Training Manager

MAIN PURPOSE OF THE ROLE:
To design, implement, and oversee strategic training programs that enhance employee capabilities, ensure regulatory compliance, and support the business performance of commercial functions (field force and marketing). The Training Manager plays a critical role in fostering a culture of continuous learning and development, aligning training initiatives with organizational goals, and equipping commercial teams with scientific knowledge, selling skills, compliance, and customer engagement capabilities to drive business performance, maintain a healthy turnover rate, and retention of staff.
THE CRITICAL TASKS YOU WILL PERFORM
1. Training Strategy & Program Development
• Collaborate cross-functionally with HR, SFE, and other relevant departments to identify competency gaps and training needs across roles and levels.
• Conduct surveys, interviews, and performance reviews to define training priorities
• Propose, design, and implement tailored training programs, including both in-house (classroom, virtual) and outdoor/off-site learning activities, aligned with business and development priorities.
• Periodically review and revise training standards and competency frameworks for each job level, ensuring clarity in expectations and development pathways.
• Design and integrate role-play models and simulation exercises into training programs to enhance learning retention, boost field readiness, and support behavior change
2. Training delivery and facilitation
• Deliver monthly Induction Training for new hires, ensuring they are equipped with core product knowledge, selling skills, and compliance understanding to be field-ready.
• Conduct Professional Selling Skills (PSS) training through interactive workshops, role-play models, and real-life case applications to enhance field force capability and customer engagement.
• Facilitate cross-functional training sessions by collaborating with Marketing, Medical, and Regulatory/QA teams to deliver up-to-date product knowledge, medical/scientific, mandatory PV/QA, and Code of Conduct training; coordinate and lead periodic refresher training based on business needs, new launches, or performance gaps.
• Coordinate with external trainers, if any.
3. Coaching and Field Support
• Assess performance and skill gaps of field force staff through observation, feedback, and data; provide targeted coaching sessions to individual employees and guide First-Line Managers (FLMs) to strengthen their coaching capabilities.
• Conduct regular field visits to evaluate the application of training content, reinforce selling techniques, and support on-the-job learning through direct observation and feedback.
• Coordinate with HR and SFE to design and implement individual development roadmaps based on performance data and competency gaps; monitor progress and ensure follow-up actions are executed effectively.
4. Monitoring & Training Evaluation
• Track and report training activities on a monthly/quarterly basis, including the number of sessions delivered, participant attendance, training hours, and completion/certification status.
• Evaluate training effectiveness through pre-/post-assessments, participant feedback, field performance improvement, and alignment with business KPIs.
• Generate training impact reports and share insights with the Leadership team to support strategic decision-making and capability planning.
• Maintain organized training documentation and support compliance audits by ensuring all training records (PV, compliance...)
5. Team & Stakeholder Collaboration
• Partner with Sales, Marketing, Medical, and HR to align training with business goals
• Support product launches and capability-building initiatives
6. Learning Culture & Continuous Improvement
• Promote a culture of lifelong learning and professional development
• Stay updated on industry trends and integrate best practices