Operations Manager Fleet Manager Jobs (NOW HIRING)

• Set the Fleet Operations training strategy and roadmap so hiring plans, new-market launches, and vehicle/software milestones have certified people on time without compromising safety.
• Own program quality end to end: curriculum standards, assessment and certification bars, learner-reaction and performance metrics, pass-rate monitoring, and a recurring upskilling/quality calendar tied to operational error, quality programs, and safety signals (including incident-procedure and safety-program retraining).
• Scale train-the-trainer and audit delivery across current and new sites so remote operations centers and ground operations train to a single standard, with local nuance captured back into the global curriculum.
• Partner with Contingent Workforce, Workforce Management, Operations Teams, Operational Safety, Process, People/L&D, and BizApps to keep training capacity, facilities, vehicles, and content ahead of headcount.
• Run the learning platform as an operational system (Docebo, with SCORM/e-learning authoring and workforce-system integrations). Own auto-enrollment, learning plans, certification-to-mission-type mapping used by scheduling, limited-admin enablement, and training analytics.
• Hire, coach, and organize a team of training PMs and people leaders. Clarify reporting lines between city/ops structures and the training function. Advocate for training capacity, trainer ratios, and training assets as the org scales.
• Stand up training infrastructure for new sites (classrooms, courses, dedicated training vehicles, etc.) and push simulation/virtual environments where they reduce cost, risk, and time to competency while maintaining quality.
• Report training health to Fleet Operations leadership: capacity, time-to-competency, certification status, quality, and launch risk.
• Travel to operational sites (about 20%) to audit delivery, support launches, and stay close to the work.

• 10+ years in operational training, enablement, or learning for a large operations workforce, including 3+ years leading trainers, instructional staff, or training PMs (manager of people, not only IC program management).
• Bachelor’s degree in a relevant field, or equivalent practical experience.
• Proven ownership of training for either (a) a large remote / contact-center / 24/7 operations workforce, or (b) a technical ground workforce such as maintenance and repair, field service, aviation MRO, or vehicle operations; experience spanning both is a bonus.
• Experience building blended programs: e-learning, live facilitation, on-the-job, and train-the-trainer at multiple sites.
  Hands-on LMS administration at scale (Docebo or comparable: Cornerstone, Workday Learning, SuccessFactors, etc.), including reporting, auto-enrollment, and certification tracking.
• Track record matching training capacity to hiring and launch plans; comfortable with resource contention (vehicles, facilities, trainer ratios).
• Ability to work in a safety-critical, regulated, fast-changing environment and to translate procedure/product changes into training without dropping live operations.
• Excellent written and verbal communication; proven influence with senior operators, safety, workforce, and technical partners in a matrixed organization.
• Willingness to travel approximately 10-20%.

• CPTM, ATD/CPLP, PMP, or similar training or program-management certification
• Autonomous vehicle, robotics, aviation, or other safety-critical operations experience
• Instructional design and SCORM / Rise 360 (or similar) authoring
• Quality assurance, nested monitoring, or contact-center workforce-management partnership
• Simulation-based training
• Experience with contingent workforce/staffing partners
• Comfort with Google Workspace, Slack, and BI/Looker-style training analytics

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.