Regional Technician Development Partner

Trane Technologies; Chesapeake, Northern (VA, KY); Hybrid; USD 97,000 - 156,000; Full time

Benefits offered by this job

医疗保险

401K 匹配

教育与培训机会

学费补助与贷款支持

带薪休假

Job summary

Trane Technologies在美国 Virginia 区域寻求区域技师发展合作伙伴，负责区域技师学习与发展计划的实施、执行、衡量与持续改进。与区域服务领导、讲师网络及人力资源等协作，推动人才培养及项目 adoption。

岗位跨地区开展培训执行、课程更新与数据分析，确保安全、质量与员工参与度符合长期 workforce 需求。需具备出色沟通与项目管理能力及一定的出差。

Qualifications

• 具备高中学历或GED并至少7年相关工作经验，或具备学士学位并至少5年相关工作经验。
• 相关经验可能包括HVAC服务、技术培训、劳动力发展、运营或项目管理等。
• 具备良好的书面、口头及人际沟通能力。
• 具备跨职能团队影响力而无直接授权的能力。

Responsibilities

• 建立并维护区域技师发展路线图，与项目经理及区域负责人协作。
• 收集并优先考虑技师学习需求、技能差距及业务优先事项。
• 领导定期管理节奏、行动跟踪与效果评估。
• 组织季度与年终业务简报，评估项目效果与变更需求。
• 维护可视化管理系统，跟踪培训需求、参与度、完成度及结果。
• 协调区域内技师学习与发展项目的交付（学徒、入职、技术培训等）并确保安全与质量标准。
• 与FIN讲师及现场领导协作，提升培训 readiness、排期与参与度。
• 支持小型及大型培训的现场执行，保证区域支援的及时性。
• 在安全、质量与运营需求框架内推进项目执行与人员参与度。
• 与学校、学徒项目、社区劳动力组织建立关系，拓展区域人才渠道。
• 旅行约20-30%以支持现场培训与关系建设。

Skills

技术培训与能力

跨职能协作

项目管理

数据分析

Education

高中学历或GED+7年相关经验

学士学位+5年相关经验

Tools

HVAC培训材料

Job description

加入我们的使命！作为全球领先的建筑、住宅及交通领域舒适、可持续、高效气候解决方案的提供者，我们有责任将地球放在首位。对于我们来说 特灵科技， 以及通过我们的各项业务，包括 特灵 注册商标 和 Thermo King 可持续发展不仅仅是我们的经营方式——它就是我们的事业。您是否敢于直面全球性挑战，发现具有深远影响的可能性？您是否希望为创造更美好的未来贡献力量？如果您的答案是肯定的，我们诚邀您加入我们，共同大胆挑战可持续世界的无限可能。

了解我们的 福利 为助您在工作与生活中蓬勃发展而设计。

我们勇敢前行。

工作地点：

周一至周四，与同事在现场办公。周五可自主选择办公地点，根据工作需求灵活安排。

The Regional Technician Development Partner is responsible for the regional implementation, execution, measurement, and continuous improvement of technician learning and development programs. This role partners with the Regional Service Leader, Technician Program Manager, Area Service Leaders, Area Service Managers, Field Instructor Network instructors, recruiting partners, and community workforce organizations to strengthen technician capability, improve program adoption, and build a sustainable technician talent pipeline.

The role owns the regional technician development roadmap, gathers field and business input, prioritizes development needs, supports training execution, tracks program effectiveness, and communicates progress to regional service leadership. The role also helps ensure technician development efforts are aligned with business priorities, safety expectations, quality standards, engagement goals, and long‑term workforce needs.

Reporting Structure

This role reports directly to the Regional Service Leader and has a dotted‑line relationship to the Technician Program Manager. The role works closely with Area Service Leaders, Area Service Managers, Field Team Leaders, Field Instructor Network instructors, Recruiting, HR, and other regional support partners.

Core Responsibilities

Program Strategy, Roadmap, and Governance

• Build and maintain the regional technician development roadmap in partnership with the Technician Program Manager and Regional Service Leader.
• Gather and prioritize technician learning needs, skill gaps, emerging requirements, and business priorities from regional service leaders and field teams.
• Lead a standard management rhythm for technician development, including recurring reviews, action tracking, participation updates, and effectiveness measures.
• Conduct quarterly and year‑end business pulse reviews with service leadership to review program effectiveness, gaps, and required changes.
• Maintain a visual management system that tracks training demand, participation, completion, progression, FIN capacity, engagement, and business outcomes.

Program Execution and Field Adoption

• Coordinate regional delivery of technician learning and development programs, including apprenticeship, onboarding, technical training, skill advancement, and career pathway initiatives.
• Support train‑the‑trainer processes to promote consistent, high‑quality program delivery across the region.
• Partner with FIN instructors and field leaders to support training readiness, scheduling, participation, and follow‑through.
• Facilitate or support training delivery in small and large formats when needed as a regional support resource.
• Ensure program execution is aligned with safety expectations, quality standards, operational needs, and technician engagement goals.

Workforce and Talent Pipeline Development

• Build and maintain regional relationships with schools, apprenticeship programs, community workforce organizations, and early talent channels.
• Coordinate outreach, events, and partnerships that promote technician career pathways and improve regional hiring readiness.
• Support pre‑employment and early career initiatives by connecting regional talent sources to technician development programs.
• Partner with Recruiting and regional leaders to identify pipeline needs and convert outreach activity into usable technician talent flow.

Communication and Stakeholder Engagement

• Provide clear and timely communication to leaders, technicians, trainers, and employees regarding program schedules, expectations, participation needs, and outcomes.
• Share regional program updates, participation trends, learner feedback, best practices, and execution insights with service leadership and the Technician Program Manager.
• Coordinate with communication or marketing partners to share training accomplishments, program updates, and success stories with internal and external stakeholders.
• Build strong relationships with technicians, trainers, service managers, and business leaders to strengthen engagement and adoption of technician development programs.

Administrative and Operational Responsibilities

• Maintain documentation related to program design, training schedules, participation records, learning resources, and program outcomes.
• Assist in managing training resources, tools, materials, and program logistics to ensure readiness and availability.
• Conduct regular portfolio reviews of executed and forecasted training with business leaders.
• Analyze program data and field feedback to recommend adjustments to training offerings and regional priorities.
• Travel within the region approximately 30-40% to support onsite training, relationship building, workforce outreach, and regional execution.

Qualifications

• High school diploma or GED with at least 7 years of relevant experience, or bachelor degree with at least 5 years of relevant experience.

Relevant experience may include HVAC service, technical training, workforce development, operations, education, or program management.

Strong written, verbal, and interpersonal communication skills.

Demonstrated ability to influence cross‑functional teams without formal authority.

Strong organizational, program management, problem‑solving, and decision‑making skills.

Ability to analyze program data, identify trends, and recommend actions based on business needs.

Ability to travel regionally approximately 20-30%.

Preferred

• Experience supporting technician development programs in an HVAC or service‑focused environment.
• Experience working with the Field Instructor Network or similar technical training network.
• Experience building relationships with schools, apprenticeship programs, workforce organizations, or community partners.
• Experience leading team meetings, mentoring technicians, or coordinating multi‑stakeholder programs.
• Track record of improving program adoption, training participation, or technician development outcomes.

Key Skills

• Technician development and field credibility
• Program management and execution discipline
• Training roadmap development and prioritization
• Data analysis, reporting, and visual management
• Cross‑functional influence without direct authority
• Communication with technicians, managers, senior leaders, and community partners
• Relationship building with schools, workforce partners, trainers and field leaders
• Ability to convert feedback into action and action into measurable outcomes
• Strong judgment, problem solving, and follow‑through

Success Measures

• Expansion of FIN class offerings, instructor capacity, and technician participation.
• Improved technician onboarding consistency and early career progression.
• Increased technician talent pipeline generation through Recruiting, school partnerships and workforce outreach.
• Improvement in engagement measures, including TAP engagement scores where applicable.
• Timely progression and successful development of regional technicians and service leaders.
• Clear regional training roadmap with quarterly updates, action plans and measured progress.
• Consistent execution of technician development initiatives across areas in alignment with business priorities.
• Demonstrated improvements in skill‑gap closure, program adoption, learner feedback and leadership satisfaction.
• Training accomplishments and program outcomes communicated clearly to internal stakeholders.

年度基本薪资范围或小时基本工资范围

$97,406.66 - $156,200.00

薪酬类型

薪资

符合激励资格

Yes

符合销售佣金资格

No

免责声明我们致力于为该职位提供具有竞争力的薪酬，并根据多种因素进行定制。实际薪酬将取决于资历、绩效、地理位置、学历、经验、出差要求以及工会归属等因素。我们的薪酬范围通常以该国家的全国平均水平为基础。此外，福利待遇可能会因地区、业务归属、工会参与以及员工身份的不同而有所差异。

在工作与家庭中都能蓬勃发展：

• 您和家人的福利从第一天起即生效，包括医疗保险，以及提供丰厚激励的全方位健康福利计划 – 我们敢于关怀！
• 家庭组建福利包括生育治疗保障，以及收养/代孕协助。
• 带薪休假包括最多 15 天年假、带薪节假日、病假，以及其他支持志愿服务和育儿假的选项。
• 401K 匹配缴款、通过公司项目提供的教育与培训机会，以及学费补助和学生贷款债务支持。

免责声明： 福利内容可能因工作地点、集体谈判协议以及当地/州法规而异

安全敏感岗位

Yes

公司将某些岗位指定为安全敏感岗位。安全敏感岗位可能要求您通过额外的药物筛查。此岗位为安全敏感岗位：

我们是一个机会均等的雇主，所有符合条件的申请者均会被公平考虑录用，无论其种族、肤色、宗教、性别、性取向、性别认同、国籍、孕期、年龄、婚姻状况、残疾、受保护退伍军人身份或任何受法律保护的身份。