Technician Training and Development Manager

This is a full-time, exempt position. The employee will be expected to work the hours necessary to fulfill the position's duties. Typical work schedule is Mon-Fri, 7am-3pm, weekend work as needed.

The Technician Training and Development Manager develops and coordinates programs that prepare Altorfer Power Systems technicians for safe, productive careers, with a primary focus on electric power generation (EPG). The role supports rapid service growth through structured onboarding, mentoring, and career development for both the broader EPG workforce and technicians dedicated to large data center generator sets. Training also addresses industrial engine-driven products and marine engines based on business needs.

 

Reporting to the Director of Product Support, this position leads through collaboration and influence across service locations. Primary responsibilities include curriculum development, training coordination, individual development tracking, and recruiting support, with approximately 10–20% of time devoted to selected instruction and practical learning. Technicians continue to report through their department supervisors and service managers.

• Within the first 6–12 months, develop and launch an accelerated onboarding program with structured mentoring, supervised field experience, and progress reviews to prepare less-experienced technicians to contribute safely and productively alongside experienced team members.
• Develop an EPG-centered curriculum combining classroom, online, and practical learning. Establish shared engine, electrical, controls, diagnostics, and safety foundations, with broader EPG service training and supplemental industrial engine and marine instruction based on assignments.
• Partner with the Data Center Product Support Manager, project managers, service leaders, and Technical Services to develop a specialized pathway for commissioning, testing, maintaining, troubleshooting, and repairing approximately 3 MW generator sets and associated power and ancillary equipment.
• Assess current and future training needs with service leaders, Technical Services, and Sales, using skills assessments, service performance, customer requirements, and anticipated products and technologies to set priorities.
• Work with service leadership and Human Resources to harmonize classification and advancement requirements across locations, using existing apprentice, Levels 1–4/Journeyman, and Master Technician definitions as a starting point while recognizing specialized career paths.
• Maintain individual technician development plans and records covering training, demonstrated competencies, qualifications, renewals, and next-level requirements. Coordinate progress reviews and practical assessments with supervisors and qualified experts to support management decisions on advancement and work assignments.
• Evaluate and secure training through Caterpillar, regional training centers at other Cat dealerships throughout the United States, and third-party providers. Coordinate prerequisites, enrollments, and onsite and offsite class logistics with service leaders to support customer coverage     
• Partner with Altorfer’s internal training center to identify Power Systems needs to request and help develop targeted classes, practical exercises, and materials for Power Systems technicians.
• Deliver selected instruction within demonstrated areas of expertise and engage specialists for advanced subjects. Incorporate effective use of Caterpillar service information, parts resources, and diagnostic tools into technician training.
• Partner with Safety and service leadership to incorporate applicable safety, compliance, and customer site training into development programs and track required completion and renewals.
• Build community college and technical school partnerships and support the HR recruiter through school outreach, selected job fairs, career pathway presentations, and technical input during candidate evaluation. Align hiring plans with onboarding capacity and mentor availability, including internship and apprenticeship opportunities.
• Maintain training calendars, learning management system information, and program reports. Recommend priorities and budgets, track expenditures, and improve programs using competency attainment, task readiness, technician progression, and supervisor and mentor feedback.

• Associate or bachelor’s degree in technical education, workforce development, adult learning, diesel or power generation technology, or a related field; or an equivalent combination of relevant education, technical training, and experience.
• Minimum of five years of relevant experience in technical training, technician development, service operations, or a related technical environment, including developing or coordinating structured learning programs.
• Working knowledge of EPG equipment, engine systems, electrical fundamentals, and controls sufficient to assess development needs, collaborate with technical experts, and teach foundational topics. Caterpillar dealer, large generator set, or mission-critical power experience is preferred.
• Ability to read, understand, and apply service literature, service manuals, troubleshooting guides, electrical schematics, parts diagrams, and parts documentation when identifying training needs and developing instructional materials.
• Ability to apply adult learning principles to practical curricula, onboarding, and skills assessments using classroom, online, and supervised hands-on learning. Mentoring, apprenticeship, or technician career progression program experience is preferred.
• Strong organizational and analytical skills to coordinate training across locations, maintain accurate development records, interpret performance information, and balance learning needs with operational requirements.
• Strong communication, instruction, and relationship-building skills, with the ability to influence across departments and develop partnerships with technical experts, training providers, and schools. Skilled-trades recruiting or school outreach experience is preferred.
• Proficiency with Microsoft Office, particularly Excel, PowerPoint, and Teams, and experience with learning management systems or comparable employee development platforms.
• Commitment to safe work practices and the ability to incorporate applicable safety and qualification requirements into technician development programs.
• Ability to be based at one of the division’s three primary technician locations and travel regularly among company facilities, training locations, and customer sites, including occasional overnight travel. Valid driver’s license and compliance with company driving requirements are required.

Work is performed primarily in office, classroom, and training center settings, with regular travel to company facilities and customer sites, including occasional overnight travel. Visits to service shops, manufacturing areas, and outdoor job sites may involve exposure to weather, uneven surfaces, moving equipment, and varying noise levels. The position requires computer use, sitting for extended periods, and periods of standing and walking while conducting training or visiting facilities. Physical activities may include reaching, bending, pushing, pulling, and occasionally lifting, carrying, and positioning training materials, tools, and demonstration equipment weighing up to 25 pounds. Heavier items are handled using appropriate lifting equipment or assistance. Employees must follow applicable safety procedures and wear required personal protective equipment. Some flexibility in work schedules is required to accommodate training, travel, and service operations. The physical demands and working conditions described are representative of those encountered while performing the essential functions of this position. Reasonable accommodations will be provided as required by applicable law to enable qualified individuals with disabilities to perform those functions.

 

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

 

Why Work for Altorfer? At Altorfer, our iron is just the beginning. Our people make our company successful, and we would not be who we are without them. As a third generation, family-owned company created in 1957, we bring our values into how we do business. Everyone from technicians, sales representatives, administrative professionals, or somewhere in between is part of the “A-Team” and is critical to our success. Here at Altorfer, we have over 35 locations and 1300 employees with long tenure for you to learn from. We have a collaborative, family valued culture, with a great reputation in the industry. A company that offers competitive pay, excellent benefits, and the opportunity to work with a remarkable team of people.

USD $95,000.00/Yr.

USD $120,000.00/Yr.