainer framework.
  • Define standards for trainer selection, onboarding, instructional qualification, technical readiness, observation, coaching, calibration, and continuing development.
  • Evaluate trainer capability and identify development needs.
  • Establish trainer coverage and succession plans to reduce dependency on individual instructors and support global training delivery.
  • Build an inclusive and accountable learning culture focused on technical excellence, continuous development, and service to the business.
• Curriculum and Learning Governance
  • Establish and govern role-based learning pathways for technical roles supported by Training as a Service (TaaS).
  • Oversee the development of curricula, lesson plans, instructor materials, learner materials, practical exercises, knowledge assessments, practical assessments, and refresher training.
  • Establish a controlled curriculum lifecycle covering needs identification, development, technical review, approval, release, version control, periodic review, revision, and retirement.
  • Ensure training content is reviewed and approved by the appropriately designated functional leader, Subject Matter Expert, or technical authority before release.
  • Ensure training content reflects approved procedures, written practices, technical standards, software functionality, operational requirements, and lessons learned.
  • Create consistency in training content and delivery while allowing appropriate flexibility for technology, role, customer, regulatory, language, and regional needs.
• Qualification and Certification Support
  • Ensure technical training programs and learning records support applicable company written practices, customer requirements, and recognized industry standards.
  • Include API 1163, ASNT ILI-PQ, and POF requirements where applicable.
  • Partner with functional leaders, HSEQ, People & Culture, and designated technical authorities to support qualification and certification governance.
  • Maintain a clear distinction between training completion, knowledge assessment, demonstrated competency, and formal qualification or certification.
  • Support defined learning and assessment requirements without assuming functional ownership of competency evaluation or formal qualification authorization.
  • Identify gaps between training programs, written practices, qualification requirements, and actual workforce needs, and coordinate appropriate corrective actions with the responsible stakeholders.

• Training Delivery and Workforce Readiness
  • Coordinate global delivery of classroom, virtual, practical, field-based, and blended technical training.
  • Prioritize training according to safety, quality, operational risk, workforce needs, technology growth, and business requirements.
  • Establish onboarding, development, qualification-support, cross-training, and refresher pathways for supported technical roles.
  • Coordinate training plans for new hires, developing employees, employees transitioning between roles or technologies, and employees requiring recertification or refresher training.
  • Partner with Operations and Data Analysis leaders to assess workforce training needs and identify training-related capability gaps.
  • Support readiness for new technologies, processes, procedures, software, and service releases.
  • Coordinate training schedules, trainer resources, facilities, equipment, datasets, tools, and other materials required for effective delivery.
  • Support global delivery while considering regional, language, travel, time-zone, customer, and operational constraints.

• Learning Systems, Records, and Reporting
  • Provide business governance for technical learning within the approved learning-management system.
  • Define technical learning pathways, assignments, completion requirements, certification or qualification-support records, renewal requirements, and reporting needs.
  • Establish expectations for the accuracy, completeness, traceability, and retention of technical training records.
  • Partner with system administrators and People & Culture to ensure technical learning requirements are appropriately configured and maintained.
  • Define reporting and dashboard requirements that provide visibility into training completion, assessment results, qualification progress, certification status, upcoming expirations, trainer capacity, and identified capability gaps.
  • Protect sensitive learner information and ensure access to training records follows company requirements.

• Cross-Functional Partnership
  • Partner with Operations, Data Analysis, Data Science, HSEQ, People & Culture, Product, Technology, Service Release, regional leadership, Subject Matter Experts, and designated technical authorities.
  • Establish clear responsibilities for training-needs identification, content development, technical approval, delivery, recordkeeping, and effectiveness review.
  • Work with Subject Matter Experts and technical authorities to convert approved technical knowledge into structured and reusable learning content.
  • Work with Service Release and other responsible teams to assess training impacts and prepare employees for approved changes.
  • Communicate training priorities, capacity constraints, readiness risks, and resource needs to functional and senior leaders.
  • Facilitate resolution of cross-functional training gaps, conflicting priorities, and ownership questions.
  • Recognize that functional leaders and designated technical authorities own technical standards, employee performance, competency evaluation, and formal qualification authorization; Subject Matter Experts provide technical expertise and support technical validation; Service Release owns release-related activities within its approved scope; and TaaS owns trainer capability, training strategy, curriculum governance, learning delivery, training records, and workforce training readiness.

• Continuous Improvement and Training Effectiveness
  • Define and monitor meaningful training performance indicators.
  • Include measures such as training completion, assessment results, time to training readiness, qualification progress, trainer capacity, learner feedback, curriculum health, and training effectiveness.
  • Use operational feedback, quality findings, audit findings, incident learnings, nonconformances, learner feedback, and performance data to identify training improvements.
  • Establish feedback loops with learners, trainers, managers, Subject Matter Experts, and technical authorities.
  • Evaluate whether training is producing the intended learning and readiness outcomes.
  • Lead corrective and continual-improvement actions related to the training system.
  • Recognize that operational productivity, employee performance, and rework outcomes are shared across several functions and are not solely owned by this role.

• Additional Duties
  • Perform other duties and responsibilities as assigned, consistent with the position’s purpose and level.

Requirements:

• Education and Experience
  • Bachelor’s degree in engineering, technology, education, operations, business, or a related discipline, or an equivalent combination of relevant education and experience.
  • Significant experience in technical training, Operations, Data Analysis, pipeline inspection, nondestructive testing, or a comparable technical environment.
  • Demonstrated experience leading technical trainers, instructors, or geographically distributed teams.
  • Experience developing and implementing technical curricula, role-based learning pathways, practical training, knowledge assessments, and competency-supporting programs.
  • Experience working across functions and influencing stakeholders without direct reporting authority.
  • Experience using learning-management systems, training records, certification or qualification tracking, and performance reporting.
  • Experience working with controlled technical documents, quality-management systems, or regulated training requirements.
• Leadership and Professional Capabilities
  • Ability to translate organizational strategy, technical requirements, and workforce needs into an executable training roadmap.
  • Strong people-leadership, coaching, communication, and stakeholder-management skills.
  • Ability to establish governance and accountability within a global and matrixed organization.
  • Ability to manage competing priorities and allocate limited training resources according to risk and business need.
  • Ability to lead organizational change and establish new or evolving training processes.
  • Ability to communicate effectively with technical, operational, functional, and executive audiences.
  • Strong planning, problem-solving, decision-making, and continuous-improvement skills.
  • Commitment to company values, ethical conduct, accountability, inclusion, safety, quality, and technical excellence.
• Technical and Learning Capabilities
  • Knowledge of adult-learning principles, instructional design, curriculum development, practical training, assessment methods, and training evaluation.
  • Understanding of the distinction between training, assessment, competency, qualification, and certification.
  • Familiarity with pipeline inspection, nondestructive testing, or other relevant technical disciplines.
  • Familiarity with API 1163, ASNT ILI-PQ, POF, company written practices, and customer qualification requirements where applicable.
  • Ability to interpret technical procedures, standards, lessons learned, quality findings, and operational requirements and convert them into structured learning solutions.
  • Ability to use learning and operational data to identify training needs, capability gaps, and improvement opportunities.
  • Working knowledge of learning-management systems, reporting tools, document control, and controlled training records.
• Travel and Work Environment
  • Ability and willingness to travel domestically and internationally based on business and training needs.
  • Ability to work effectively across global teams, time zones, cultures, and locations.
  • Ability to participate in practical training environments, field locations, technical facilities, and office or remote work settings as required.
  • Comply with applicable safety, security, customer, travel, and site-access requirements