Manager - Technical Training (62982)

Manager - Technical Training

Mid Level

Mission Critical & Industrials (MC&I) is a growing consulting and engineering arm of NEI focused on the design and delivery of complex electrical infrastructure for demanding environments, including data centers, oil & gas operations and large-scale commercial and industrial facilities. MC&I supports high-impact infrastructure projects for clients, some of whom rank in the top ten of their respective industry segments across North America. The group combines the momentum of a team that is actively building with the stability of an established firm with more than 40 years of industry presence and over 300 engineers. Engineers remain engaged across the full project lifecycle, from early concept and planning through detailed design and execution support. The work emphasizes sound judgment, strong client relationships, and practical business thinking. MC&I offers an environment where engineers can contribute ideas, build lasting professional relationships, and help shape a long-term legacy of engineering excellence.

The Manager of Technical Training is a leadership position within MCI responsible for building scalable training and development systems that strengthen workforce readiness, preserve critical technical knowledge, and improve project delivery across our growing organization. As demand for experienced professionals continues to outpace supply, this role will help MCI grow by accelerating the development of project-ready talent, increasing staffing flexibility, and enabling technical experts to extend their impact across more teams and projects.

Primary metric: workforce competency.  Secondary metrics: quality & utilization.

The Manager will partner closely with leaders, technical subject-matter experts, project leaders, and enterprise partners to 1) baseline technical needs of the organization, 2) build a gap analysis, 3) partner with SME's to build classroom / lab content, 4) leverage instructional designers to refine content, 5) deliver said content, 6) validate achievement of said competency. This role will help establish the operating model for a new training / development function, including program priorities, governance, curriculum architecture, assessment methods, internal instructor networks, and measures of business impact.

The initial priority will be creating a scalable training and development program for employees. 

The secondary priority will be to create a customer training business that enables customer success, strengthens relationships with customers, builds a profitable revenue stream, and further establishes NEI as the premier solution provider in the space.

This position does not require the Manager to be a technical subject-matter expert, hold an engineering degree, or maintain a professional engineering license. The successful candidate must be a leader and change agent, able to build credibility with technical professionals, ask the right questions, and translate specialized expertise into practical and scalable workforce solutions.

Salary Range: $145,000 - $175,000

This opportunity is available to both local / in-office (Lakewood, CO) and full-time remote candidates.

Build the Power Capability Function

• Partner with leadership to establish the program’s operating model, priorities, governance, phased roadmap, and measures of success.
• Assess workforce capabilities, critical knowledge, existing development practices, talent gaps, and delivery risks to identify the areas of greatest business value.
• Develop business cases and implementation plans for the resources, technology, content, and technical participation needed to build and scale the function.
• Coordinate cross-functional workstreams and provide program sponsors with clear updates, recommendations, risks, results, and decisions requiring leadership direction.

Accelerate Workforce and Project Readiness

• Partner with technical leaders to define the capabilities, experiences, and performance expectations required across priority disciplines, roles, and career levels.
• Build progressive development pathways from foundational through advanced levels that combine technical instruction, practical application, project simulations, mentoring, field or project exposure, and demonstrated proficiency.
• Develop targeted onboarding and development programs for early-career professionals, experienced hires, internal transfers, technical specialists, and project leaders.
• Connect development pathways and readiness expectations to workforce planning, project staffing, career progression, retention, and succession needs.

Scale Technical Knowledge and Improve Delivery

• Capture specialized expertise, project experience, lessons learned, and effective practices in reusable curricula, playbooks, job aids, templates, simulations, and other knowledge assets.
• Establish and coordinate a network of technical instructors, mentors, reviewers, and program sponsors with clear responsibilities and manageable expectations.
• Partner with operations, quality, and project leadership to address capability gaps affecting technical quality, project coordination, consistency, avoidable rework, and overall delivery performance.
• Measure program impact through outcomes such as time to readiness, demonstrated proficiency, quality performance, staffing flexibility, retention, rework reduction, and increased capacity of senior technical experts.

Support Future External and Commercial Growth

• Identify internally proven programs that may address capability needs for utilities, developers, infrastructure owners, engineering organizations, and other industry partners.
• Support client discovery and partner with business development, marketing, finance, legal, and technical leaders to evaluate market demand, delivery requirements, business risk, and financial potential.
• Develop and coordinate controlled pilots such as client academies, applied learning cohorts, capability assessments, advisory services, licensed content, and industry partnerships.
• Help establish a phased commercialization model based on client value, differentiation, scalability, intellectual-property protection, delivery capacity, and financial return.

Required:

• Bachelor’s degree or an equivalent combination of education and relevant professional experience.
• Six or more years of progressive experience in technical capability development, workforce development, organizational development, program management, business operations, professional services, or a related field.
• Demonstrated success building or significantly expanding a cross-functional program, operating model, or organizational capability from concept through implementation.
• Strong business acumen, program leadership, communication, and stakeholder-management skills, with the ability to translate complex technical and business needs into practical plans and measurable outcomes.
• Legal authorization to work in the United States.

Preferred:

• Experience in the power, energy, utility, infrastructure, engineering, construction, or technical professional-services industries.
• Experience supporting technical professionals through competency frameworks, role-based development pathways, applied learning programs, knowledge management, or structured assessment.
• Experience working in a rapidly growing, geographically distributed, newly integrated, or acquisition-driven organization.
• Experience supporting client-facing programs, advisory services, commercial learning solutions, licensed content, or other knowledge-based offerings.

• Hybrid or fully remote work model depending on location and project needs 

• Travel typically ranges from 15–25% and varies by project 

• Combination of office-based work and periodic field engagement