Company: Ascension Business Solutions LLC Department: Training & Development Reports To: General Manager Employment Type: Full-Time Work Setup: Remote Schedule: U.S. Business Hours (Graveyard Shift – PH Time) Role Overview The Training & Development Manager is responsible for designing, building, and continuously improving ABS's overall learning and workforce development strategy. This role goes beyond managing day-to-day training delivery. The manager will establish a structured and scalable Training & Development framework that strengthens employee and VA capabilities from initial onboarding through continuous professional and leadership development. The Training & Development Manager will develop competency frameworks, learning pathways, role-specific curricula, assessment standards, leadership development programs, and continuous learning initiatives aligned with ABS's business objectives, client expectations, and workforce needs. Working closely with Human Resources, Operations, Client Success, Client Relations, and other departments, the manager will use performance data, client feedback, workforce trends, and business priorities to identify capability gaps and translate them into effective training and development solutions. The ultimate objective of this role is to build a high-performing learning organization where ABS professionals are not only prepared for their current responsibilities but continuously developed for future roles, greater responsibilities, and evolving client needs. Key Responsibilities 1. Training & Development Strategy * Develop and own ABS's overall Training & Development strategy, framework, and roadmap. * Establish short-, medium-, and long-term learning priorities aligned with organizational goals, workforce plans, and client requirements. * Build a structured learning ecosystem covering new-hire training, role-specific development, continuous education, leadership development, and professional growth. * Conduct regular Training Needs Analysis (TNA) using performance data, client feedback, operational challenges, and organizational priorities. * Translate business and workforce challenges into measurable learning and development initiatives. * Establish annual and quarterly training plans with clear objectives, milestones, ownership, and success measures. * Ensure Training & Development initiatives support ABS's broader goals for service quality, scalability, retention, leadership development, and operational excellence. 2. Learning Architecture & Curriculum Development * Design structured learning pathways and competency frameworks for key roles across ABS. * Develop standardized curricula covering technical competencies, communication, client service, leadership, compliance, systems, and professional skills. * Establish progressive development levels from foundational training through advanced and leadership development. * Build and continuously improve role-specific training programs based on actual client and operational requirements. * Establish standards for training materials, facilitator guides, assessments, simulations, practical exercises, and certification requirements. * Introduce appropriate adult-learning, instructional-design, and blended-learning methodologies. * Ensure training programs remain current as ABS services, technologies, client expectations, and operational processes evolve. 3. Workforce Capability & Continuous Development * Build programs that support development beyond initial onboarding and the 17-day training period. * Establish continuous learning programs for active VAs and internal team members. * Partner with department leaders to identify recurring capability gaps and develop targeted interventions. * Develop refresher, upskilling, cross-training, and reskilling programs based on workforce and business requirements. * Create professional development pathways that prepare high-potential team members for additional responsibilities and future leadership roles. * Establish leadership and management development programs for Team Leads, Assistant Managers, Managers, and other emerging leaders. * Support succession planning by helping build an internal pipeline of capable future leaders. 4. Training Quality, Readiness & Governance * Establish and maintain ABS-wide standards for training quality, competency assessment, and workforce readiness. * Oversee the effectiveness of the existing training lifecycle, including the Day 3, Day 10, and Day 17 assessment framework. * Ensure readiness decisions are supported by measurable competencies, documented evidence, and consistent evaluation standards. * Establish clear governance for remediation, retraining, reassignment, certification, and endorsement. * Monitor training consistency across trainers, programs, roles, and batches. * Ensure that training completion does not automatically translate to workforce readiness. * Continuously evaluate whether ABS's training standards accurately predict successful client placement and long-term performance. 5. Training Team Leadership & Capability * Lead, coach, and develop the Training & Development team. * Define clear responsibilities, performance expectations, and accountability for trainers and training specialists. * Develop a train-the-trainer program to ensure consistent facilitation, coaching, assessment, and documentation standards. * Build subject-matter-expert partnerships across ABS to strengthen technical and role-specific learning. * Delegate day-to-day training delivery appropriately while maintaining overall accountability for training quality and outcomes. * Develop the Training & Development team's capability in instructional design, facilitation, coaching, analytics, and continuous improvement. * Establish systems that allow the department to scale effectively as ABS grows. 6. Learning Analytics & Continuous Improvement * Define and monitor meaningful Training & Development KPIs that measure both learning outcomes and business impact. * Measure training effectiveness through readiness rates, post-placement performance, client feedback, retention, skill-gap trends, and other relevant indicators. * Analyze replacement and termination trends to identify training-related root causes. * Evaluate whether training programs are producing measurable improvements in workforce performance. * Establish feedback loops between Training, Operations, Client Success, Client Relations, HR, and Sales. * Use data to improve curricula, assessments, training methods, and development priorities. * Present regular Training & Development insights, risks, recommendations, and progress updates to leadership. 7. Cross-Functional & Organizational Development * Partner with HR on workforce planning, competency development, career pathways, and leadership pipelines. * Work with Operations and Client Success to understand evolving service-delivery requirements and performance gaps. * Collaborate with Client Relations to translate client feedback into development opportunities. * Coordinate with Sales and leadership when new services or client requirements require new workforce capabilities. * Support company-wide change initiatives by developing training and communication programs needed for successful implementation. * Help establish a culture where continuous learning, accountability, knowledge sharing, and professional development become part of everyday operations. Key Performance Indicators Performance in this role will be evaluated using the following KPI weighting: * Skill-Mismatch Replacement Rate: 40% * Training Cycle Time: 30% * Manpower Pool Readiness: 30% Additional performance expectations include: * Quality and completion of the 17-day training lifecycle * Accuracy of readiness and endorsement decisions * Timeliness and completeness of weekly reports * Quality of training documentation and assessment records * Reduction of recurring skill gaps and preventable mismatches * Consistency of training delivery across roles and batches Required Qualifications * Proven experience in Training and Development, Learning and Development, employee training, or a similar leadership role. * Experience managing structured training programs from onboarding through final evaluation. * Strong background in curriculum development, competency assessment, coaching, and performance management. * Experience leading trainers, facilitators, subject matter experts, or training participants. * Ability to make objective and timely decisions regarding readiness, retraining, reassignment, and removal from training. * Strong virtual facilitation, coaching, and presentation skills. * Excellent written and verbal English communication skills. * Strong organizational, documentation, reporting, and project-management abilities. * Ability to manage multiple training batches, urgent placements, and escalated performance concerns. * Ability to interpret performance data and translate findings into practical training improvements. * Comfortable collaborating with Human Resources, Operations, Client Success, and Client Relations. * Demonstrated leadership aligned with ABS’s values of Love, Support, and Excellence. * Must be based in the Philippines and available to work during U.S. business hours. Preferred Qualifications * Experience supporting home care, home health, healthcare staffing, business process outsourcing, or remote workforce operations. * Experience training professionals in scheduling, recruiting, intake coordination, after-hours support, or other healthcare administrative roles. * Familiarity with performance scorecards, skills checklists, competency mapping, training analytics, and readiness assessments. * Experience developing SOPs, virtual learning materials, assessments, and role-specific training programs. * Familiarity with healthcare operations platforms such as AxisCare or WellSky. * Experience with learning management systems, remote training platforms, or virtual workforce development. * Knowledge of adult-learning principles, instructional design, and performance-improvement methods. * Philippine Registered Nurse, nursing graduate, or graduate of an allied health or medical program is an advantage but not required. Systems and Tools The Training and Development Manager should be comfortable using or learning: * Slack * Google Workspace * Zoom * ClickUp * AxisCare * WellSky * Learning management and virtual training platforms * Performance scorecards, trackers, and reporting tools Leadership and Performance Expectations * Protect ABS’s readiness standards while giving trainees appropriate coaching and opportunities to improve. * Balance Love and Support with firm accountability and consistent performance expectations. * Make readiness decisions based on documented evidence rather than training attendance or completion alone. * Address concerns early and communicate decisions clearly and professionally. * Ensure every endorsed professional is prepared to represent ABS with confidence, reliability, and excellence. * Maintain confidentiality and exercise sound judgment when handling performance and termination matters. * Accept ongoing coaching, performance reviews, and feedback as part of the leadership role. Compensation and Benefits Ascension Business Solutions offers a structured, long-term employment opportunity designed to support stability, growth, and professional development. * Competitive compensation based on experience and role alignment * Paid training and structured onboarding * Fully remote work setup * Company-issued laptop and noise-canceling headset, subject to role and eligibility guidelines * HMO health coverage, subject to company eligibility requirements * Performance-based annual salary increases * Paid Time Off to support work-life balance and well-being * Retention bonus for long-term team members * Referral bonus program * Performance bonuses and incentive programs available upon reaching six months of tenure Work Requirements * Full-time remote position open to qualified professionals based in the Philippines. * Must have a reliable computer, professional headset, webcam, stable internet connection, and quiet working environment. * Must be available to collaborate with teams supporting United States-based clients. * Must be able to facilitate live virtual training and manage multiple priorities during U.S. business hours. Why Join Ascension Business Solutions? * Lead and shape how professionals are trained, evaluated, and prepared for client-facing responsibilities. * Directly influence workforce readiness, client satisfaction, service quality, and long-term retention. * Work within a structured organization that values clear standards, documentation, and accountability. * Collaborate with established teams across Human Resources, Operations, Client Success, and Client Relations. * Join a values-driven culture guided by Love, Support, and Excellence. At ABS, training completion does not automatically equal readiness. We are looking for a leader who can develop people with care, evaluate them with consistency, and make firm decisions when expectations are not met. Help us build professionals who are not only trained, but truly ready. Disclaimer: Responsibilities may evolve based on organizational needs and operational priorities. Employment is at will. How to Apply Complete the Application Form and include the following: * Vocaroo introduction link * Updated resume * Device specifications screenshot * Internet speed test result ⚠️ Incomplete and inaccurate applications may not be processed.