Training Manager

Ichor Systems, Inc.; Sauk Rapids (MN); On-site; USD 92,000 - 156,000; Full time

Benefits offered by this job

Medical, Dental, Vision coverage

Paid time off

Paid holidays

Job summary

Ichor Systems, Inc. in Minnesota is seeking an experienced Training & Development professional to lead the Direct Labor training strategy and onboarding programs.

You will collaborate with Operations and HR to align capability requirements with production plans and organizational priorities. The role focuses on developing annual training plans, identifying skill gaps, and delivering programs that support safety, quality, and productivity.

Qualifications

• Bachelor’s degree in human resources, Training & Development, Industrial Engineering, Education, or a related field.
• 5–8 years of experience in training coordination, learning & development, or operations support.
• Experience supporting Direct Labor or manufacturing/operations workforce is highly preferred.
• Experience onboarding, training administration, or shopfloor training is an advantage.
• Strong understanding of Training Needs Analysis, skill gap analysis, and competency development.

Responsibilities

• Develop and implement the training and development strategy for the Direct Labor workforce in alignment with business and operational objectives.
• Establish annual training plans, priorities, and development programs based on business requirements, workforce capability, production plans, and organizational priorities.
• Partner with Operations and HR leadership to identify current and future workforce capability requirements.
• Establish training priorities for new hires, existing employees, cross-skilling, upskilling, and competency development.
• Ensure training programs support operational excellence, productivity, quality, safety, and workforce readiness
• Conduct and coordinate new hire onboarding programs for Direct Labor employees.
• Facilitate work and process familiarization to ensure new hires understand operational workflows, SOPs, safety, and quality requirements.
• Partner with Operations, EHS, and Quality teams to ensure onboarding content is current and relevant
• Training Needs & Skill Gap Analysis
• Conduct Training Needs Analysis (TNA) in collaboration with Operations, Supervisors, and Managers.
• Identify skill gaps and competency gaps based on production needs, quality issues, audit findings, and performance data.
• Develop and update competency frameworks for Direct Labor roles.
• Training Program Development & Delivery
• Coordinate internal trainers, subject matter experts, and external training providers where applicable.
• Support the development and maintenance of training materials, SOPs, work instructions, and assessment tools.
• Monitor training effectiveness and recommend continuous improvement initiatives
• Continuous Improvement
• Work closely with Operations and HR to align training initiatives with business objectives.
• Propose improvements to training processes, delivery methods, and learning effectiveness.
• Support cross-skilling and upskilling initiatives for Direct Labor workforce.

Skills

Training coordination

Learning & development

Operations support

Facilitation

Project planning

Cross-functional collaboration

Education

Bachelor’s degree in human resources

Job description

• Develop and implement the training and development strategy for the Direct Labor workforce in alignment with business and operational objectives.
• Establish annual training plans, priorities, and development programs based on business requirements, workforce capability, production plans, and organizational priorities.
• Partner with Operations and HR leadership to identify current and future workforce capability requirements.
• Establish training priorities for new hires, existing employees, cross-skilling, upskilling, and competency development.
• Ensure training programs support operational excellence, productivity, quality, safety, and workforce readiness
• Conduct and coordinate new hire onboarding programs for Direct Labor employees.
• Facilitate work and process familiarization to ensure new hires understand operational workflows, SOPs, safety, and quality requirements.
• Partner with Operations, EHS, and Quality teams to ensure onboarding content is current and relevant
• Training Needs & Skill Gap Analysis
• Conduct Training Needs Analysis (TNA) in collaboration with Operations, Supervisors, and Managers.
• Identify skill gaps and competency gaps based on production needs, quality issues, audit findings, and performance data.
• Develop and update competency frameworks for Direct Labor roles.
• Training Program Development & Delivery
• Coordinate internal trainers, subject matter experts, and external training providers where applicable.
• Support the development and maintenance of training materials, SOPs, work instructions, and assessment tools.
• Monitor training effectiveness and recommend continuous improvement initiatives
• Work closely with Operations and HR to align training initiatives with business objectives.
• Propose improvements to training processes, delivery methods, and learning effectiveness.
• Support cross-skilling and upskilling initiatives for Direct Labor workforce.

Key Responsibilities

• Training Strategy & Planning
• Develop and implement the training and development strategy for the Direct Labor workforce in alignment with business and operational objectives.
• Establish annual training plans, priorities, and development programs based on business requirements, workforce capability, production plans, and organizational priorities.
• Partner with Operations and HR leadership to identify current and future workforce capability requirements.
• Establish training priorities for new hires, existing employees, cross-skilling, upskilling, and competency development.
• Ensure training programs support operational excellence, productivity, quality, safety, and workforce readiness
• New Hire Onboarding
• Conduct and coordinate new hire onboarding programs for Direct Labor employees.
• Facilitate work and process familiarization to ensure new hires understand operational workflows, SOPs, safety, and quality requirements.
• Partner with Operations, EHS, and Quality teams to ensure onboarding content is current and relevant
• Training Needs & Skill Gap Analysis
• Conduct Training Needs Analysis (TNA) in collaboration with Operations, Supervisors, and Managers.
• Identify skill gaps and competency gaps based on production needs, quality issues, audit findings, and performance data.
• Develop and update competency frameworks for Direct Labor roles.
• Training Program Development & Delivery
• Coordinate internal trainers, subject matter experts, and external training providers where applicable.
• Support the development and maintenance of training materials, SOPs, work instructions, and assessment tools.
• Monitor training effectiveness and recommend continuous improvement initiatives
• Continuous Improvement
• Work closely with Operations and HR to align training initiatives with business objectives.
• Propose improvements to training processes, delivery methods, and learning effectiveness.
• Support cross-skilling and upskilling initiatives for Direct Labor workforce.

Job Requirements

• Bachelor’s degree in human resources, Training & Development, Industrial Engineering, Education, or a related field
• Minimum 5–8 years of experience in training coordination, learning & development, or operations support.
• Prior experience supporting Direct Labor or manufacturing/operations workforce is highly preferred.
• Experience in onboarding, training administration, or shopfloor training is an advantage.
• Strong understanding of training concepts such as Training Needs Analysis (TNA), skill gap analysis, and competency development.
• Familiarity with manufacturing or operational processes and shopfloor environments.
• Ability to prepare training documentation, reports, and records accurately
• Strong communication and facilitation skills.
• Detail-oriented with strong follow-up and execution capability.
• Able to work closely with operations teams and manage multiple training activities concurrently.
• Proactive, adaptable, and committed to continuous improvement.

For Candidates Based In Minnesota

The pay range for this position is $91,900 - $156,200 annually, exempt.

Our pay ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional job-related factors, including knowledge, skills, experience, tenure, and relevant education or training. The pay scale is subject to change depending on business needs. Your recruiter can share more about the specific range for your location during the hiring process.

Ichor is committed to supporting your personal well-being and professional development. Our benefits are designed to help you maintain a healthy work-life balance, provide peace of mind, and prepare for your future. We offer medical, dental, and vision plans across all locations, allowing team members to select the coverage that best meets their healthcare needs and budget. Our benefits also include a paid time-off program and paid holidays to support your time away from work. A summary of our Benefits will be provided during the interview process.

ITAR ONLY

The business site where this position is located is an ITAR-compliant operation. Due to ITAR regulations, Ichor Systems is only able to employ US Persons. A US person is a lawful permanent resident (immigrant with “green card” permanent authorization to work document) or who is a protected person (a citizen, a national, a refugee, or a person granted asylum). Non-citizens with other visas are not eligible for hire at this location.