About the Role

The Training Manager is responsible for building employee competencies and capability across our Malaysia operations by deploying, designing and implementing effective, business-aligned learning solutions. The role is responsible to drive learning interventions related to structured skills frameworks, certification pathways and oversees learning processes that enable employees to achieve and maintain job proficiency.

Reporting to the Global Head of Talent, the Training Manager partners closely with the Site HR team, the Operations Training team, Manufacturing, Engineering, Quality and other key stakeholders.

The role has a twofold scope. First, the Training Manager serves as the local representative of the global training and learning strategy, ensuring the effective implementation of and adherence to all global programs, frameworks, guidelines and technology requirements. Second, the role manages the local learning portfolio, budget and documentation, while ensuring a consistent, high-quality learning experience and compliance with all applicable quality, regulatory and statutory requirements. The training manager is supported by a global infrastructure and two local FTEs.

What you will do:

• Translate global learning guidelines, operating models and competency frameworks into practical site-level policies, processes and solutions.

• Partner with local HR and functional leaders to assess capability requirements, identify skills gaps and define learning priorities.

• Design, coordinate and oversee the delivery of in-house and third-party learning solutions across functions and employee levels.

• Manage the local learning budget

• Engage external providers in line with the global preferred supplier list and manage associated resources to maximize business value.

• Ensure learning programs are implemented consistently across functions, aligned with local business needs and global standards, and deliver a high-quality participant experience.

• Ensure compliance with quality, regulatory and statutory requirements.

• Lead strategic local learning and capability projects, with clear deliverables, milestones and performance indicators.

• Partner with the global learning team to implement corporate programs and share effective practices across the organization.

• Track meaningful learning metrics, evaluate program effectiveness and use insights to improve learning processes and outcomes.

• Build the capability of internal trainers and subject-matter experts through guidance, tools and facilitation support.

• Foster a culture of continuous learning and reinforce company values through learning initiatives.

• Ensure training records and documentation are accurate, complete, current and properly archived.

Site Capability Priorities

• Develop and implement a site-wide workforce capability strategy for Operators, Technicians and key indirect functions.

• Establish capability roadmaps and structured learning pathways for priority job families.

• In collaboration with the technical training team, help standardize certification and recertification requirements across manufacturing functions.

• Translate the global competency framework into practical local skills tracking and certification processes.

• Coordinate onboarding and integration learning for newly appointed and newly hired leaders.

• Support the site implementation of corporate learning programs.

• Partner with the local HR team to support local talent development priorities through meaningful learning interventions

What you will need:

Functional Competencies:

• Strong knowledge of learning needs analysis, facilitation and learning evaluation.

• Experience in competency frameworks, skills matrices, certification pathways or comparable workforce capability solutions.

• Ability to interpret complex data, identify practical insights and translate them into clear recommendations.

• Familiarity with learning management systems, digital learning tools and training-record governance.

• Sound knowledge of current learning practices and a commitment to continuous professional development.

Behavioral Competencies:

• Clear and confident written, verbal and presentation skills.

• Strong stakeholder management capability.

• Strong interpersonal and influencing skills, with the ability to work effectively across functions and organizational levels.

• Structured, proactive and improvement-oriented, with strong planning and problem-solving skills.

• Able to manage multiple priorities and deliver high-quality outcomes in a fast-paced environment.

Qualification and Experience:

• Bachelor’s degree in Human Resources, Business, Education, Organizational Development or a related field.

• At least eight years of relevant experience in learning, training or workforce capability, preferably within a manufacturing or similarly regulated environment.

• Demonstrated experience designing or delivering learning interventions and capability-building programs.

• Experience partnering with operational, engineering and quality stakeholders is strongly preferred.

• Professional proficiency in English; additional relevant language skills are an advantage

Talent acquisition based on Nexperia vacancies is not appreciated. Nexperia job adverts are Nexperia copyright © material and the word Nexperia® is a registered trademark.

D&I Statement

As an equal-opportunity employer, Nexperia values diversity not just because it is the right thing to do but because diverse teams perform better. We are dedicated to being inclusive, and a proof point of this dedication is that we were the main partner of the very first Dutch Paralympic Team NL House during the Paris 2024 Paralympic Games. Our recruitment process is inclusive and accessible to all, and we consider all applicants fairly, as well as providing a safe work environment and reasonable adjustments where requested.

In addition, we offer our colleagues the possibility to join employee resource groups such as the Pride Network Group or global and local Women's groups. Nexperia is committed to increasing women in management positions to 30% by 2030.