Site Maintenance Training Leader

Arrow Specialties USA, LLC

Richmond, VA

Estimated pay: Est. $29–$46/hr (market estimate, not employer-stated)

Shift: Full time

**Site Maintenance Training Leader**

Position: **Full Time, Salaried, (Exempt role with annual bonus incentive)**

Schedule**: Days - With possible on call for troubleshooting**

Location: **Spruance Manufacturing Plant Site**

**5401 Jefferson Davis Highway,** **Richmond, Virginia 23234**

www.

ARCLIN.

com

**Job Overview and Summary:**

**Site Maintenance Training Leader -** *Build technical capability. Standardize learning. Strengthen maintenance execution.*

**The role**

The Site Maintenance Training Leader develops and sustains a continuous technical training and education program for site mechanics and Electrical and Instrumentation (E/I) technicians. Reporting to the Maintenance Daily Execution Lead and partnering with Maintenance Technical Services, this role translates equipment strategies, maintenance standards, failure learnings and workforce skill needs into structured development pathways. The leader administers computer-based learning through TPC Online, coordinates hands-on and vendor-led training, verifies competency and helps ensure technicians can safely maintain the site’s mechanical, electrical, instrumentation and control assets.

**What you will own**

TRAINING STRATEGY & GOVERNANCE

• Develop and maintain a site maintenance training strategy aligned with Arclin maintenance, reliability, safety and business objectives.
• Create role-based learning paths for mechanics and E/I technicians, including onboarding, foundational, equipment-specific, refresher and advanced technical training.
• Establish curricula, qualification requirements, assessment methods and documentation practices with Maintenance Technical Services and site R&M leadership.
• Integrate lessons from failures, root-cause investigations, procedure changes, Management of Change and new equipment into the program.
• Maintain a multi-year capability roadmap and an annual training plan based on workforce gaps, business priorities and equipment risk.

SKILLS ASSESSMENT & DEVELOPMENT

• Build and maintain mechanical and E/I competency matrices by role and proficiency level.
• Assess capability through knowledge checks, practical demonstrations, field observations, supervisor input and work-quality data.
• Create individual and team development plans that close skill gaps and prepare technicians for expanded responsibilities.
• Coordinate subject matter experts, senior technicians, engineers and technical-service resources for coaching and hands-on instruction.
• Verify and document demonstrated competency before independent performance of designated high-risk, specialized or equipment-critical tasks.

TECHNICAL CURRICULUM

• Coordinate mechanical instruction in rotating equipment, bearings, power transmission, alignment, balancing, seals, piping, valves, hydraulics, pneumatics, lubrication, precision maintenance and troubleshooting.
• Coordinate E/I instruction in electrical safety, motors, drives, motor controls, power distribution, instrumentation, calibration, control valves, PLC and DCS fundamentals, loop troubleshooting and industrial networks.
• Include SAP or CMMS use, maintenance work processes, job planning, procedures, bills of material, documentation quality and return-to-service expectations.
• Integrate vibration analysis, lubrication excellence, oil analysis, ultrasound, infrared thermography, condition monitoring, Emerson AMS, Lube-It and other site reliability programs.
• Keep technical content aligned with current equipment, procedures, engineering standards, vendor requirements and safety expectations.

LEARNING SYSTEMS & RECORDS

• Administer TPC Online and other approved learning systems, including assignments, course sequencing, completion tracking, assessments and recurring requirements.
• Create blended learning using computer-based training, classroom instruction, job aids, demonstrations and supervised field practice.
• Maintain accurate training records, qualification status, expiration dates, attendance, vendor documentation and competency evidence.
• Report training completion, qualification progress, overdue requirements, skill gaps and program effectiveness.
• Ensure training records support leadership reviews, audits and workforce planning.

VENDOR & OFF-SITE DEVELOPMENT

• Identify advanced training needs that require an OEM, technical college or specialized external provider.
• Source, evaluate, schedule and coordinate off-site vendors and technical training providers.
• Define learning objectives, prerequisites, scope, dates, travel, purchasing needs and expected outcomes.
• Partner with Procurement and Maintenance Technical Services to assess provider quality, technical relevance, cost and performance.
• Transfer external learning back to the site through demonstrations, peer instruction, procedure updates and application plans.

PROGRAM PERFORMANCE & IMPROVEMENT

• Measure effectiveness through completion, assessment, qualification, work quality, rework, equipment failure, safety and main