Training & Development Manager

JOB SUMMARY

CityTeam is a Christian non-profit dedicated to supporting communities by meeting immediate needs and enabling lasting solutions for those struggling with poverty, homelessness, and addiction. Being part of Cityteam is not just a career but a calling. Whether we’re working on the front-lines in Programs or working behind the scenes in Support Services, we feel privileged to use our education, experience, and gifts to bring Glory to God and love to people.

The Training & Development Manager will design, standardize, and implement a comprehensive organization-wide training program across all five (5) cities in which CityTeam operates. This pivotal role ensures that all staff, interns, apprentices, and ministry leaders are equipped with the spiritual, operational, and safety tools needed to fulfill our mission.

Reporting directly to the HR Director, this role does not replace existing HR resources but strategically augments the current HR team (HR Director & HR Manager). By leveraging a strong HR generalist background, this position serves as an essential regional liaison—extending the reach of the HR department to regional sites, supporting culture-building, and providing frontline coaching and workforce development.

The ideal candidate is a strategic builder who can create high-quality curriculum from scratch, manage multi-site logistics, support broader HR team goals, and passionately champion our organizational culture with an emphasis on coaching and workforce development.

The Training and Development Manager is a full-time exempt position. Beyond salary, CityTeam offers a great benefit package, including but not limited to Medical, Dental, and Vision insurance, Paid Vacation, Paid Holidays, Paid Sick Leave, and Retirement Benefits. All of this is wrapped up in a Christian environment that values Teamwork, Accountability, Humility, Innovation, and Joy.

ESSENTIAL FUNCTIONS

1. Program Design, Standardization & Apprenticeships

• Curriculum Development: Create, standardize, and maintain unified training modules across four core tracks:
• Program Staff Professional Development: Design and execute foundational workplace training specifically tailored for frontline and program-facing staff (many of whom are program graduates). This curriculum will focus entirely on transitioning into a professional environment, covering:
• Computer & Digital Literacy: Basic utilization of email, shared drives, and data entry.
• Administrative Foundations: Document management, internal communications, and workflow processes.
• Professional Etiquette & Boundaries: Workplace communication, professional conduct, and navigating dual relationships (moving from client to peer/staff member).
• Basic Risk Management: Workplace safety, incident reporting, confidentiality/privacy (HIPAA), and risk mitigation.
• Intern & Apprentice Training: Build and oversee a structured Apprenticeship Program alongside the existing intern program, focusing on onboarding, professional development, and practical, role-specific skill building.
• Safety & Compliance: Crisis intervention, residential safety protocols, first aid, mandatory reporting, and local/federal compliance.
• Ministerial & Leadership Training: Discipleship, spiritual formation, pastoral care boundaries, and faith-based leadership.

Centralized Repository: Build and manage a digital Learning Management System (LMS) or training library to ensure all programs have equal access to up-to-date materials.

HR Augmentation & Regional Liaison

• HR Team Collaboration: Partner closely with the HR Director and HR Manager to support cross-functional HR initiatives, culture-building campaigns, and performance management rollouts.
• On-the-Ground HR Support: Act as an accessible, local HR resource for staff during regional site visits. Assist the central HR team by identifying local staff needs, answering foundational policy/benefits questions, and escalating complex employee relations issues to the HR Director/Manager.
• Onboarding Integration: Ensure that regional employee onboarding seamlessly bridges the gap between central HR compliance requirements and hands-on operational training.

Training Delivery & Administration

• Facilitation & Coaching: Personally conduct high-impact training sessions, workshops, and webinars. Approach training with a coaching mindset that meets learners where they are, offering patience and clarity for those new to office environments.
• Train-the-Trainer: Equip local site directors and supervisors to facilitate day-to-day training and track compliance locally.
• Logistics & Scheduling: Coordinate training calendars across 5 cities, ensuring minimal disruption to residential operations.
• Tracking & Evaluation: Administer assessments, track completion metrics, and evaluate training effectiveness to continuously improve programs.

Regional Travel & Site Engagement

• On-Site Assessments: Travel regularly to various residential locations to audit training compliance, assess local needs, and provide hands-on coaching.
• Culture Building: Serve as a bridge between the central office and regional sites, ensuring the organization’s core Christian values are uniformly felt and practiced.
• Other duties and special projects as assigned by the Director of HR.

PLEASE NOTE: To perform this job successfully, an individual must be able to perform each of the essential duties satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.