Johnson Controls, a global leader in thermal management, mission-critical building systems, energy efficiency, and decarbonization, helps customers use energy more productively, reduce carbon emissions, and operate with the precision and resilience required in rapidly expanding industries such as data centers, healthcare, pharmaceuticals, advanced manufacturing, and higher education.

For more than 140 years, Johnson Controls has delivered performance where it really matters. Backed by advanced technology, lifecycle services and an industry-leading field organization, we elevate customer performance, turn goals into real-world results and help move society forward.

Role Overview

The Training Manager is responsible for leading training strategy, systems, and execution for a technical manufacturing environment. This role develops and manages learning programs that support New Hire Orientation, skills-based training, trainer development, and ongoing employee readiness. The goal is to help employees transition successfully into full-time roles and continue growing in proficiency over time.

What you will do

• Lead development of a technical and skills-based Learning Management System (LMS) for new hires and ongoing on-the-job training.
• Manage New Hire Orientation (NHO) and support employee transition into full-time roles.
• Set the strategic vision and direction for training and development across the Gilbert campus.
• Lead, mentor, coach, develop, and evaluate a team of trainers and learning professionals.
• Hire and train technical instructors and implement train-the-trainer programs for on-shift trainers and area training leads.
• Build technical, service, and digital knowledge, skills, behavior models, and assessments.
• Own reporting and communication of training performance metrics to stakeholders.
• Audit and monitor training effectiveness with operations, quality, and safety leaders.

How you will do it

• Own outcomes with accountability, safety, and integrity by keeping training programs aligned to business needs and following through on commitments.
• Stay close to the work and remove obstacles by partnering with operations, quality, safety, and HR to understand training needs on the floor.
• Improve every day through candor and problem-solving by using audits, feedback, and performance data to refine content and delivery.
• Win as one team by coaching trainers, sharing best practices, and building trust across departments and shifts.
• Use clear metrics and practical assessments to measure readiness, consistency, and training effectiveness.
• Translate complex technical expectations into learning content that is usable, measurable, and easy to apply in daily work.

What are we looking for

• Experience leading training, learning and development, or onboarding programs in a manufacturing, industrial, or technical environment.
• Experience managing or coaching trainers, instructors, or frontline learning teams.
• Strong knowledge of training design, delivery, evaluation, and continuous improvement.
• Experience with Learning Management Systems (LMS), training records, and performance reporting.
• Ability to build relationships with operations, quality, safety, and human resources partners.
• Strong communication, facilitation, and organizational skills.
• Ability to create structured learning approaches, assessments, and development plans for diverse audiences.
• Ability to work in a campus or plant-based environment and support multiple shifts or workgroups as needed.

Nice to Have

• Experience with New Hire Orientation (NHO), train-the-trainer programs, or technical instructor development.
• Experience creating behavior models, skills matrices, or competency-based assessments.
• Experience in a high-volume manufacturing environment with safety and quality-focused processes.
• Exposure to digital learning tools, reporting dashboards, or continuous improvement initiatives.

What do we offer?

• Comprehensive benefits package.  
• Opportunities for professional growth and development.  
• Supportive and inclusive work environment.  
• Commitment to work-life balance and employee well-being.  
• Engagement in meaningful projects that make a difference. 

Johnson Controls does not request pregnancy or HIV testing as a condition for hiring, continued employment, or promotion, in accordance with its commitment to labor equality and non-discrimination.