Reporting Supervisor:
Manager of Human Resources
Job Summary:
The Corporate Trainer is a member of the HR department, yet is primarily dedicated to supporting the Client Service and Operational Teams. Their primary focus is on the creation and facilitation of our Investment Training to new Client Service Representatives. Other training responsibilities include: creating/facilitating Leadership Training, managing the Continuing Education Program (universal and department specific), managing Department On-the-Job Training, and handling the application and justification of training grants. Additionally, the Corporate Trainer will support, create, and facilitate other trainings as necessary to meet the training goals of the organization.
Investment Training
- Prepare, deliver, and measure the effectiveness of Investment Training for the new Client Services and Operational Team Members.
- Ensure that the training is comprehensive, including but not limited to the topics of:
- Company Overview
- Review of IRA Plans/Eligibilities/Regulations
- IRA Funding
- Investment training
- Technology and Software Training
- Phone skills, Customer Service Etiquette
- Make modifications and tailor the Investment Training to the specific audience of Client Services
- Ensure that the audience is trained to apply the investment training knowledge to their specific job as a Client Service Representative.
- Ensure that the Investment Training Class embraces the technology and software, which the specific audiences will be utilizing in their role.
- SPARK and Trust Connect
- Ensure that the common questions/objections which the CST Representatives receive are addressed in investment training, and that the representatives know how to appropriately respond.
- Periodically meet with your clients (i.e. managers and supervisors) to receive their feedback, opinion, and recommendations regarding Investment Training.
- Measure the effectiveness of Investment Training for Client Service Representatives.
- Make modifications to the training program, as necessary to ensure current and relevant training information
- Deliver the training in an enthusiastic manner, always demonstrating a positive attitude.
- Ensure that each employee is engaged in the training, is participating in the conversations, asking questions, and is demonstrating an interest and understanding of the materials being presented.
- Immediately address any concerns regarding an employee’s attitude, behavior, attendance, participation. Additionally, notify the respective manager of your concerns and action taken.
Leadership Training
Training Needs Analysis, regarding Leadership Development:
- Development of a tool/process to determine the training needs of our Supervisors and Team Leads.
- Conduct Needs Analysis and compile results incorporating feedback from supervisors, team leads, and management.
- Identify a list of training topics for the calendar year and schedule them as a part of Supervisor Leadership Training and Team Lead Leadership Training.
- Maintain the needs assessment data of the organization, and ensure that the leadership training initiatives are addressing the opportunities defined in the assessment.
Monthly Supervisor Leadership Training
- Develop and Facilitate monthly training classes that addresses a Leadership Opportunity.
- Introduce new tools that will aide our Supervisors in performing in their roles more effectively.
Quarterly Leadership Training for Team Leads
- Develop and Facilitate quarterly training classes that addresses a Leadership Opportunity.
- Introduce new tools that will aide our Team Leads in performing in their roles more effectively.
On The Job Training
- Work with Department Supervisors and Managers to ensure they develop a comprehensive Department Training for New Hires
- Scope the vision for New Hire Departmental Training
- Format
- Content
- Learning Style
- Testing Mechanism
- Train Department Supervisors on what training should look like and how to build
- Follow up with Supervisors ensuring that they are staying on task with the development of the training
- Review and approve the completed On the Job Trainings for each department
Training Grants
Training Grant - Application
- Research available Federal and State Training Grants
- Identify the following regarding each grant:
- Employer eligibility requirements
- Grant coverage/award
- Application Details (ie. Timeline and Deadline for submission)
- Complete/submit grant applications and supporting documents for all grants, in which SAS is eligible.
- Follow up on each application, ensuring award or decline.
Training Grant Justification
- Weekly collect and ensure that there are accurate and complete Training Rosters/Sign In Sheets for all training initiatives.
- Monthly, complete and submit the appropriate justification reports for each grant, ensuring reimbursement.
- Maintain a grant tracking spreadsheet to identify:
- Monies awarded
- Justification documentation submitted on “x” date for “x” dollars
- Grant Payments received/outstanding
- Quarterly, provide updated Training Report to the HR Manager
- Maintain copies of training records, signed training rosters, quarterly justification reports, and any correspondence to/from the State, in an organized manner
Continuing Education
CE Calendar
- Maintain the Continuing Education Calendar
- Each month schedule the following:
- Department Specific Training – two weeks per month
- Universal Training – one week per month
CE Database
- Maintain the Continuing Education Database
- Ensure the Department Supervisors are effectively utilizing the CE Database (i.e. Scheduling their training topic in advance, uploading their presentations, uploading their comprehension quizzes, etc.)
- Ensure the Managers are utilizing the database to review their teams’ attendance and comprehension scores, with regards to CE Training.
Department Specific Training:
- Work with Supervisors developing their training skills, to assist them with their preparation and delivery of Department Specific Training.
- Ensure that the supervisors know how to identify good training topics, relevant to their respective team.
- Ensure the Department Supervisors are well prepared and are effective in their delivery.
- Ensure the comprehension of the employees attending the class, by reviewing the quiz scores and trainer evaluations.
- Quarterly, sit in each Department Supervisor’s Department Specific Training Class to evaluate their ability to prepare and deliver effective training.
- Provide each Supervisor/Facilitator with feedback, and develop an individualized action plan to address and overcome any opportunities.
Universal Training
- Coordinate and schedule one Universal Training Class a month.
- Work with Managers to identify valuable/relevant Universal Training Topics with respect to their area of expertise.
- Ensure that Universal facilitators are well prepared for their course.
- Evaluate effectiveness of the delivery
- Ensure comprehension of attendees
- Ensure Universal Facilitators are using the ETC Training Database, effectively.
Secondary Job Responsibilities/Functions:
Create and deliver specialized training classes to departments, as requested by ETC Managers or Supervisors.
Research external training resources and make recommendations, as necessary
Research external training vendors/facilitators and their course offerings.
Research electronic or web based training.
Provide external course proposals to Managers, as requested.
Complete special projects as assigned by HR Manager.
Essential Knowledge/Skills and Abilities:
Leadership Competencies
- Treats people with respect
- Efficiency of execution
- Flexible/adaptable
Personal Competencies
- Integrity/honesty
- Organization and planning
- Detail oriented
- Calm under pressure
- Maintains Confidentiality
- Time management skills
- Ability to meet deadlines
- Follows through on commitments
- Motivated/self-starter
Intellectual Competencies
- Quick learner
- Analytical skills
- Strategic thinking/visioning
- Creative/innovative
- Attention to detail
Motivational Competencies
- Enthusiasm
- Persistent
- Proactive/takes initiative
- Work ethic
- Sets high standards
Interpersonal Competencies
- Listening Skills
- Open to criticism and others’ ideas
- Written communications
- Oral communications
- Teamwork
- Persuasion
- Holds people accountable
Technical Competencies
- Outlook, Excel, Power Point, & Word
Essential Education/Training/Work Experience:
- High school diploma required.
- Bachelor’s degree preferred.
- 3-5 years of proven training experience required.
- Previous experience with curriculum development and facilitation required.
- Adult learning and training certifications desired.
- Previous Customer Service and Leadership experience, with proven results.
- PC experience required (i.e. Microsoft Word, Excel, PowerPoint)
How To Apply:
NOTE: No relocation, fees or sponsorships.
Human Resources
Sterling Trust
7901 Fishpond Rd.
Waco, TX 76710
Phone: 254-399-5200
Fax: 254-751-7734
Sterling Trust Company is an Equal Opportunity Employer. We encourage eligible and qualified applicants to apply regardless of race, color, religion, sex, national origin, age, disability, or veteran status.
Please submit resume to:
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