Director of Training

JOB SUMMARY
Responsibilities include developing and implementing comprehensive training programs to enhance the skills
and knowledge of property management and other associates. The ideal candidate will have a deep
understanding of property management processes, excellent communication and leadership skills, and a
passion for employee development.
REPORTS TO: Executive Team
SUPERVISES: Training Associate/Assistant
REQUIRED EDUCATION AND TRAINING
DEGREES AND DIPLOMAS
 A college degree in Business, or a related field from a four-year college or university with 5+ years of
experience
KNOWLEDGE, SPECIFIC AND ABILITIES
 A minimum of five years of experience analyzing, developing, designing, implementing, and evaluating
training, preferably in a leadership role.
 Thorough knowledge of adult learning principles, instructional design, and e-learning technologies.
 Excellent leadership, communication, and people skills.
 Analytical mindset with the ability to interpret data and translate insights into actionable improvements.
 Experience in managing a team and working collaboratively with cross-functional departments.
 Strong project management skills, including the ability to prioritize and manage multiple initiatives
simultaneously and have excellent follow-through to ensure projects stay on track and are completed timely
 Knowledgeable in RESMAN and/or other LMS systems.
 Demonstrate supervisory skills sufficient to lead, direct, evaluate and mentor subordinates.
 Demonstrate the ability to collaborate with other peer team members.
 Ability to present to senior management.
 Knowledge of industry trends and best practices in training and development.
 Must be able to apply common sense understanding and use independent judgment on a continual basis
to determine actions, priorities and direct the work of others.
 Must be able to manage stressful, urgent, novel, and diverse work problems daily. Emotional stability and
personal maturity are important attributes in this position.
 Demonstrate proficiency using Microsoft Office (Word, Excel, and PowerPoint) in a classroom setting.
 Sophisticated communication and influencing skills, highly skilled at communicating complex issues to
stakeholders and/or audiences at all levels.

TYPICAL PHYSICAL DEMANDS/ENVIRONMENTAL/WORKING CONDITIONS
The physical demands described herein are representative of those that must be met by an employee to
successfully perform the essential functions of this job. While performing the duties of this job, the employee
is required to:
 Regular travel within and outside of assigned geographical area to conduct and attend training programs,
business meetings or other situations necessary for the accomplishment of some of the routine
responsibilities of this position will be required. A valid driver license, proof of insurance and reliable
transportation is required. Will occasionally require airline travel, out of town and/or overnight trips.
 May be called upon to work extra hours including but not limited to weekends.
The work environment characteristics described herein are representative of those an employee encounters
while performing the essential functions of the job. Reasonable accommodation may be made to enable
individuals with disabilities to perform the essential functions.

Qualifications

ESSENTIAL FUNCTIONS:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.
The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable
accommodation may be made to enable individuals with disabilities to perform the essential functions.
1. Curriculum Development
a. Design and develop training programs to ensure alignment with industry best practices and company
policies.
b. Create engaging and interactive training materials, including manuals, presentations, and online
resources.
c. Design and deploy new and innovative training programs, both in-person and online, tailored towards
achieving proficiency on all company initiatives.
d. Facilitate leadership, management, and competency training initiatives.
e. Develop impactful training materials, presentations, and communications.
f. Work with department heads to create standard operating procedures (SOPs) for each area.
g. Create and perform in-person or online training for management staff. Evaluate activity and goals
with Senior Leadership.

2. Training Delivery
a. Conduct training sessions for property management staff at various levels, both in-person and
through virtual platforms.
b. Facilitate workshops and seminars to address specific skill gaps and enhance overall team
performance.
3. Onboarding Programs
a. Develop and manage comprehensive onboarding programs for new property management team
members, ensuring a smooth and efficient transition into their roles.
b. Schedule and ensure new hires receive onboarding training.
4. Continuous Learning
a. Establish a culture of continuous learning by implementing ongoing training initiatives to keep staff
updated on industry trends, technology advancements, and company updates.
b. Monitor and evaluate the effectiveness of training programs through feedback, assessments, and
key performance indicators.
5. Collaboration
a. Work closely with department heads, human resources, and senior leadership to identify training
needs and develop strategies to address them.
b. Collaborate with subject matter experts to ensure training content is accurate, relevant, and up to
date.
6. Performance Analysis
a. Analyze performance metrics to identify areas for improvement and adjust training programs
accordingly.
b. Collaborate with stakeholders to address performance gaps and develop targeted training solutions.
c. Manage, track and record training and development programs, including Grace Hill, to ensure that
employees are receiving the appropriate training. This includes setting up new learning opportunities
and enrolling participants, as well as ensuring that training is being completed by all associates. If
there are gaps in attendance/completion of the training, work with stakeholders to ensure
accountability.
d. Develop an effective measurement and monitoring system to ensure initiative goals are being met in
terms of participation, usage, application, and continuous improvement.
e. Aids leadership in evaluating the need for training or other departmental interventions for team
members from onboarding through promotion.
f. Recommend third party training products and services as appropriate and liaise with training vendors
regarding billing, materials, and scheduling.
g. Manage and track training expenses against program budget.
h. Maintain 30-60-90 Day Post Transition Checklist and Onboarding for new communities.
i. Maintain calendar of events for various learning and development events and programs.