Training Manager- Remote ID-1302

November 25, 2024

POSITION RESPONSIBILITIES
• Reviews existing training programs, including New Hire Training, and suggests enhancements and modifications to improve engagement, learning, and retention and/or to meet the changing needs of clientele, the organization, or the industry.
• Analyze data from questionnaires, interviews, group discussions, etc., to evaluate curricula, teaching methods and employee participation.
• Solicit feedback from directors/manager/supervisors in the area of content on curriculum and recommend changes/updates as identified.
• Leads Training Team in creating New Hire Training content that moves at a pace that is comfortable and promotes learning by incorporating all three styles of learning: Visual, Reading, Repetition---create lesson plans, workflows and job aids to assist new hires in accelerating their learning curve and achieving success in their role.
• Outline training for the most efficient workflow for new employees.
• Monitor and evaluate training program's effectiveness, success and ROI periodically and report on them to Senior Leadership
• Maintains knowledge of new methods and techniques for training, and training requirements applicable to the organization and/or industry.
• Identifies problems and opportunities such as operational changes or industry developments that training could improve.

• Monitor and evaluate training program's effectiveness, success and ROI periodically and report on them
• Conducts or facilitates required and recommended training sessions as necessary.
• Collaborates with vendors and third-party training providers to arrange employee registration for and participation in outside training programs.
• Ensures that training milestones and goals are met while adhering to approved training budget.
• Works with HR and Senior Leadership to determine GetixHealth curriculum, and implement via the LMS system
• Provides leadership and guidance to the Training staff, ensuring synergy of training services for New Hires, and tenured employees.
• Ensures the assignment of job-related training paths for newly promoted supervisors/managers and/or newly hired supervisors/managers. Reports on progress regularly. • Actively promotes employee engagement through monthly one on one meeting with the Training staff while maintaining an open door policy.
• Maintains knowledge of and assures compliance with HIPAA and applicable current regulations and policies of federal, state, and private payers. Keeps impacted departments informed of changes, revisions, and updates
. • Evaluates the Training team structure and team plans for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth with emphasis on opportunities (where possible) for individuals within the Training or Operations areas.

KEY WORKING RELATIONSHIPS Successful accomplishments and primary accountabilities of this position will depend upon establishing and maintaining effective working relationships with a variety of people both inside and outside of the functional area. Such people may include but are not limited to: interdepartmental leadership (i.e., Operation leadership), vendors, compliance, finance, decision support and contact management as well as GetixHealth's officers, senior management and staff.

Other Jobs You May Be Interested In

Back to blog

Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...

DISCLAIMER