Compliance and Corporate Trainer

Job Description

Job Description:\n\n \n \n \n \n \n MISSION\n Kheir’s mission is to increase and provide access to culturally and linguistically-sensitive quality primary healthcare and human services support to the underserved and uninsured residents of Southern California.\n POSITION SUMMARY\n The Compliance and Corporate Trainer is responsible for coordinating, developing, delivering, maintaining, and continuously improving the organization's employee training program. The position serves as a centralized organizational resource for employee education, Electronic Health Record (EHR) training, training materials, training records, and ongoing staff development. This person will report directly to the Director of HR and Compliance within the Administrative Department.\n The Compliance and Corporate Trainer serves as the organization's primary trainer for EHR functionality and navigation and works collaboratively with department leadership and subject matter experts (SMEs) to develop and deliver role-specific training. The Trainer is responsible for understanding system functionality and translating technical capabilities into practical training, while department leadership and SMEs remain responsible for defining and validating department-specific workflows and substantive requirements.\n The position also administers the organization's overall training program within clinic and operations, including maintaining the master training matrix and calendar, coordinating recurring training requirements, maintaining centralized training materials and completion records, monitoring training needs, and supporting implementation of new or revised workflows.\n This is an individual-contributor position that works collaboratively across departments and organizational sites. The position does not have supervisory authority over department leadership or departmental operations.\n MINIMUM QUALIFICATIONS\n \n Bachelor's degree in a related field.\n Experience working in a healthcare organization, community health center, Federally Qualified Health Center (FQHC), medical group, or similar healthcare environment.\n Experience providing Electronic Health Record training.\n Proficiency with eClinicalWorks (eCW).\n Experience supporting clinical and administrative healthcare workflows.\n Experience developing role-based training curricula or competency assessments.\n Experience with adult learning, instructional design, train-the-trainer programs, or learning management systems.\n Experience with process improvement, workflow analysis, or implementation of new systems or workflows.\n Experience maintaining centralized training records or administering an organizational training program.\n Experience working across multiple departments or organizational locations.\n ESSENTIAL FUNCTIONS & RESPONSIBILITIESOrganizational Training Program Administration\n \n Coordinate and administer the organization's centralized employee training program in collaboration with Human Resources, Compliance, department leadership, and designated SMEs.\n Maintain a master organizational training matrix identifying required training by position or department, training frequency, content owner, trainer, completion requirements, and applicable documentation.\n Develop and maintain an organizational training calendar for onboarding, recurring education, refresher training, and other scheduled training activities.\n Coordinate training requirements and schedules with Human Resources, Compliance, department leadership, and other applicable stakeholders.\n Maintain a centralized repository of approved and current training materials, including presentations, guides, job aids, curricula, reference materials, competency tools, and related resources.\n Establish and maintain standardized formats and basic requirements for organizational training materials.\n Coordinate periodic review of training materials with applicable SMEs to ensure materials remain accurate, current, and appropriate for the level of knowledge and competency required for applicable roles.\n Identify outdated, inconsistent, incomplete, or inadequate training materials and recommend corrective actions to the appropriate content owner or department leadership.\n Identify organizational training gaps and recommend new, revised, or supplemental training.\n Coordinate recurring training and refresher sessions based on established organizational requirements and identified needs.\n Assist with transitioning the organization toward more centralized and automated methods of training assignment, tracking, documentation, and reporting.\n New Employee Onboarding and Role-Based Training\n \n Coordinate applicable organizational and systems training as part of the employee onboarding process.\n Serve as the primary trainer for assigned systems and organizational topics while coordinating department-specific training with department leadership and SMEs.\n Develop and maintain role-based onboarding curricula and training requirements appropriate to the employee's position and responsibilities.\n Coordinate training schedules based on employee start dates, departmental needs, trainer availability, class size, and other operational considerations.\n Utilize qualified department SMEs, designated backup trainers, or other appropriate resources when necessary to accommodate simultaneous onboarding activities or specialized training needs.\n Work with Human Resources and department leadership to identify required training for newly hired or transferred employees.\n Support development of standardized onboarding expectations so employees performing comparable functions receive consistent foundational training.\n \n EHR and Systems Training\n \n Serve as a primary organizational trainer for the Electronic Health Record (EHR) system, including eClinicalWorks (eCW), and other assigned organizational systems.\n Provide role-specific EHR training for clinicians, Front Office, Back Office, Referrals, Patient Resources Department (PRD), Call Center, and other clinic departments utilizing the system.\n Develop and maintain role-based EHR curricula addressing system navigation, functionality, documentation tools, available features, and approved organizational processes.\n Maintain current knowledge of EHR functionality, system updates, release information, new features, and relevant configuration changes.\n Evaluate system updates and new functionality to determine potential effects on existing training, workflows, and user practices.\n Incorporate applicable EHR changes into onboarding, recurring training, job aids, and other educational resources.\n Develop and maintain EHR reference guides, workflow aids, quick-reference materials, and other user resources.\n Identify recurring system-use errors, areas of confusion, or opportunities for additional staff education.\n Provide refresher or targeted EHR training based on identified needs, operational trends, audit findings, system changes, or leadership requests.\n Collaborate with departmental SMEs to ensure EHR training appropriately distinguishes between system functionality and department-specific operational requirements.\n Workflow Review and Process Improvement\n \n Review existing workflows and staff practices from a training and system-functionality perspective.\n Identify opportunities to improve efficiency, consistency, data integrity, user experience, or standardization through available EHR or other system capabilities.\n Provide recommendations for workflow improvements based on system functionality, observed practices, training findings, and employee feedback.\n Collaborate with department leadership and SMEs to evaluate the operational impact of proposed workflow changes.\n Assist with testing, documentation, communication, and training associated with approved workflow changes.\n Identify discrepancies between written procedures, training materials, system functionality, and actual operational practices and refer findings to the appropriate owner.\n Escalate significant unresolved training, workflow, compliance, patient safety, or operational concerns through the appropriate leadership structure.\n Unless specifically authorized based on qualifications and assigned responsibilities, recommend rather than independently implement EHR configuration or substantive workflow changes.\n Department and Subject Matter Expert Collaboration\n \n Partner with department leadership and designated SMEs to establish and maintain appropriate training for department-specific roles and responsibilities.\n Facilitate development of training content while relying on appropriate SMEs for technical, clinical, regulatory, health plan, or department-specific requirements.\n Provide guidance regarding training structure, instructional clarity, consistency, system functionality, and adult-learning considerations.\n Coordinate with SMEs to ensure department-specific nuances are incorporated into applicable training without assuming responsibility for the substantive accuracy of specialized departmental content.\n Develop and support a train-the-trainer model and identify qualified departmental backup trainers or SMEs where appropriate.\n Facilitate consistent foundational training while allowing appropriate department-specific instruction based on role and operational requirements.\n Recurring and Organizational Training\n \n Coordinate and deliver recurring employee education on assigned organizational topics.\n Support organization-wide training initiatives, including customer service, annual mandatory education, health plan-specific requirements, systems education, and other topics as assigned.\n Coordinate training delivered by other departments or SMEs when specialized expertise is required.\n Assist content owners with converting technical or specialized information into effective employee education.\n Coordinate make-up training and other reasonable methods for employees unable to attend scheduled sessions.\n Develop targeted or remedial training when operational trends, audit findings, incidents, employee performance concerns, system changes, or other identified needs demonstrate an opportunity for additional education.\n Assist leadership with determining whether identified concerns are best addressed through training, workflow modification, policy clarification, system changes, or another intervention.\n Training Records and Compliance\n \n Maintain centralized records of organizational training assignments and completion to the extent assigned to the training program.\n Maintain attendance records, sign-in documentation, electronic completion records, competency documentation, and other required training evidence.\n Coordinate with Human Resources and Compliance to consolidate training records currently maintained through multiple tracking methods.\n Monitor completion of assigned recurring and mandatory training and provide status reports to appropriate leadership.\n Follow up with departments regarding outstanding training requirements and escalate unresolved completion issues through the appropriate supervisory or leadership structure.\n Support implementation of an electronic training tracking system, Learning Management System (LMS), or other technology intended to improve training assignment, documentation, and reporting.\n Assist with production of training documentation for audits, regulatory reviews, health plan reviews, accreditation activities, or other organizational needs.\n Training Effectiveness and Continuous Improvement\n \n Evaluate training effectiveness using appropriate methods such as participant feedback, knowledge assessments, competency checks, observations, operational trends, audit results, error patterns, or leadership feedback.\n Develop and monitor training-related metrics and provide periodic reports regarding training activity, completion, identified gaps, and program effectiveness.\n Recommend modifications to training content, delivery methods, frequency, or resources based on evaluation findings.\n Identify recurring issues that may indicate a workflow, system, communication, or process problem rather than a training deficiency.\n Promote continuous improvement of the organization's training program and employee learning resources.\n Policies, Procedures, Forms, and Controlled Documents\n \n Review applicable policies, procedures, forms, workflows, and other controlled documents when changes affect employee training or assigned systems.\n Identify when policy, procedure, form, or workflow changes require corresponding updates to training materials or employee education.\n Ensure training materials utilize or reference current approved organizational forms and documents.\n Refer outdated, conflicting, duplicate, or potentially uncontrolled organizational documents identified during training activities to Compliance or the designated document owner for review.\n Assist with maintaining awareness of current approved forms and other controlled documents used in organizational training.\n Coordinate with Compliance and document owners when new or revised forms, policies, procedures, or workflows require employee communication or training.\n Support organizational efforts to establish and maintain a master inventory of approved forms and other controlled documents as assigned.\n \n Responsibility for substantive policy, clinical, regulatory, technical, or department-specific content remains with the designated document owner, department leadership, or applicable SME. The Trainer’s participation in document review does not replace established organizational approval processes.Scope of Authority and Escalation\n The Trainer is expected to independently identify training needs, outdated or inadequate training materials, system-use concerns, and potential workflow improvement opportunities within the scope of the position.\n The Trainer may make recommendations, coordinate corrective actions, develop or revise training resources in collaboration with content owners, and facilitate implementation of approved changes.\n The Trainer does not exercise supervisory authority over department heads or independently establish department-specific operational, clinical, or regulatory requirements. Matters requiring departmental authority, policy decisions, substantive workflow changes, system configuration changes, or resolution of significant concerns will be r