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Training Manager Jobs in Sharon, MA (NOW HIRING)

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Training Manager information

See Sharon, MA salary details

$26.4K

$53.1K

$101.2K

How much do training manager jobs pay per year?

As of Sep 2, 2026, the average yearly pay for training manager in Sharon, MA is $53,126.00, according to ZipRecruiter salary data. Most workers in this role earn between $37,400.00 and $60,600.00 per year, depending on experience, location, and employer.

What does a training manager do?

A training manager develops training programs at organizations to enhance employee skills. You work with other managers and team members to help their employees learn new ideas and strategies, and meet company goals. Your responsibilities as a training manager include teaching, planning, and implementing educational content using training seminars, interactive learning exercises, and training manuals. A career as a training manager requires excellent leadership skills and the ability to communicate with all levels of management.

What are the key skills and qualifications needed to thrive as a training manager, and why are they important?

To thrive as a Training Manager, you need expertise in instructional design, adult learning principles, and a relevant degree in human resources, education, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and certifications such as CPTM or ATD can be highly advantageous. Exceptional communication, leadership, and organizational skills help you effectively engage employees and manage multiple training initiatives. These skills ensure that learning programs are impactful, meet business objectives, and drive continuous improvement within the organization.

How does a training manager typically collaborate with other departments to design effective training programs?

Training Managers regularly work with department heads, team leads, and subject matter experts to ensure training programs are relevant and aligned with organizational goals. They gather input on skill gaps, business objectives, and operational challenges, then tailor content and delivery methods accordingly. This collaborative approach helps create targeted learning experiences that support both employee development and company performance. Open communication and ongoing feedback from various teams are key to adapting and improving training initiatives.

What is the difference between Training Manager vs Training Coordinator?

AspectTraining ManagerTraining Coordinator
ResponsibilitiesOversees training programs, develops strategies, manages teamsAssists in organizing training sessions, schedules, and logistics
Required CredentialsBachelor's degree, experience in training or HR, leadership skillsBachelor's degree, strong organizational skills, entry-level experience
Work EnvironmentOffice setting, managerial role, strategic planningOffice or training facilities, operational support
Industry UsageCommon in corporate, educational, and healthcare sectorsOften found in similar industries, supporting training delivery

The main difference between a Training Manager and a Training Coordinator lies in scope and responsibility. Training Managers focus on strategic planning, overseeing training programs, and leading teams, while Training Coordinators handle logistical support and day-to-day coordination of training activities. Both roles require relevant credentials and are vital in organizational training efforts, but the Training Manager holds a more senior, strategic position.

What skills do you need to be a training manager?

A training manager needs strong communication, leadership, and organizational skills to design and deliver effective training programs. They should have a good understanding of adult learning principles, proficiency with training tools and software, and often require experience in project management and assessment methods.
More about Training Manager jobs

What cities near Sharon, MA are hiring for Training Manager jobs?

Cities near Sharon, MA with the most Training Manager job openings:

Training Manager jobs near you
Infographic showing various Training Manager job openings in Sharon, MA as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $53,126 per year, or $25.5 per hour.

Recruitment and Training Manager

Allscreens Nationwide Ltd

Uxbridge, MA • On-site

$70 - $100/hr

Other

Posted yesterday

New

Job description

Reports To: Cluster General Manager

Role Overview:

The Recruitment & Training Manager is responsible for delivering an effective people strategy across two hotel properties, ensuring the recruitment, development and retention of high-performing teams across all departments of the hotel.

The role focuses on attracting talent, building strong local hospitality recruitment pipelines, and implementing structured training programmes that support operational excellence. Training initiatives will align with guest feedback, operational performance targets alongside statutory learning requirements delivered through the FLOW learning platform.

This role plays a key part in improving guest satisfaction scores, strengthening service delivery standards and developing future hospitality leaders.

Key ResponsibilitiesRecruitment & Talent Acquisition
  • Lead the end-to-end recruitment process across both hotels for operational, supervisory and management roles, ensuring the all areas of the recruitment cycle are delivered- recruitment, selection, onboarding/induction, probationary review milestones and ongoing review process by all department leaders.
  • Develop strong relationships with local colleges, universities and hospitality schools delivering hospitality and culinary programmes.
  • Establish apprenticeship pathways and work placement opportunities to build future talent pipelines.
  • Represent the hotels at careers events, recruitment fairs and industry networking opportunities.
  • Source supervisory and management candidates through proactive channels including LinkedIn, hospitality networks and industry referrals.
  • Build and maintain a talent pool for critical operational roles.
  • Partner with department heads to forecast recruitment needs aligned with business demand and seasonal peaks.
  • Ensure recruitment processes reflect employer brand and deliver a positive candidate experience.
Training & Development
  • Utilise refine and deliver existing customer service and operational training programmes across all departments- with particular focus on
    • Food & Beverage
    • Front of House
    • Meetings & Events
  • Ensure all team members complete statutory and compliance training via the FLOW learning platform.
  • Ensure of HOD’s have a monthly structured departmental training plan- that is delivered and aligned with the needs of the business and the team members.
  • Monitor training completion rates and maintain full compliance across both properties.
  • Deliver onboarding programmes that embed brand standards, service culture and operational expectations.
  • Provide leadership development support for supervisors and junior managers.
  • Implement coaching and mentoring programmes within operational teams.
Guest Experience & Service Improvement
  • Analyse online guest feedback and in-person guest feedback across both hotels.
  • Identify service improvement opportunities linked to guest experience scores.
  • Create and deliver targeted training plans to address areas impacting guest satisfaction.
  • Work closely with operational leaders to embed service improvements within teams.
  • Support the hotels in achieving and maintaining minimum guest satisfaction score targets.
Performance & Training Planning
  • Create annual and quarterly training plans aligned with business goals.
  • Track and report on:
    • Guest feedback scores
    • Training completion
    • Team capability improvements
    • Recruitment success metrics
  • Use insights from guest feedback platforms and internal performance metrics to guide training priorities.
Stakeholder Collaboration
  • Work closely with General Managers and Department Heads to align people development with operational priorities.
  • Support departmental leaders in identifying skills gaps and succession planning opportunities.
  • Promote a culture of continuous learning, development and service excellence.
  • Align with CWH L&D Manager for use of best practice and CELEB Service training delivery.
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