1. Direct Labor Training: 50%

· Develop and implement Skills Training Plan for:

o New Hires: Collaborate with the training team to deliver training for new employees, ensuring the training outcomes align with job requirements, including both the required training duration and the quality of skills acquired.

o Re-training: Work with stakeholder to lay out a yearly training plan to continiuoulsy train and re-train our workforce to ensure that employees have all the necessary skills to perform effectively in operations.

o Up-skills Training: Design skills gap assessment and establish training needs to up-skill our workforce to ensure all skill levels in the skills matrix are consistent and aligned with operational needs.

· Ensure Alignment between worker skills and the operational skills matrix, ensuring that all employees are equipped with the necessary competencies to meet job demands.

· Coordinate with Internal Experts to conduct high-quality training for all levels of operation, ensuring knowledge transfer across the workforce.

· Develop and Implement Annual Health and Safety Training for all employees, ensuring compliance with safety standards and promoting a culture of safety in the workplace.

· Deliver Safety Training to employees transitioning to new sections, particularly to High Voltage High Power (HVHP) roles, ensuring they fully understand the processes and are committed to strictly following safety protocols.

· Conduct Additional Trainings as required by operational needs, ensuring employees are trained to meet evolving demands.

· Guide and support trainers in implementing training programs in a timely and effective manner.

2. Soft Skills Training: 30%

· Conduct Training Needs Analysis to identify soft skills requirements for indirect labor and develop a training plan aligned with the annual business plan.

· Collaborate with External Training Providers to deliver high-quality training programs that meet skill development needs while adhering to the allocated budget.

· Design and Implement Comprehensive Training Plans that focus on key areas such as technical competencies, lean manufacturing principles, and soft skills development.

· Tailor Training Programs to the specific needs of different departments and skill levels, ensuring relevance and measurable impact across the organization.

· Partner with Department Heads to identify skill gaps and create targeted training initiatives that address those gaps, improving employee performance.

· Evaluate Training Effectiveness through assessments, feedback, and performance metrics, adjusting content and methods as necessary to ensure continuous improvement and better outcomes.

· Conduct Regular Needs Assessments to identify skills gaps and training priorities across departments, ensuring training is always aligned with evolving business needs.

· Measure and Track the Effectiveness of Training Programs to evaluate progress and success rates, providing insights to refine future training initiatives.

3. Lean Manufacturing: 10%

• Champion lean manufacturing principles (such as 5S, Kaizen) and design training programs to integrate these methodologies into everyday operations.
• Foster a mindset of continuous improvement by training employees on lean tools and techniques to improve efficiency, reduce waste, and increase productivity.
• Collaborate with operating teams to ensure lean concepts are effectively applied and embedded in the work culture.

4. Employee Engagement and Motivation: 5%

• Foster a culture of continuous learning by promoting the value of personal and professional development.
• Work with management to ensure training opportunities are aligned with career progression and employee engagement goals.
• Implement incentive programs or recognition for employees who excel in training initiatives or achieve certifications.

5. Cross-Functional Collaboration: 5%

• Collaborate with Facility, Safety, Operations, and other departments to ensure training programs are aligned with overall company goals and regulatory requirements.
• Stay informed about industry trends and best practices in training, especially in lean manufacturing, to keep programs relevant and impactful.

• Proven experience (5+ years) in SMT processes, high skill PCBA rework and Box Build engineering.
• Bachelor’s or Master’s degree in engineering, or a related field in the Engineeriing field.
• Good knowledge in lean manufacturing principles, IPC certified and other process improvement methodologies.
• Strong presentation, facilitation, and communication skills.
• Ability to assess training needs and design programs tailored to various skill levels and learning styles.
• Demonstrated ability to evaluate training effectiveness and drive continuous improvement in training processes.

• Degree: Bachelor
• Job type : Permanent
• Age: Unlimited
• Salary: Competitive