Language Training Manager Jobs (NOW HIRING)

As a company, we promote a culture of honesty and integrity, and value the trust it allows us to build with customers and employees alike. Our focus on our people is what sets us apart and keeps our customers coming back to work with us! If you are seeking to be a part of a family, this is the place for you! Maersk Logistics & Services USA, Inc. handles end-to-end warehousing and distribution logistics needs utilizing our strategic network of storage facilities. Our facilities are capable of receiving, storing, processing and dispatching cargo, so we can build flexibility and resilience into the supply chain process.Our integrated solutions allow us to be prepared for supply chain risks, so we can plan distribution to better achieve lead time and goals despite unexpected conditions. Our extensive experience, connections, and deep expertise across different sectors, industries, and transportation modes, means we can be counted on for process excellence that will save time and money.

The Training Center Manager is an operations support leader responsible for establishing, leading, and continuously improving the site's onboarding and workforce training function. The role ensures associates and leaders are prepared to perform safely, accurately, and effectively in live operations. The Training Center Manager owns their site's training governance, onboarding oversight, workforce readiness, documentation accuracy, training compliance, skill development, stakeholder alignment, and the day-to-day readiness of the physical Training Center. During startup and early growth, the Training Center Manager is expected to be highly hands-on, building the training function, establishing routines, and personally delivering a significant portion of the training. As the operation matures and the training team grows, the role increasingly focuses on leadership, delegation, governance, trainer development, operational alignment, and continuous improvement while retaining overall accountability for the site's training function.

• Own the site's training strategy, governance, quality standards, and execution.


• Establish a training function that supports operational readiness, business objectives, and workforce capability development.


• Identify training needs, capability gaps, and workforce readiness risks in partnership with Operations leaders.


• Establish and maintain skill matrices that provide visibility to workforce capabilities, training needs, and cross-training opportunities.


• Own governance of department certifications in partnership with Operations.


• Ensure required training and readiness standards are completed before associates are released to perform operational work.


• Partner with site leadership to address requests that may affect established training duration, quality, certification, or readiness requirements.


• Monitor training effectiveness and adjust delivery strategies based on operational performance, learner feedback, observations, and business needs.

• Own site-level governance, compliance, quality, and oversight of associate onboarding.


• Coordinate with People Partners, staffing agencies, Operations, and other stakeholders to ensure onboarding requirements are consistently executed.


• Establish expectations and controls for agency-led onboarding activities, including policy awareness content, required site-specific videos, facility tours, and onboarding documentation.


• Monitor and audit staffing agency execution to confirm onboarding requirements are completed accurately and consistently.


• Escalate requested changes to network onboarding standards to the appropriate governance owner.


• Maintain visibility to onboarding volume, completion, compliance, and readiness for transition into operational training.

• Lead training for Operations leaders and other designated leadership roles following transition from startup support teams.


• Personally deliver associate, leader, systems, classroom, and hands‑on training when required, particularly during startup, growth, staffing gaps, or special initiatives.


• Ensure training reflects approved procedures, current operational practices, customer requirements, and the realities of the live working environment.


• Determine appropriate delivery methods based on operational needs, learner needs, available technology, site constraints, and workforce language requirements.


• Balance classroom instruction with guided hands‑on learning and practical application in live operational environments.


• Coordinate with Operations to schedule floor-based training while minimizing disruption to production and maintaining training quality.


• Support train‑the‑trainer activities and other capability‑building initiatives as needed.

• Own the accuracy, maintenance, and site-level governance of Standard Operating Procedures, Work Instructions, training materials, and related operational documentation following go‑live.


• Partner with Operations leaders to identify process changes and ensure documentation reflects current approved practices.


• Coordinate with Operations Development and network training leadership when changes affect broader operational or training standards.


• Ensure training materials remain aligned with approved Standard Operating Procedures and Work Instructions.


• Identify gaps between documented processes, training content, and actual operational execution.


• Manage documentation updates through appropriate review, approval, communication, and version‑control processes.


• Delegate documentation or training material updates to Technical Trainers when appropriate while retaining accountability for accuracy and completion.

• Maintain the Training Center as a safe, organized, professional, and operationally ready learning environment.


• Ensure classrooms, technology, training equipment, materials, and workspaces are prepared for onboarding, classroom instruction, workshops, certifications, and other training activities.


• Manage training schedules, room utilization, equipment availability, and logistical requirements.


• Maintain appropriate controls for training materials, devices, supplies, and other assigned training assets.


• Ensure the Training Center can support continuous onboarding and training volume without compromising quality or readiness.

• Lead, coach, and develop Technical Trainers assigned through the site's organizational structure.


• Establish clear expectations, priorities, accountabilities, and communication routines for the training team.


• Observe training delivery and provide timely, actionable feedback to improve facilitation, learner engagement, consistency, and operational relevance.


• Delegate training delivery and administrative responsibilities as team capabilities and business needs evolve.


• Build trainer proficiency in classroom facilitation, hands‑on instruction, systems training, compliance tracking, process certification, and stakeholder support.


• Address performance gaps and create development opportunities that strengthen individual and team capability.


• Build sufficient facilitator coverage to support multiple shifts, role‑specific training, multilingual sessions, and business continuity.

• Build stakeholder trust and secure support for training standards, schedules, priorities, and workforce readiness requirements.


• Influence leaders across functions and levels, including situations where the Training Center Manager does not have direct authority.


• Resolve competing operational and training priorities through practical recommendations, assertive diplomacy, and appropriate escalation.


• Maintain close alignment with network training leadership through a consistent communication and reporting cadence.


• Communicate risks, decisions, progress, accomplishments, and support needs clearly and effectively.


• Propose and implement improvements to training processes, infrastructure delivery methods, and stakeholder routines.

• Monitor and report training throughput, audit performance, startup readiness, onboarding compliance, certification completion, and other measures relevant to workforce readiness.


• Ensure training records and supporting documentation are complete, accurate, accessible, and audit‑ready.


• Use training and operational data to identify risks, prioritize improvements, and measure training effectiveness.


• Establish corrective action plans for training, documentation, certification, or compliance gaps.


• Maintain governance routines that support sustained improvement through startup and continued site maturity.


• Evaluate whether training is producing operational readiness rather than relying solely on completion metrics.

• Build the site training function during startup, including training routines, governance processes, schedules, stakeholder relationships, documentation controls, and reporting practices.


• Partner with startup support teams during development and transition of leader, critical-role, and associate training responsibilities.


• Receive ownership of applicable training programs and documentation following the agreed post‑go‑live transition.


• Remain open to travel for onboarding, upskilling, startup support, network initiatives, standardization efforts, and other business needs.


• Support other sites and the broader network by sharing best practices, providing training support, and contributing to continuous improvement initiatives.

Successful Training Center Managers demonstrate: Stakeholder buy‑in and influence across functions and leadership levels. Leadership maturity, sound judgment, and the ability to operate with significant autonomy. Consistent alignment with remote leadership through effective communication and reporting routines. The ability to create a training function that remains aligned with live operations. A balanced understanding of workforce training and operational execution. Strong problem-solving, coaching, delegation, and continuous improvement capabilities. Confidence in making readiness decisions and protecting established training standards. The ability to balance immediate operational needs with long‑term capability development. Practical use of technology and digital tools to improve training quality, consistency, and efficiency.

• Stakeholder buy‑in and influence.


• Leadership maturity and autonomy.


• Remote alignment and communication cadence.


• Training Center development aligned with live operations.


• Audit performance.


• Training throughput.


• Startup readiness.


• Documentation accuracy and governance.


• Training and onboarding compliance.


• Workforce readiness.

The site training organization must maintain sufficient language coverage to support its workforce effectively. Workforce demographics and operational needs should determine language requirements. At least one member of the site training team must possess the language capabilities necessary to deliver training to the employee population effectively. Routine training delivery should not depend on Operations personnel serving as translators. The Training Center Manager must remain open to travel for onboarding, upskilling, startup support, network initiatives, and other business needs.

• Medical


• Dental


• Vision


• 401k + Company Match


• Employee Assistance Program


• Paid Time Off


• Flexible Work Schedules (when possible)


• And more!

Pay Range: $70,000 - $75,000 *The above-stated pay range is the anticipated starting salary range for the position. The Company may adjust this range in light of prevailing market conditions and other factors such as location. The Company will work directly with the selected candidate(s) on the final starting salary in accordance with all applicable laws.

Maersk is committed to a diverse and inclusive workplace, and we embrace different styles of thinking.

Maersk is an equal opportunities employer and welcomes applicants without regard to race, colour, gender, sex, age, religion, creed, national origin, ancestry, citizenship, marital status, sexual orientation, physical or mental disability, medical condition, pregnancy or parental leave, veteran status, gender identity, genetic information, or any other characteristic protected by applicable law.

We will consider qualified applicants with criminal histories in a manner consistent with all legal requirements.

We are happy to support your need for any adjustments during the application and hiring process.

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A.P. Moller - Maersk is an integrated container logistics company working to connect and simplify its customer's supply chains. As the global leader in shipping serv