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If you’ve Googled “Training Manager job description,” chances are you’ve seen the same thing over and over again:
Bullet points. Corporate jargon. Responsibilities with no context. And a closing line that says “apply here.”
But let’s be honest—none of that helps you actually attract a great Training Manager.
Here’s why:
Generic job descriptions don’t connect with real people. They don’t show what makes your company unique. And they definitely don’t get top candidates excited to apply.
That’s a problem—because a Training Manager is one of the most important roles you’ll hire for. They’re the ones who help your team grow, perform better, and stay engaged. So your job post needs to reflect that.
In this guide, we won’t just give you a templated job description. We’ll walk you through:
- A plain-English explanation of what a Training Manager really does
- Two high-performing job post examples (one for experienced hires, one for entry-level)
- A breakdown of what makes them work
- A cautionary example of a bad job description—and how to avoid it
- Bonus tips, FAQs, and a plug-and-play template you can copy and tailor to your company
And if you want a deeper breakdown on how to write a job post that actually attracts top talent, check out full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/
Ready to find the right Training Manager? Let’s start with what the role really is.
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
What a Training Manager Actually Does - Their Roles
A Training Manager is the person responsible for helping your team learn, grow, and perform at their best.
They design onboarding experiences, build development programs, run workshops, track progress, and support managers in upskilling their teams. But more than that—they create a culture where learning is part of the everyday.
A great Training Manager is part teacher, part coach, and part strategist. They know how to translate company goals into practical skills your team can use. And they don’t just deliver training—they make sure it actually sticks.
In short: they’re the engine behind your company’s learning and development. So if you want your team to grow, adapt, and stay engaged, hiring the right Training Manager matters.
Two Great Training Manager Job Description Templates.
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Experienced Training Manager Job Description Template
📌 Job Title: Training Manager at ThriveWell Health (Remote-First)
💼 Job Type: Full-Time | Remote | $70,000–$85,000/year
🕒 Schedule: Monday–Friday | Core hours: 10AM–4PM (flexible start/end)
🎥 Meet Your Future Team (Video Intro)
Watch this quick 90-second video from our Director of People Ops, Sarah Tran, to hear how this role will help shape the future of ThriveWell.
👉 [Insert Loom or YouTube link]
Who We Are
ThriveWell Health is a tech-enabled healthcare company delivering personalized wellness solutions for seniors across the U.S. With a team of 180+ spread across 14 states, we combine human care with smart technology to help aging adults live independently, safely, and with dignity.
We’re on a mission to reimagine senior care—and we know that mission starts with our team. That’s why we invest in our people, not just as employees but as humans who want to grow, contribute, and feel proud of the work they do.
Why This Role Is a Great Fit
We’re looking for a Training Manager to help us strengthen the heartbeat of ThriveWell: our people. In this role, you won’t just run onboarding or check compliance boxes. You’ll be the architect of how learning happens here—across roles, departments, and career stages.
If you’re passionate about coaching others, building engaging training programs, and turning information into transformation, this is your chance to make a real impact.
What You’ll Be Doing
- Design and lead onboarding experiences for new hires across Care, Engineering, and Ops
- Partner with department leads to identify skills gaps and build customized learning programs
- Deliver live training sessions (remote and in-person) and produce on-demand content
- Own and manage our LMS (TalentLMS) and ensure learning paths are clear and accessible
- Track training effectiveness with KPIs and feedback loops
- Coach managers on how to lead better 1:1s, career planning sessions, and team development
What We’re Looking For
- 3–5 years experience in Learning & Development, preferably in a high-growth environment
- Strong facilitation, instructional design, and curriculum development skills
- Experience with LMS platforms and modern training tools (Loom, Notion, Google Workspace)
- Exceptional written and verbal communication skills
- Bonus: Healthcare or tech experience, especially in distributed teams
Perks and Benefits
- 💰 Salary: $70,000–$85,000/year
- 🏥 Full health, dental, and vision coverage
- 🌴 22 days PTO + 10 paid holidays
- 📚 $1,200/year professional development stipend
- 🏡 Remote-first culture + quarterly team retreats
- 🍼 12 weeks fully paid parental leave
- 🧘 Wellness stipend ($50/month)
How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on your strengths, not just buzzwords.
👉 [Insert WorkScreen Link]
Click the link to complete your short, structured evaluation. We review every application and keep you updated throughout the process.
🌱 Entry-Level Training Manager Job Description Template
📌 Job Title: Entry-Level Training Manager at ThriveWell Health (Hybrid, Phoenix)
💼 Job Type: Full-Time | Hybrid | $46,000–$52,000/year
📍 Location: Phoenix, AZ | 3 days in-office, 2 days remote
🕒 Schedule: Monday–Friday | 9AM–5PM
🎥 Meet Your Future Team (Video Intro)
Our VP of Talent, Janelle Mendez, shares how this role supports growth at ThriveWell—check it out here:
👉 [Insert Loom or YouTube link]
Who We Are
ThriveWell Health is a rapidly growing healthcare company that blends technology and human care to support aging adults across the country. From care coordination to home wellness visits, our team is on a mission to empower seniors to thrive at home—not in hospitals or institutions.
We’re headquartered in Phoenix and serve over 10,000 clients nationwide. Our people are curious, kind, and relentless about improving care. If you’re ready to join a team where your work actually makes a difference, this might be the place for you.
Why This Role Is a Great Fit
You don’t need a resume full of L&D experience to succeed here—you just need a passion for helping others learn, strong communication skills, and the willingness to roll up your sleeves.
This is a great opportunity for someone who wants to build a career in Learning & Development, HR, or team operations. You’ll work alongside experienced mentors, contribute to real projects, and get hands-on experience with the tools and systems behind effective training.
What You’ll Be Doing
- Assist with onboarding logistics and coordinate training sessions for new hires
- Manage our internal training calendar and send reminders to teams
- Help format and upload content to our LMS (we use TalentLMS and Notion)
- Take session notes, track attendance, and follow up on action items
- Support the Training Manager with event planning, communications, and workshop prep
- Gather feedback and help improve the learner experience
What We’re Looking For
- Strong organization and follow-through
- Friendly, clear communicator (written and verbal)
- Comfortable with basic tech tools (Google Workspace, Zoom, Slack)
- Interest in HR, people ops, education, or coaching
- Bonus: Any experience in customer support, teaching, or admin work is a plus—but not required
Perks and Benefits
- 💰 Salary: $46,000–$52,000/year
- 🏥 Full medical, dental, and vision insurance
- 🌴 15 days PTO + 9 paid holidays
- 📚 Professional development allowance ($800/year)
- 🏡 Hybrid work model with 3 days in-office
- 🚗 Free on-site parking + monthly transport stipend
- 🍱 Catered team lunches on Tuesdays and Thursdays
How to Apply
We use WorkScreen to make our hiring process fair, fast, and skills-based.
👉 [Insert WorkScreen Link]
Click the link to complete your short evaluation—we review every application carefully and will keep you informed at every step.
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free.
Breakdown of Why These Training Manager Job Posts Actually Work
Let’s break down what makes both of these job descriptions effective—especially when compared to the typical generic templates floating around online.
✅ 1. The Job Titles Are Clear, Specific, and Purpose-Driven
- Instead of a vague title like “Training Manager,” we use:
“Training Manager at ThriveWell Health (Remote-First)”
or
“Entry-Level Training Coordinator at ThriveWell Health (Hybrid, Phoenix)” - These titles answer key candidate questions at a glance:
- What’s the role?
- Where is it based?
- Who’s hiring?
- What’s the role?
- They also appeal to the right applicants—those who are actually qualified and aligned.
✅ 2. Each Post Opens With a Human Introduction
- Every job post starts with a video message from the hiring team. This immediately puts a face to the company and builds trust.
- Instead of diving straight into responsibilities, we first tell the candidate:
- Who we are
- What we care about
- Why this role matters in the bigger picture
- Who we are
- That emotional connection sets the tone and makes the role feel real, not transactional.
✅ 3. The “Why This Role Is a Great Fit” Section Gives Context and Meaning
- Most job posts jump from “About Us” straight into tasks—but we pause to explain why this hire matters. That helps the candidate imagine the impact they’ll have.
- It also builds motivation. The best candidates don’t want to just do tasks—they want to move the needle. This section speaks directly to them.
✅ 4. Responsibilities and Requirements Are Framed with Clarity and Intent
- Every task listed under “What You’ll Be Doing” is outcome-based—not just busywork.
For example:
“Coach managers on how to lead better 1:1s” is more compelling than
“Support leadership training.” - The requirements list includes real-world expectations—but also invites applicants who may not tick every box but are still a great fit.
- In the entry-level version, we explicitly say we’re open to training the right person.
✅ 5. Salary and Benefits Are Fully Transparent
- We list a clear salary range. No games, no guessing. This builds trust and saves time for everyone.
- Benefits are detailed in their own section—not buried in the fine print. Candidates can quickly see what’s in it for them beyond the paycheck.
- We don’t just list “benefits”—we give them meaning:
- A $1,200 learning stipend isn’t just a perk—it’s a signal that growth is supported.
- Flexible hours and paid parental leave show that the company values people, not just productivity.
- A $1,200 learning stipend isn’t just a perk—it’s a signal that growth is supported.
✅ 6. The Hiring Process Is Respectful and Candidate-Centered
- We tell candidates exactly what to expect and how to apply.
- Using WorkScreen lets us evaluate based on actual skills and potential—not just resume buzzwords.
- We include phrasing like “We respect your time” and “We’ll keep you updated.” That alone sets your company apart from 90% of job posts online.
✅ 7. Tone and Language Reflect a Real Human Writing for Real Humans
- No robotic buzzwords. No “synergistic alignment of organizational L&D outcomes.” Just clear, honest language.
- The tone feels friendly, competent, and modern—just like a team someone would want to join.
When you combine these elements, what you get is more than a job post—you get a magnet for top talent.
Instead of filling roles with whoever applies first, you’re creating a message that attracts the right people—and repels the wrong ones.
Bad Training Manager Job Description Example (And Why It Fails)
📌 Job Title: Training Manager
💼 Job Type: Full-Time
📍 Location: United States (Remote)
📅 Deadline: Open until filled
Job Summary
We are hiring a Training Manager to lead and coordinate our internal training programs. The successful candidate will design and deliver effective learning solutions and ensure that all training initiatives align with company objectives.
Key Responsibilities
- Develop and implement training programs
- Monitor effectiveness of programs and adjust as needed
- Conduct training needs analysis
- Coordinate onboarding for new hires
- Maintain records of training activities
Requirements
- Bachelor’s degree in Human Resources, Education, or related field
- 3–5 years of experience in training or L&D
- Strong presentation and communication skills
- Familiarity with LMS platforms
- Proficient in Microsoft Office Suite
How to Apply
Send your resume and cover letter to hr@company.com. Only shortlisted candidates will be contacted.
🧨 Why This Job Description Fails
1. The Title Is Too Generic
- “Training Manager” tells you the function—but not the industry, company, or context.
- There’s no sense of what makes this opportunity different from the dozens of others with the same title.
2. The Introduction Feels Cold and Robotic
- The opening line—“We are hiring a Training Manager…”—is flat and uninspiring.
- No mention of company mission, team values, or why this role even exists.
- It reads like it was written to check boxes, not to connect with humans.
3. No Insight Into Culture, Mission, or Team
- Candidates don’t know what kind of team they’ll be joining, what the company believes in, or how training impacts the bigger picture.
- Without culture or mission, great candidates lose interest quickly.
4. No Salary or Benefits Listed
- Today’s candidates expect transparency.
- Omitting salary and perks often signals that the company is either behind the times—or hiding something.
5. Responsibilities and Requirements Are Bare Minimum
- The tasks listed are generic and could apply to any training role.
- There’s no explanation of why these duties matter or how they support company goals.
- The requirements list reads like a form, not a thoughtful ask.
6. The Hiring Process Feels Dismissive
- “Only shortlisted candidates will be contacted” is a red flag.
- It signals to applicants that they’re unlikely to hear back—and worse, that their time doesn’t matter.
7. Zero Personality in the CTA
- “Send your resume to hr@company.com” is cold, transactional, and outdated.
- No explanation of what happens next or how the process works.
🚫 The Bottom Line
This job post may technically “work”—in that people will apply—but it won’t attract the right candidates. It feels impersonal, uninspired, and forgettable.
A Training Manager shapes how your team learns and grows. If the job post doesn’t reflect thoughtfulness, clarity, or care…why would a high-quality candidate trust that your company does?
Bonus Tips to Make Your Job Description Stand Out
These small but powerful details can help you rise above the sea of generic job posts—and connect with the kind of people you actually want to hire.
🛑 1. Add a Security & Privacy Notice
In an age of scams and phishing, applicants want to feel safe. A simple privacy notice shows you’re a real company that values their data and protects their trust.
Example:
🔒 We take the security and privacy of all applicants seriously. ThriveWell Health will never ask for payment, banking details, or personal financial information at any point in the hiring process.
🌴 2. Mention Leave Days and Flex Time
Candidates value flexibility as much as compensation. Mentioning time-off policies makes your company more attractive and signals you care about work-life balance.
Example:
🧘 Enjoy 22 days of paid time off + 10 holidays—and flexible hours so you can work when you’re at your best.
📚 3. Highlight Training & Growth Opportunities
Great candidates are growth-minded. If you offer mentorship, learning budgets, or internal mobility, say so—it tells people you’re invested in their long-term success.
Example:
📈 You’ll get $1,200/year in professional development funds, access to a leadership mentor, and first access to internal promotions—we grow our people from within.
🎥 4. Add a Video From the Hiring Manager or Team
A short Loom or YouTube video (even filmed casually on a webcam) makes your post instantly more human. It builds trust and helps candidates feel emotionally connected.
Example Prompt for the Video:
“Hi, I’m Sarah, Director of People Ops at ThriveWell. We’re looking for someone who’s excited to help our team learn and grow. In this role, you’ll shape the experience of hundreds of teammates—and we can’t wait to meet you!”
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
✅ 5. Explain How You Treat Candidates
This is often overlooked—but it’s one of the fastest ways to stand out. Let applicants know what to expect and how they’ll be treated during the process.
Examples You Can Use:
- “We reply to every application—because you deserve clarity.”
- “We respect your time. That’s why we use WorkScreen for quick, skills-based evaluations.”
- “You’ll hear back from us no matter the outcome.”
These small changes take just a few minutes—but they make a huge difference in how candidates perceive your company.
They tell the world: we care. And that’s what top candidates are drawn to.
Should You Use AI to Write Job Descriptions?
In 2025, just about every hiring platform offers some form of one-click AI job description generator. Tools like Manatal, Workable, and others let you spin up a job post in seconds.
But here’s the truth:
Using AI to generate a job description without giving it the right context is one of the fastest ways to create bland, forgettable job posts that attract the wrong candidates.
🚫 Why You Shouldn’t Rely on AI Alone
When you just say,
“Write a job description for a Training Manager,”
…you get something that looks like it was pulled from a legal handbook.
The result?
- Generic posts that fail to connect
- Buzzword soup with no substance
- Zero mention of your team, culture, or mission
- No emotional hook to attract quality applicants
Worse, it reflects poorly on your brand—especially when it’s the first impression candidates get.
✅ The Smarter Way to Use AI (With Context)
AI can be incredibly helpful—but only if you give it good inputs. Think of it as a writing assistant, not a hiring strategist.
Before using AI, provide it with:
- What your company does (mission, team size, industry)
- What the role entails (key responsibilities and outcomes)
- What kind of candidate you’re trying to attract (experience, values, mindset)
- The tone and vibe you want to communicate (e.g. warm, human, energetic)
- Perks, benefits, and what makes your team unique
- A real example you like as a reference point
🧠 Example Prompt You Can Give AI
Here’s a prompt you can copy, paste, and customize to use AI more effectively:
“Help me write a compelling job post for our company, ThriveWell Health. We’re hiring a Training Manager to help build and lead team development programs across our remote-first healthcare company.
Our mission is to help seniors live independently through tech-enabled care. Our team is remote, kind, and deeply mission-driven.
The tone should be warm, human, and practical.
We offer:
– $70–85K salary
– Full benefits + 22 PTO days
– A $1,200 learning budget
– Remote-first culture + quarterly team retreats
Here’s a draft of what I want to include: [paste your bullet notes]
Use this job post [link or text] as a reference for formatting and tone.”
Let AI help you polish and format—but don’t let it replace your input.
Because your job post isn’t just about listing responsibilities. It’s about making a connection—with the right person, for the right role, at the right time.
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Need a Quick Copy-Paste Job Description?
We get it—sometimes you just need a head start.
Maybe you’ve already gone through this guide and understand what a strong job post looks like. But you also want a reliable starting point you can copy, paste, and tailor to your company in just a few minutes.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Culture-First Job Description Template
📌 Job Title: Training Manager at [Company Name]
💼 Job Type: [Full-Time] | [Remote / Hybrid / On-site] | [Insert Salary Range]
📍 Location: [Insert City or “Remote”]
🕒 Schedule: [e.g. Monday–Friday, 9AM–5PM, Flexible Hours]
🎥 Meet the Team:
Watch a short video from [Hiring Manager Name] about what it’s like to work at [Company Name]:
👉 [Insert Video Link]
Who We Are
At [Company Name], we’re building a people-first culture where learning, growth, and meaningful work happen every day. We serve [brief mission: e.g., “scaling mental health solutions for underserved communities”]—and our team is full of kind, curious, mission-driven humans.
We believe strong teams start with strong training. That’s where you come in.
Why This Role Matters
We’re hiring a Training Manager to help us design, deliver, and scale high-impact learning experiences—from onboarding to team-wide workshops. If you love helping people grow and building systems that stick, we’d love to meet you.
What You’ll Do
- Design and lead onboarding programs across departments
- Build and deliver team-wide development workshops
- Create on-demand learning resources and training paths
- Partner with team leads to address skill gaps
- Own and manage our learning systems (LMS, Notion, etc.)
- Track training outcomes and continuously improve programs
What We’re Looking For
- 3–5 years of experience in Learning & Development
- Experience designing and facilitating live and virtual training
- Strong communication and collaboration skills
- Comfort with LMS tools and productivity platforms (e.g., Google Workspace, Zoom, Notion)
- Bonus: Experience in [insert relevant industry]
Why This Role Is a Great Fit
This isn’t a role buried in HR checklists. You’ll have real ownership and support to build something meaningful. You’ll work with a team that values your ideas and a company that sees training as a business driver, not just a box to tick.
Perks and Benefits
- 💰 Salary: [Insert Range]
- 🌴 PTO: [Insert Days] + Paid Holidays
- 🏥 Full medical, dental & vision
- 📚 Annual professional development budget
- 🏡 Remote-first flexibility or hybrid options
- 🍼 Paid parental leave
- ✨ Wellness, home office, or transport stipend
How to Apply
We respect your time. That’s why we use WorkScreen to evaluate applicants based on skills—not just résumés.
👉 [Insert WorkScreen Link]
Click the link to complete your short evaluation. We’ll keep you updated throughout the process.
📋 Option 2: Structured Format (Brief + Responsibilities + Requirements)
Job Title: Training Manager
Company: [Company Name]
Job Type: [Full-Time]
Location: [City, State / Remote]
Salary Range: [$X–$Y per year]
Job Summary
We’re looking for a Training Manager to lead company-wide learning and development initiatives. You’ll design, manage, and evaluate training programs that support team performance, career growth, and operational efficiency.
Responsibilities
- Lead onboarding programs for new hires
- Develop and deliver internal workshops and training materials
- Collaborate with department heads to assess training needs
- Manage internal learning platforms and resources
- Track program effectiveness and report on training KPIs
- Ensure training compliance and documentation
Requirements
- Bachelor’s degree or equivalent experience
- 3+ years in training, learning & development, or HR
- Strong presentation and facilitation skills
- Proficiency in using LMS software
- Excellent communication and organizational skills
- Experience in [optional industry] is a plus
Benefits
- Competitive salary
- Health, dental, and vision insurance
- Paid time off + holidays
- Learning & development allowance
- Remote/hybrid flexibility
- Wellness and home office stipends
How to Apply
We use WorkScreen to evaluate applicants based on real-world skills.
Click below to get started:
👉 [Insert WorkScreen Link]
What Happens After You Write a Great Job Post? Let WorkScreen Handle the Rest
Writing a strong, human-centered job description is only half the battle.
The next challenge?
Figuring out who’s actually qualified—without wasting time on low-effort applications.
That’s where WorkScreen comes in.
Let WorkScreen Handle the Heavy Lifting
Once your job post is live, WorkScreen helps you:
🎯 Quickly Identify Top Talent
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
🛠️ Test Real-World Skills (Not Just Credentials)
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
🧹 Eliminate Low-Effort & AI-Generated Applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
⚡ Build a Smarter, Faster, Fairer Hiring Process
Whether you’re hiring your first Training Manager or scaling your entire team, WorkScreen helps you move faster, reduce bias, and make better hiring decisions—with less guesswork.
💡 Ready to Start Hiring Smarter?
Create your job post, plug it into WorkScreen, and start evaluating applicants within minutes.
Training Manager Job Description - FAQ
Beyond instructional design and presentation skills, a strong Training Manager should bring:
- Program ownership – They should be able to build and run learning systems from the ground up.
- Cross-functional communication – They’ll be working with everyone from frontline staff to execs, so they need to adapt their style across audiences.
- Strategic thinking – They should align training programs with company goals, not just deliver content.
- Coaching mindset – Great Training Managers don’t just teach—they mentor, support, and challenge others to grow.
- Measurement and analysis – They should know how to track learning outcomes and improve what isn’t working.
As of 2025, the average salary for a Training Manager in the U.S. ranges from $70,000 to $95,000 per year, depending on location, company size, and industry.
- In tech or healthcare companies, salaries can exceed $100K+.
- In nonprofits or early-stage startups, you may see salaries closer to $60K–$75K with trade-offs like flexibility, equity, or mission alignment.
Sites like Glassdoor, Payscale, and Levels.fyi can help you benchmark based on your location and company type.
While these terms are often used interchangeably, there’s a subtle difference:
- Training Managers tend to focus more on operational delivery—onboarding, compliance, role-specific training.
- L&D Managers typically work on long-term development strategies, leadership pipelines, and career growth initiatives.
That said, many roles combine both. Titles matter less than the actual scope of responsibility—so be clear in your job post.
