Paper Excellence

Paper Excellence Job

Technical Training Manager

Paper Excellence Group

Job summary

Reporting to the Vice President of Human Resources, the Functional Training Manager to ensure that all employees have the necessary technical skills and competencies to perform at the highest level of proficiency to maximise production, reduce downtime and ensure safe work practices. Ensures the development and implementation of training programs and initiatives to address incidents, support and drive operator and skill development at mills. The Functional Training Manager is responsible for leading, collaborating, participating and implementing Mill-functional capability (knowledge, skills, behaviour and attitude) improvement projects.

The Training Manager also participates and supports Mill operational improvement projects and will lead employee training associated with them. Examples of improvement projects include planned and structured attempts to reduce the incidence of down time, poor product quality, and mistakes. The Training Manager clarifies the measurable organizational improvement targets and the employee behaviors required to meet these targets.

The Training Manager in collaboration with the appropriate stakeholders will identify the cause (s) of the underperformance through a series of structured steps through a performance consulting approach. (Diagnosis, identify their problems in concrete terms, possible causes and solutions and training solutions identified where appropriate. The Training Manager will on a continuous basis perform mill technical training needs analysis to skill gaps are identified and training can be done proactively.

To do this successfully, the Training Manager needs to be well-versed in process improvement methods and in collaboration with managers/subject matter experts (cross mill) to help identify the cause of performance deficiencies. Where training is identified as an appropriate solution or as part of the solution, the gathered information will lead to the training program design phase. Develop curriculum in collaboration with subject matter experts to ensure focused and targeted curriculum will address Paper Excellence challenges.

The Training Manager is responsible to utilize the Paper Excellence internal knowledge (employees) and build their ability to be internal facilitators/internal consultants. The Training Manager must ensure that they are trained in adult learning principles to ensure effective transfer of knowledge. The Training Manager will build internal train-the-trainer capacity by developing subject matter experts’ training and facilitation skills.

The Training Manager uses appropriate curriculum design platforms to ensure accessibility of material to all Mills. The Manager is also responsible for building a culture of continuous learning and engagement, where employees take ownership of their learning and career development. The Training Manager will also support the HR Manager in identifying and defining individual skill development plans. The individual skill-plans will roll up into annual training and development training plans.

The Training Manager will provide reports supporting skill-gap elimination, supported by evidence reflecting the impact of the training on operations. Reports will also reflect training ROI and impact on succession plans.


Training Cycle

  • Training Needs Analysis: determination of training needs through analysis of incidents, MBOS, operational disruptions, complaints, unsatisfactory performance standards, employee performance and behavior, and comparisons of organizational goals.
  • Design: input gathered during the analysis stage is used to create learning objectives, stipulate instructional methods, develop/ identify training materials to be used. Designs and implements programs to ensure that Paper Excellence’s technical training needs are clearly understood, identified and met through tailor-made, customized and standardized programs based on a competency model.
  • Development: producing or acquiring materials needed for the training. Hand-outs, tests, and evaluations are printed, slides are assembled and the use of multimedia tools is arranged. Builds collaborative and cross functional relationships across the mills and acts as a business partner with various leaders in the organization.
  • Implementation: strategic approach to training. It is the culmination of all the previous steps. The actual training is conducted. Integrates the research and data from the analysis phase into the learning tools and materials that emerged from the design and development stages. Keeps abreast of new technologies and learning regimes/systems to ensure the most effective delivery of training is utilized.
  • Design Paper Excellence (PE) specific curriculum addressing PE specific gaps and challenges. Partners with external training providers if it is cost, time, and knowledge based efficient and effective to do so.
  • Evaluation: Evaluation is conducted throughout the process. The effectiveness of each step must be continually assessed. An overarching evaluation of the entire approach measures the value of the training program as it applies to company goals and employee performance and behavior. Evaluations can be completed by testing knowledge and skills immediately after completion of training or through consultation with employees and supervisors after work has resumed.

Level 1: Reaction: Reaction to the training. The training as a valuable experience – satisfaction with the instructor, the topic, the material, its presentation, and the venue.

Level 2: Learning:  Measure what your trainees have learned. How much has their knowledge increased as a result of the training?

Level 3: Behavior: Have the trainees changed their behavior, based on the training they received. How trainees apply the information.

Level 4: Results: Analyze the final results of the training. Includes outcomes the organization have determined - good for business, good for the employees, or good for the bottom line.

Strategic Alignment

  • Collaborates with internal/external subject matter experts (SME) to ensure appropriate solution, including technical training for mill employees and operators has been identified or developed.
  • Identify internal subject matter experts/trainers and involve them as specialist trainers at the mill to ensure solution specific training and high levels of engagement and effectiveness are achieved.
  • Designs and implements a multi-channel delivery system that will position the Paper Excellence Learning & Development Department as performance enhancement Center of Excellence.
  • Ensure that ALL PE mills fundamentally understand the purpose and support the Training Manager presents. All mills must understand and utilize all the operational improvement resources available them
  • These resources must be appropriate, and accessible to address operational incidents, MBOS identified gaps recommendations, operational disruptions, complaints, unsatisfactory performance standards, employee performance and behavior, and comparisons of organizational goals.

  • Align training plans and training programs with performance development and performance management programs. Ensures a culture of continuous learning becomes the norm at Paper Excellence. Supports HR Managers in the development of individual IDPs and resultant training plans and training budget
  • Designs, implements and maintains the delivery and tracking of all technical training and develop initiatives, and programs including tracking of all certifications and licenses. Keep a database of all employees who attended training and link the data to the HRIS system.

Budgeting & Reporting

  • Establishes programs to monitor the effectiveness of all training programs.
  • Reports on alignment with IDP’s, training budgets, succession, safety, compliance and to maintain certifications.
  • Prepares focused budgets aligned with comprehensive training plans, names, dates, etc.
  • Reports on budgets, and training plan deviations.
  • Prepares various reports for senior leadership as required.


  • Collaborator and relationship builder.
  • Ten or more years of experience in leading learning and development programs. University degree or equivalent combination of education and experience.
  • Thorough knowledge of adult education principles and the design of training programs, as well as industry standards & practices.
  • Experience multi-channel delivery of learning.
  • Experience in performing training cycle in a technical environment.
  • Excellent interpersonal skills and demonstrated ability in leading teams.
  • Highly organized and detail oriented.

  • Experience in managing a high performance project teams team.
  • Experience working with senior leaders in a dynamic environment.
  • Results oriented.
  • Experience in designing and implementing efficient systems and processes.
  • Knowledge of technical training and trades certification processes and requirements such as the Red Seal Program.
  • Effective oral and written communication skills.
  • Ability to maintain high levels of accuracy and strong attention to detail

  • Ability to establish and maintain supportive working relationships.
  • Proven ability to be flexible, confident and self-motivated
  • Ability to deal with a diversity of people in a calm, courteous, and effective manner.

Paper Excellence Group

Paper Excellence Group
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