Training STL

The Training Senior Team Lead provides strategic and operational leadership for the company’s new-hire and client training portfolio. This position leads the broader training organization through its Training Team Leads, ensuring programs prepare employees and clients with the knowledge, skills, and confidence needed to succeed while supporting organizational goals and performance expectations.

The Training Senior Team Lead establishes training priorities and standards, develops training leaders, aligns staffing and resources with business needs, and evaluates program effectiveness. The role partners with senior leaders and cross-functional stakeholders to translate business needs into scalable, learner-centered, and data-informed training solutions.

• →Training Strategy & Leadership:

• →Provide strategic direction and oversight for company-wide new-hire and client training, establishing priorities, standards, goals, and measures of success.
• →Ensure training programs align with business objectives, operational expectations, and learner needs.
• →Evaluate the effectiveness, scalability, and business value of the training portfolio, identifying opportunities to develop, improve, consolidate, expand, or transition programs.
• →Leverage AI, automation, and other technologies to streamline training processes, strengthen data analysis and reporting, accelerate resource development, and improve training quality and scalability while maintaining appropriate standards for accuracy, security, and responsible use. 
• →Establish standards for training quality, consistency, accessibility, documentation, and content maintenance while allowing programs to adapt to the needs of different departments and audiences. 
• →Partner with other L&D functions to develop and maintain effective processes, curricula, assessments, resources, and reporting structures.

• →Leadership and Team Development:

• →Lead, coach, and develop Training Team Leads, establishing clear accountability for their trainers, assigned programs, business partnerships, learner outcomes, and team results. 
• →Build leadership and trainer capability through feedback, performance evaluations, delegated ownership, and development opportunities. 
• →Make or support staffing and performance-management decisions involving Training employees, including hiring, development, corrective action, and team structure. 
• →Foster a culture of trust, inclusion, ownership, sound judgment, continuous improvement, and measurable impact.

• →Business Partnerships:

• →Build and maintain effective partnerships with Operations, Recruiting, Human Resources, and other business functions.
• →Partner with leaders to clarify business needs, responsibilities, performance expectations, and measures of success while establishing shared accountability for onboarding, employee performance, and program outcomes. 
• →Represent the training function in organizational initiatives, committees, planning discussions, and change efforts.
• →Ensure client training offerings are accurate, consistent, accessible, scalable, and aligned with client and organizational needs.

• →New-Hire Performance & Readiness:

• →Ensure standards and measures for evaluating new-hire progress, readiness, productivity, quality, knowledge, and ability to perform independently are maintained.
• →Oversee the identification and management of new-hire performance concerns, partnering with Training, Operations, and Human Resources to distinguish training gaps from performance, role-fit, or other barriers to success. 
• →Ensure new hires receive clear expectations, timely feedback, and reasonable opportunities to improve, and guide equitable, well-documented, evidence-based decisions regarding additional support, corrective action, reassignment, or termination.

• →Operations & Workforce Planning:

• →Oversee training support models, trainer staffing, and capacity planning, using hiring trends, projected demand, program requirements, resource constraints, and evolving business needs to maintain appropriate coverage. 
• →Anticipate training needs resulting from workforce growth, organizational changes, new systems, process changes, and business initiatives.
• →Ensure accurate and consistent processes for training records, attendance, learner progress, program reporting, and required documentation.
• →Communicate training outcomes, risks, recommendations, and resource needs to the Director of Learning & Organizational Development and other senior leaders.

• Strategic thinking and business alignment
• Program and portfolio leadership
• Leadership and talent development
• Workforce and capacity planning
• Performance management and accountability
• Data-informed decision-making and sound judgment
• Performance consulting and root-cause analysis
• Cross-functional influence and partnership
• Change leadership
• Clear written and verbal communication
• Technology-enabled innovation 

• Demonstrated experience leading people leaders, multiple teams, or a centralized company function.
• Experience managing employee performance, staffing needs, and team effectiveness through periods of changing business demand.
• Experience partnering with operational and senior leaders to identify needs and implement business-aligned solutions.
• Demonstrated ability to use data, stakeholder feedback, and business outcomes to evaluate program effectiveness and guide decisions.
• Working knowledge of adult learning, instructional design, facilitation, coaching, and performance consulting principles.
• Demonstrated ability to navigate complex or ambiguous situations, evaluate competing priorities and risks, and make sound decisions that balance learner, employee, operational, and organizational needs.