Lean Training Manager

You’ve discovered something special. A company that cares. Cares about leading the way in construction, engineering, manufacturing and renewable energy. Cares about redefining how energy is designed, applied and consumed. Cares about thoughtfully growing to meet market demands. And ─ as “one of the Healthiest 100 Workplaces in America” ─ is focused on the mind/body/soul of team members through our Culture of Care.

The Lean Training Manager translates the Operational Excellence Mindset and Lean values, principles, and behaviors into structured learning paths, practical training content, and workplace application. This position establishes training priorities, develops internal training capability, and monitors program effectiveness to ensure learning results in demonstrated skills, sustained behaviors, and increasing organizational self-sufficiency.

MINIMUM REQUIREMENTS

Education: Bachelor's degree in Education, Organizational Development, Industrial Engineering, Manufacturing, Operations Management, Business, or related field preferred. Lean, Six Sigma, training facilitation, instructional design, or similar certification is preferred.

Experience: 5-7 years of experience in Lean Manufacturing, Continuous Improvement, Operational Excellence, or training and development, including experience developing training programs, facilitating adult learning, and coaching operational leaders. Experience deploying training across multiple facilities preferred.

Travel: 0-25%

Work Schedule: Ability to work a flexible schedule is necessary. Typical work hours are between 7:00 a.m. and 5:00 p.m. Monday - Friday.

KEY RESPONSIBILITIES

Lean Training Program Design and Governance

• Partner with CI and operational leadership to define the organization's Lean training program, including learning objectives, audiences, curriculum, delivery methods, and implementation priorities.

• Develop and maintain a training roadmap aligned with business needs and Lean maturity: Establish Foundations, Build Capability, and Self-Sustaining Excellence.

• Establish consistent content standards, facilitator expectations, competency assessments, and review processes across facilities.

• Define responsibilities for content development, training delivery, workplace reinforcement, and verification of learning.

• Develop deployment plans that address schedules, resources, facility readiness, and access across shifts.

Lean Onboarding and Learning Paths

• Develop Lean onboarding content that introduces the Operational Excellence Mindset, core values, employee expectations, and foundational daily management practices.

• Establish role-specific learning paths for employees, frontline leaders, operational leadership, and CI practitioners.

• Define the knowledge, skills, and observable behaviors expected at each stage of development.

• Partner with onboarding and operational teams to integrate Lean learning into the employee experience.

• Establish ongoing training, refresher learning, and development opportunities as responsibilities and facility maturity evolve.

Curriculum and Content Development

• Lead the development and maintenance of training materials that support the Excellerate Lean Operating System.

• Translate Lean principles into practical learning experiences using operational examples, simulations, exercises, and workplace application.

• Develop facilitator guides, participant materials, job aids, coaching resources, and competency assessments.

• Build curriculum covering MDI, tiered accountability, visual management, Andon, standard work, 5S, Gemba, built-in quality, takt time, flow and pull, just-in-time principles, structured problem-solving, and leader standard work.

• Partner with subject matter experts to ensure content is accurate, consistent with established operating standards, and relevant to operational needs.

• Maintain content ownership, version control, and review schedules so training reflects current practices and lessons learned.

Training Deployment and Capability Development

• Manage the rollout of Lean training across facilities, coordinating priorities and schedules with CI and operational leaders.

• Facilitate foundational and leadership training and model effective coaching and hands-on learning.

• Develop internal trainers and improvement champions through preparation, observed delivery, feedback, and continued development.

• Establish processes to verify facilitator readiness and maintain consistent delivery quality.

• Build facility capability to deliver and sustain Lean learning with decreasing reliance on centralized CI support.

Workplace Application and Leadership Reinforcement

• Partner with operational leaders to define how training will be practiced, reinforced, and verified within daily work.

• Integrate learning with tiered meetings, Gemba, leader standard work, and actual improvement opportunities.

• Provide coaching resources that help leaders reinforce problem identification, employee ownership, and structured problem-solving.

• Identify barriers that prevent employees from applying learning and partner with the appropriate owners to address them.

• Verify that training supports increasing team self-sufficiency and sustained use of Lean practices.

Training Effectiveness and Program Improvement

• Establish a measurement process that evaluates training participation, demonstrated competency, workplace application, and sustained behavior.

• Define success measures and follow-up review points for each major training module before deployment.

• Monitor program performance and report progress, capability gaps, and recommended actions to CI and operational leadership.

• Use participant feedback, competency assessments, facilitator observations, and workplace verification to evaluate content effectiveness.

• Partner with operational leaders to assess how training contributes to safety, quality, delivery, productivity, and employee engagement results.

• Distinguish training gaps from process, resource, or leadership barriers so corrective actions address the underlying issue.

• Revise content, delivery methods, learning paths, and reinforcement practices based on evidence of effectiveness.
• Performs other related duties as required and assigned.

The job description and responsibilities described are intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills, and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.

How Does FTI Give YOU the Chance to Thrive?

If you’re energized by new challenges, FTI provides you with many opportunities. Joining FTI opens doors to redefine what’s possible for your future.

Once you’re a team member, you’re supported and provided with the knowledge and resources to achieve your career goals with FTI. You’re officially in the driver’s seat of your career, and FTI’s career development and continued education programs give you opportunities to position yourself for success.

FTI is a “merit to the core” organization. We recognize and reward top performers, offering competitive, merit-based compensation, career path development and a flexible and robust benefits package.

Benefits are the Game-Changer

We provide industry-leading benefits as an investment in the lives of team members and their families. You’re invited to review the full list of FTI benefits available to regular/full-time team members. Start here. Grow here. Succeed here. If you’re ready to learn more about your career with FTI, apply today!

Faith Technologies, Inc. is an Equal Opportunity Employer – veterans/disabled.

Employment is contingent upon successfully passing a background and drug test