TRAINING AND QUALIFICATION COORDINATOR

As a Training and Qualification Coordinator at Shearer’s, your main responsibilities include leading the T&Q council, developing training strategies, analyzing training data to set KPIs, and creating innovative training programs geared towards operational efficiency. You will also ensure that all new team members are onboarded effectively, aligning with our high-performance culture while driving a continuous learning environment.

To apply for the Training and Qualification Coordinator position at Shearer’s, you should preferably hold a Bachelor's Degree from a four-year university, and have practical, cross-functional experience in areas like manufacturing and production leadership. Familiarity with Lean methodologies and the ability to effectively transfer knowledge to adult learners are also essential.

Shearer’s fosters ongoing development of its team members through a holistic training approach. This includes developing a comprehensive skill matrix, implementing the 'Learn-Do-Teach' methodology, and tracking knowledge transfer among operators. By creating effective training systems, the company focuses on continuous improvement and loss elimination, reinforcing a culture of learning.

Absolutely! At Shearer’s, there is significant room for career advancement as a Training and Qualification Coordinator. The position itself is designed to equip you with valuable skills and knowledge that can be transferred to higher roles in the organization. As you drive team member development and support strategic objectives, you’ll be well-positioned for future leadership opportunities.

Shearer’s offers a robust benefits package for the Training and Qualification Coordinator role, including Medical, Dental, and Vision coverage after just 30 days of employment. You can also expect a Retirement Savings Plan with matching contributions, Paid Time Off, Short and Long Term Disability options, and numerous community volunteering opportunities.

When answering this question, highlight specific training methodologies you’ve employed, such as 'Learn-Do-Teach' or Lean training principles. Discuss how these methods have positively impacted employee skill development and operational efficiency in your past roles, showcasing quantifiable results whenever possible.

To evaluate a training program's effectiveness, you should discuss using key performance indicators (KPIs) to measure outcomes such as knowledge retention and on-the-job performance improvements. Setting benchmarks and gathering participant feedback are also crucial to assess areas for continuous improvement.

When addressing this question, detail your experience tailoring training programs based on the audience's skill levels and learning preferences. Discuss methods you used, such as integrating hands-on practice or visual aids to ensure that the content was accessible and engaging for all participants.

Discuss how you plan to implement initiatives like regular training sessions, mentorship programs, and a feedback-rich environment that encourages employees to take ownership of their learning process. Emphasize your commitment to making learning a core value at Shearer’s.

Share your approach to conducting thorough needs assessments and consulting with cross-functional teams to gather input before developing training materials. Highlight your process for testing and refining materials based on user feedback and effectiveness evaluation.

Immediately explain how data analysis is key to understanding performance gaps and tracking the effectiveness of training programs. Talk about how you leverage data to make informed decisions about content, delivery methods, and needed adjustments to training initiatives.

Provide examples from your past roles where you identified skillful individuals and helped them develop as trainers. Discuss the processes you used for qualifying trainers, including mentorship and evaluation to ensure they embody the training standards you wish to uphold.

Talk about your openness to feedback and your strategies for incorporating suggestions into future training sessions. Emphasize your belief that constructive criticism is vital for personal and professional growth, both for you and the trainees.

Share a specific instance where you applied innovative thinking to create a new training solution—this could be the use of technology, gamification, or new instructional designs. Discuss the problem it solved and the results achieved in terms of engagement and skill acquisition.

Explain how you would develop an onboarding program that introduces new hires to SHOP concepts from the outset, highlighting your strategies for ensuring they understand the company's objectives, values, and expectations for performance.