Operations Training Manager

Job Description

Job Description

Description:

About Nellis Auction

Nellis Auction (Nellis or “the Company”), headquartered in Las Vegas, NV, is a middle-market Direct-to-Consumer marketplace providing efficient liquidation services for returned or overstock inventory. Nellis sources these goods through major retailer/wholesaler relationships and currently operates in nine locations with more than 1,800 employees. The Company is a leader in the reverse logistics industry ($769B size) with significant relationship, operational, and technological competitive advantages. Given these competitive advantages, Nellis has experienced exponential revenue growth in recent years with more growth ahead.

Job Summary  

The Training Manager owns how every warehouse team member at Nellis Auction learns to do their job, and makes sure that training is the same, and equally effective, in every building. This leader sets the functional training strategy for all warehouse locations, builds and maintains curriculum for every warehouse function and process, and runs the certified trainer program that delivers training on the floor. The role partners closely with Industrial Engineering and the Operational Excellence team to keep training current with the latest SOPs and system changes, and with the Regional Directors of Operations to target retraining wherever performance is below standard. Based in Las Vegas with a seat at the Home Office, this role is expected to spend at least 50% of its time in warehouse locations, observing, auditing and coaching where the work actually happens.

Requirements:

Key Responsibilities

• Network Training Strategy: Build and own the functional training strategy for all warehouse roles within Nellis's enterprise Training Strategy and Framework, which is owned in partnership between Operations and Human Resources. Define what every role needs to know, how and when they learn it, and how proficiency is verified, from a new hire's first shift on the floor through cross-training and advancement. Maintain a prioritized functional training roadmap aligned to operational priorities, network growth and peak hiring ramps. 
• Curriculum Development: Design, build and maintain curriculum covering all warehouse functions and processes: safety onboarding, role-based learning paths, trainer guides, hands-on practical exercises, knowledge checks and sign-off criteria. Write content that a first-week team member can follow and that produces the same result in every building. This role partners with HR so that orientation/onboarding, including HR policy training and company induction, leads directly into functional onboarding without gaps or overlap. 
• Certified Trainer Program: Set and maintain the standards for selecting certified trainers. Run the train-the-trainer program that develops their facilitation and coaching skills, certify trainers against a defined standard, and hold them to it through observation, recertification and, when needed, decertification. Make sure every location has enough certified trainers to support its roster, shifts and growth.
• Training Audit & Effectiveness: Regularly audit live training sessions and training records across the network to confirm that training is delivered as designed and is producing results. Measure effectiveness using the Kirkpatrick model, in alignment with HR's learning measurement framework, with indicators such as time to proficiency, assessment pass rates, early-tenure retention, and quality and productivity against standard. Adjust content, delivery or trainer coaching where the data shows gaps. 
• Content Currency & Change Management: Partner with Industrial Engineering and the Operational Excellence team so that training always reflects current SOPs, process changes and software updates. Industrial Engineering owns SOP authorship; this role owns turning each change into updated training materials, communicating it to trainers and re-certifying affected team members. Maintain version control so only current training material is in use at the point of work.
• Performance-Driven Retraining: Partner closely with the Regional Directors of Operations and site leaders to review operational metrics and determine whether performance gaps are driven by skill, process or leadership factors. Own targeted retraining where gaps are skill- or process-based, and refer leadership-related gaps, such as coaching, accountability, attendance management or manager-related turnover, to the Leadership Development Manager. Participate in a joint quarterly site performance review with Leadership Development and Operations leadership, and track whether retraining moved the metric. 
• Learning Technology: Serve as the content owner for all functional and operational training content within Nellis's learning systems, including Paylocity LMS and QuinnAI, which are administered by Human Resources. Build and assign courses, track completion and certification records, and report on training compliance for the functional catalog. Partner with the Leadership Development Manager to establish and maintain shared standards for course naming, version control, templates and branding across all learning systems. Identify where current tools fall short and recommend new or improved solutions, backed by a clear business case. 
• New Site & Growth Readiness: Build the training plan for every new site opening, new shift and expansion. Make sure local certified trainers are in place, and new teams are trained to standard, before the building goes live, so a site's training stops depending on outside support as quickly as possible.
• Compliance & Safety Training: Partner with HR and Safety to make sure required training, such as powered industrial truck (forklift) certification and workplace safety training, is delivered, documented and renewed on schedule at every location.
• Reporting & Visibility: Report training program health to the COO and operations leadership: training completion, certified trainer coverage by site, time to proficiency, audit results, and the impact of retraining on performance.
• Cross-Functional Partnership: Work with Recruiting, HR, Leadership Development and site leadership to align onboarding, hiring waves and training capacity, so new hires arrive to a trainer, a plan and a clear path to proficiency. As the network grows, help shape how the training function scales, including future team structure.

Qualifications / Requirements:

• 5+ years of experience in training, learning and development, or operations in warehousing, distribution, fulfillment, re-commerce, retail or a comparable high-volume environment, including 2+ years owning training programs across multiple sites or shifts
• Bachelor's degree in Education, Organizational Development, Business, Operations Management or a related field preferred; equivalent experience will be considered
• Proven experience designing curriculum and training materials from scratch, including instructional design methods such as ADDIE or similar
• Demonstrated experience building and running a train-the-trainer or certified trainer program
• Experience administering or owning an LMS; Paylocity LMS experience a strong plus. Comfort adopting AI-enabled learning tools such as QuinnAI
• Track record of using operational data to identify training gaps and measure training impact
• Professional training certification (ATD CPTD/APTD or similar) preferred
• Strong facilitation and presentation skills, with the credibility to train and coach frontline team members, trainers and site leaders alike
• Excellent written communication: this role produces training guides and assessments that must be clear to a first-week team member
• Proficiency with MS Office and Google Workspace; intermediate to advanced MS Excel skills
• Proven ability to influence and drive change across multiple locations and leaders without direct authority
• Excellent organizational skills and the ability to manage many projects and priorities at once
• Must possess critical thinking skills, be an active listener, and work proactively with sound judgment and decision making
• Familiarity with the Kirkpatrick model
• Bilingual in English and Spanish a plus
• Must spend at least 50% of time in warehouse locations, with occasional travel to out-of-market locations and new site launches; schedule flexibility to support training across all shifts

Physical Requirements:

• Must be able to lift, carry, push, and pull up to 50 lbs occasionally.
• Ability to stand, walk, bend, reach, twist, and stoop for extended periods (10 to 12 hour shifts).
• Ability to sit for extended periods while working across multiple computer systems and screens (8 to 10 hour shifts, depending on schedule).
• Manual dexterity and accurate typing speed for multi-system data entry.
• Manual dexterity to operate warehouse equipment and tools used in training demonstrations.
• Must be physically able to work in varying environmental conditions (hot/cold).