Training Program Specialist

Job Description

Job Description

General Overview

About Hadrian

At Hadrian, we believe that the future of American manufacturing is built by a unified, forward-thinking team composed of diverse individuals from all walks of life.

Our guiding philosophy centers around collaboration, ownership, and execution, enabling continuous improvement, increased automation, and expanding the boundaries of what’s possible.

Having successfully demonstrated the impact of our automation engine with the launch of Factory 2, we are poised to significantly expand our aerospace business and venture into new manufacturing processes.

Our proven approach leverages software to enhance visibility, standardize workflows, and create a highly accessible environment for entry-level workers entering manufacturing for the first time.

About the Workforce Development Team

The Workforce Development team is dedicated to cultivating the next generation of manufacturing talent within a challenging, equitable, and meritocratic environment.

Our goal is to accelerate the maturity and operational effectiveness of Hadrian's factories through targeted training programs.

The team is responsible for developing and managing a comprehensive training system, driving software adoption, standardizing operational processes, and maintaining an integrated training and certification ecosystem.

Role Overview

The Training Program Specialist (TPS) drives the development of Greenfield manufacturing sites by leveraging the most influential component of Hadrian's production system : people.

Tactically, the TPS ensures robust training and procedural frameworks are developed, implemented, and maintained to support factory growth and workforce competency.

Strategically, the TPS builds workforce development plan tailored to each factory's operational demands and business context.

What it takes to build a factory

Travel and Factory Maturity Phases

This role requires up to 100% travel, strategically structured around factory maturity phases:

• Build Phase (High Travel)

  • Extensive travel during new factory ramp-ups.

  • Rapidly onboard new staff, ensuring safe and efficient operational launch.

  • Quickly achieve baseline operational capacity.

• Operate Phase (Moderate Travel)

  • Reduced travel; focus shifts to empowering local trainers and leads.

  • Coaching and developing local expertise for reliability and predictable factory outcomes.

  • Solidify known capacity targets.

• Optimize Phase (Minimal to No Travel)

  • Stationed at a single factory with minimal travel.

  • Dedicated to continuous, incremental process improvement.

  • Emphasis on maintenance, cost control, and capacity maximization

Key Performance Anchor

Your central objective is to proactively move the learning curve of a new factory leftward—rapidly reducing the cost per labor unit and driving performance toward optimal efficiency. Your success directly contributes to lowering operational costs, enhancing competitive positioning, and maximizing factory output and effectiveness.

Operational Environment

• 70% Shop Floor: Directly involved in hands-on, on-the-job training alongside technician trainers.

  • Hadrian learning system is grounded in on the job training

• 30% Classroom/Theoretical: Delivering engineering concepts, structured SOP development, and knowledge capture activities.

What you can expect in your early tenure

Your first 90 days

• Onboard as a technician and work on the shop floor

• Understand Hadrian production system and software integration points

  • Gain familiarity by becoming certified on at least 2 distinct stations

  • Learn Hadrian customer-specific workflows

  • Build relationships

• Deliver small scope training improvement

  • Under the guidance of more experienced WFD team, you will independently develop a small addition to training on a scoped workflow

  • This will include gathering information on the shop floor, developing the necessary content and addition to SOP, delivering the training and train-the-trainer process

  • Use this to learn how to manage recertification and version control within the LMS app

Your first 6 months

• Own training for multiple stations / area of the factory that is under stress

• You will be assigned to a department that needs training help, likely due to a production bottleneck or dip in available manpower

• Your objective will be to create new processes and execute the training surge to increase readiness of resources

• In doing so, you will have to own change management and relationship management of all involved stakeholders

• You will also need to rely on technician trainers, which will require building deep relationships with the workforce

• Core objective is to build muscle of how to work on training under pressure

Core Responsibilities of the TPS role

1. Operational Diagnostic

• Standardize complex operational processes

  • Map shop floor workflows comprehensively

    • Break down all work into procedures and tasks

    • Create issue trees rooted in "if/then" logic

• Perform root-cause analysis using metrics and direct observation.

  • Identify and resolve bottlenecks and operational roadblocks.

  • Pinpoint precisely where employees encounter obstacles.

2. Training Development and Administration

• Develop work instructions and training content

  • Collaborate with Automation, Controls, Software, and Manufacturing Engineering teams to proactively create training materials.

  • Act as the primary stakeholder ensuring all new processes are training-ready before implementation.

  • Develop visually engaging and effective instructional materials.

• Train technicians directly

  • Perform on-the-job training, directly engaging technicians to improve operational competencies and gain adoption of software and new processes

  • See "Factory Maturity" section below for more details on learning curve

• Manage Training Program at the factory level

  • Collaborate with leadership on scheduling, staffing, and training assignments.

  • Ensure quality and consistency in peer-to-peer training methodologies.

  • Maintain rigorous version control for operational procedures and oversee recertification protocols.

3. Understand how training impacts business performance

• Process Engineering

  • Apply lean principles effectively to streamline and optimize manufacturing systems.

  • Leverage awareness of advanced manufacturing flow to structure training that challenges technicians without burning out

• Reporting and informing

  • Present updates to factory leadership, WFD team, and executive leadership that provide actionable insights into health of operations

What we are looking for

Requirements

• Bachelor’s degree, preferably in Industrial or Process Engineering, or equivalent hands-on manufacturing experience (minimum 2 years).

• Proven aptitude for rapid, pragmatic problem-solving in manufacturing environments.

• Ability and willingness to travel extensively, adaptable to evolving factory needs.

Competencies

• Passionate about workforce training and development, skilled at influence without direct authority.

• Exceptional adaptability, decisiveness, and responsiveness within dynamic operational environments.

• Strong technical acumen with an ability to simplify complex engineering concepts.

• Proactive self-improvement mindset, responsive to feedback, and committed to continuous learning.

Compensation Range: $80.00 - $110,000.00