Technician Development Program Leader

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Where is the work:

Position Summary:

Trane in Great Lakes is hiring a Regional Technician Development Partner. The Regional Technician Development Partner supports the regional implementation delivery and continuous improvement of technician-focused learning and development initiatives. This role partners closely with the Technician Program Manager and regional service leaders to execute technician development programs strengthen local talent pipelines and provide field insight to improve program adoption and effectiveness.

Reporting Structure

This role reports directly to the Regional Service Leader and has a dotted-line reporting relationship to the Technician Program Manager.

What you will do:

Program Leadership & Execution

• Coordinate regional delivery of technician learning and development programs including the Technician Apprenticeship Program onboarding technical training and skill advancement initiatives.

• Support train-the-trainer processes to promote consistent high-quality program delivery.

• Track regional program participation feedback and effectiveness measures; share insights to support program evaluation and improvement.

• Gather regional stakeholder input on learning needs skill gaps and development priorities to inform program execution and refinement.

• Support continuous improvement efforts informed by performance data learner feedback and business outcomes.

Workforce & Talent Pipeline Development

• Build and maintain regional relationships with local schools apprenticeship programs community workforce organizations and early talent channels to support technician pipeline goals.

• Coordinate outreach events and community partnerships that promote technician career pathways and regional hiring readiness.

• Support pre-employment and early career initiatives by connecting regional talent sources to technician development programs.

CrossFunctional Collaboration

• Partner with Technician Program Manager Regional Service Leader Area Service Leaders Area Service Managers and Field Instructor Network (FIN) instructors to align regional execution with business needs.

• Facilitate communication across service teams to support consistency in development practices onboarding standards and career pathway awareness.

• Share regional feedback best practices and execution insights with internal stakeholders to support broader alignment and program improvement.

Communication & Stakeholder Engagement

• Provide clear timely communication to leaders and employees regarding regional program schedules expectations and participation needs.

• Prepare and share regional program updates participation trends and learner feedback with service leadership and the Technician Program Manager.

• Build strong relationships with technicians trainers and managers to strengthen engagement and adoption of development programs.

Administrative & Operational Responsibilities

• Maintain documentation related to program design curricula training schedules and participation records.

• Assist in managing training resources tools and materials to ensure readiness and availability.

• Ensure compliance with organizational processes safety expectations and quality standards.

• Travel within the region as needed approximately 3040% to support onsite training relationship building and community partnership engagement.

What you will bring:

Required

• High school diploma or GED with at least 7 years of experience or

• Bachelors degree with a minimum of 5 years of experience.

• Relevant experience may include HVAC business education training workforce development or a related field.

Preferred

• Experience supporting technician development programs in an HVAC or service-focused environment.

• Experience working with the Field Instructor Network (FIN).

• Experience leading team meetings and mentoring others.

Key Skills

• Commitment to fostering an inclusive and welcoming workplace that encourages diverse perspectives and career growth.

• Strong organizational and project management skills to handle multiple initiatives simultaneously.

• Ability to build rapport with community partners schools and workforce development programs.

• Demonstrated capability in HVAC technician development including collaboration with the Field Instructor Network (FIN) leading team meetings and mentoring technicians.

• Strong written verbal and interpersonal communication skills.

• Ability to coordinate crossfunctional efforts without formal authority.

• Proficiency in standard office technology (email scheduling tools documentation)

• Proficiency in program analytics reporting and datadriven decisionmaking.

Success Measures

Success in this role is measured by the effectiveness growth attraction and retention outcomes of technician development efforts across the region including:

• Expansion of Field Instructor Network (FIN) class offerings and participation.

• Increased technician talent pipeline generation through Recruiting and regional outreach efforts.

• Improvement in engagement metrics including TAP engagement scores.

• Timely progression and successful development of regional technicians and service leaders in technician development programs.

• Consistent regional execution of technician development initiatives in alignment with business priorities.

Annual Base Salary Range or Hourly Base Pay Range:

Compensation Type:

Incentive Eligible:

Sales Commission Eligible:

Disclaimer: We strive to provide competitive compensation for this position tailored to a variety of factors. The actual compensation will depend on elements such as seniority merit geographic location education experience travel requirements and union designation. Our compensation range is generally based on the national average for the country. Additionally benefits may vary depending on the region business alignment union involvement and employee status.

Thrive at work and at home:

• Benefits kick in on DAY ONE for you and your family including health insurance and holistic wellness programs that include generous incentives WE DARE TO CARE!
• Family building benefits include fertility coverage and adoption/surrogacy assistance.
• 401K match up to 6% plus an additional 2% core contribution up to 8% company contribution.
• Paid time off includes 15 vacation days 9 paid holidays 3 floating holidays sick leave and additional options to support volunteer and parental leave.
• Educational and training opportunities through company programs along with tuition assistance and student debt support.

Disclaimer: Benefit offerings may vary depending on Collective Bargaining Agreements and local/state regulations.

Safety Sensitive Role:

The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.

We offer competitive compensation and comprehensive benefits and programs. We are an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race color religion sex sexual orientation gender identity national origin pregnancy age marital status disability status as a protected veteran or any legally protected status.