Technical Training Manager

The DH Pace Company is a family-owned and privately held business with annual sales over $1 billion through 60+ offices located across the continental United States. The Company is an industry leader in the distribution, installation, maintenance, and repair of a complete range of commercial, industrial, and residential door, docking and security products. In 2026, DH Pace is celebrating its 100^th anniversary in business.

• →Design, maintain, and update technical curricula for new and experienced technicians, aligned to residential garage door product lines, including doors, springs and hardware, openers, and related accessories. Curricula may expand over time to cover select commercial applications.
• →Build a clear hand on competency model and skill progression (for example: helper / trainee, technician, senior technician) with observable standards for install, service, troubleshooting, and customer interaction.
• →Write job aids, checklists, and standard work that field supervisors can use after formal training ends.
• →Keep materials current with manufacturer updates, code changes, and lessons from warranty, callbacks, and safety incidents
• →Deliver new-hire technical onboarding: safety fundamentals, tools, product identification, basic electrical and mechanical principles, and supervised practice on training equipment.
• →Run hands-on courses and skills labs at a training location and at branches, including spring and cable systems, openers, controls, and safe work at heights.
• →Conduct field coaching and ride-alongs to close the gap between classroom performance and job-site performance.
• →Assess competency through practical demonstrations, not paper tests alone. Document results and recommend readiness for independent work.
• →Partner with the National Service Sales Manager to identify when to recommend repair versus replacement and to present good, better, best options to customers. 
• →Coach branch managers and lead technicians so on-the-job training is consistent after the trainer leaves the branch.
• →Embed safety into every module: lockout/tagout, fall protection, ladder and lift use, spring and counterbalance hazards, electrical safety, and PPE. Training does not replace the safety program; it reinforces it.
• →Partner with Safety, Operations, and Employee Relations on incident learnings and repeat failure modes, and convert those into training changes.
• →Support quality goals: fewer callbacks, cleaner installs, accurate paperwork, and technicians who can explain the work to the customer.

• 5+ years of hands-on experience installing, servicing, or repairing residential garage doors and openers, or a closely related skilled trade (millwright, industrial mechanic, electrical, construction). Direct garage door experience is strongly preferred; commercial door or dock experience is a plus.
• Demonstrated ability to teach adults in a shop, field or vocational setting. Formal trainer experience is preferred; lead-technician or foreman coaching experience will be considered.
• Working knowledge of the hazards in this work, including counterbalance systems, openers and controls, and work at heights.
• Valid driver’s license and an acceptable driving record. Ability to travel overnight to branches.
• Ability to lift up to 75–100 pounds, work from ladders and lifts, and demonstrate tasks technicians are expected to perform.
• Clear spoken and written communication. Comfortable teaching people with a wide range of experience, including trainees with mechanical aptitude but no door experience.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

DH Pace is an Equal Opportunity Employer.  All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age disability, protected veteran status, genetic information, or any other status protected by applicable federal, sate, or local law.