The Corporate Trainer is responsible for the delivery and implementation of training strategies and curriculum designed to strengthen employee performance and drive exceptional customer experiences. This role ensures alignment with key performance indicators, supports collaboration across internal departments, and promotes best practices within client programs. The Corporate Trainer will contribute to a culture of continuous improvement using actionable data, process compliance, and innovative training solutions.
This is a seasonal position with an expected end date of either January 30, 2026, or April 30, 2026, depending on the needs of the organization.
Essential Functions
Onboarding and Development: Deliver comprehensive new hire onboarding programs, upskilling trainings, and ongoing professional development for new and existing student employees.Strategy and Solutions: Collaborate with the training team to create strategies, roadmaps, and solutions based on industry best practices, user feedback, and data analytics.Instructional Techniques: Utilize engaging instructional techniques and formats, such as role playing, peer to peer interaction, group discussion, shadowing, e-learning, and lecture.Skill Assessment: Analyze student employees’ product knowledge, problem-solving abilities, communication, and navigation skills and record the findings.Coaching and Evaluation: Monitor and evaluate calls during on-the-job training to ensure proper call handling, and compliance with workflows and tools; schedule coaching sessions improvement and development purposes.Quality Improvement: Utilize quality alerts, trend data, compliance issues and audit results to update training materials and reduce knowledge gaps.Calibration Meetings: Attend or conduct collaborative meetings with the internal team and client to ensure consistency and accuracy of the training curriculum.Reporting and Documentation: Accurately report daily activities, track, and maintain key metrics, assessments, attendance, and coaching records; submit operation handover report and process changes to stakeholders.
Education/Experience
Bachelor’s degree in a business-related field preferred.A minimum of 2 years in training experience or equivalent combination of education and experience.At least 1- 2 years of previous customer service, contact/call center environment experience preferred.
Additional Requirements
Excellent verbal, written, and interpersonal skills, as well as presentation skills.Knowledge of existing and emerging training methods/tools; curriculum writing skills.Prior experience in classroom instruction, customer service and call center environment.Ability to analyze data and assess needs, linking training and design to performance.Experience in continuous improvement efforts, coaching and mentoring.Ability to build rapport and effective working relationships with peers, clients, and all levels of management.Flexibility to adapt to changing priorities and business practices.Intermediate level of knowledge/familiarity with PC hardware and software.Intermediate Excel proficiency, including the ability to: Add/edit/remove formula-based rule formatting. Manage data validations. Implement other fail safes to ensure reliable analytical output.
AFFIRMATIVE ACTION PLAN / EQUAL EMPLOYER OPPORTUNITY (AAP/EEO) STATEMENT:
Education at Work (E@W) provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, E@W complies with applicable state and local laws governing nondiscrimination in employment in every location where the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. EAW expressly prohibits workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of E@W’s employees to perform their job duties may result in discipline up to and including termination of employment.
THE AMERICANS WITH DISABILITIES ACT OF 1990 (ADA) PROHIBITS DISCRIMINATION IN COMPENSATION AND EMPLOYMENT OPPORTUNITIES AGAINST QUALIFIED INDIVIDUALS WITH DISABILITIES. TO DETERMINE WHETHER AN INDIVIDUAL IS QUALIFIED, THE ESSENTIAL FUNCTIONS OF EACH JOB MUST BE IDENTIFIED. ESSENTIAL FUNCTIONS ARE THOSE THAT ARE INTRINSIC TO THE POSITION AND THAT THE INDIVIDUAL(S) WHO HOLDS THE JOBS MUST BE ABLE TO PERFORM WITH OR WITHOUT REASONABLE ACCOMMODATION.
