Lead Technical Training Specialist

Southwest Power Pool (SPP) is about more than power. We’re about the power of relationships. Our employees have the opportunity to work together to ensure electricity is delivered reliably and affordably to the millions of people living in our service territory. We have been voted one of Arkansas’ Best Places to work by Arkansas Business and we are looking for a member of our team who is passionate about our mission to keep the lights on!

We have a core ideology here at SPP that we stand by: Do the right thing, for the right reason, in the right way.

We believe in supporting our employees through a fantastic benefits package:

• Competitive and transparent pay with bonus opportunities
• Excellent insurance package including three great medical plans to choose from, employer-paid short-term disability, long-term disability, and life insurance
• Relocation bonus (if applicable)
• Hybrid working environment for positions that are eligible
• Fantastic contributions to your retirement through a 401(k) savings plan with employer-match benefits and a pension (defined benefit plan) fully funded by SPP

COMPENSATION INFORMATION
The salary range(s) represents our good faith estimate for the role at this time. While we strive to provide competitive and transparent compensation, there may be circumstances where an offer is above or outside of the listed range. We are open to discussing salary expectations with qualified candidates considering factors such as the candidate's qualifications, skills, competencies, experience and geographic location will all be considered during the hiring process.

Lead Technical Training Specialist Pay Range - $95,200-$123,700

The Lead Technical Training Specialist oversees all aspects of technical training, including analysis, design, development, implementation, and evaluation of company-wide technical skills programs. This position collaborates with internal subject matter experts and external vendors to assess skill gaps and deliver targeted training solutions.

Responsible for guiding both new and existing employees, this role ensures they develop the industry knowledge and technical expertise needed to maximize the use of essential tools and systems. Additionally, the Lead Technical Training Specialist mentors other technical training specialists and instructional designers within the Learning & Development group, supporting the successful execution of technical training initiatives.

Key responsibilities include project management, facilitation, leading without authority, writing and editing, oral communication, presentation skills, track and report training effectiveness and using analytical skills to make data-driven decisions.

• Analyze industry trends and training program data along with stakeholders’ needs to make recommendations for current and future needs of technical training programs.
• Oversee the job task assessments process and program.
• Manage training program costs to ensure budgeted dollars are not exceeded for training expenses while understanding the financial and budgetary impact of decisions.
• Facilitate the involvement of technical SMEs and staff in development and delivery of training to help close performance gaps.

• Form strategic partnerships with leadership and subject matter experts to incorporate diverse perspectives in programs; and use business data to identify and target areas for training development.

• Evaluate and monitor vendor contracts to ensure alignment with training objectives, quality standards, and budget.
• Act as the primary liaison between management, SME personnel, and trainers to facilitate progress toward the goal of the technical support training program.

• Lead cross-functional teams and manage internal/external resources to deliver high-impact training initiatives.

Analysis:

• Perform training needs analysis, identify learning skills gaps, and develop technical training solutions where needed within the company.
• Create and evaluate potential solutions to problems, seek appropriate support to solve problems and act appropriately when decisions are made and solutions selected.
• Leverage learning analytics and performance data to identify root causes of performance gaps and recommend evidence-based training interventions.

Design and Delivery:

• Provide training and competency assessment on new procedures, applications, and tools.
• Determine the most effective internal and/or external training delivery methodology and performance support tools (on-the-job, classroom, e-learning, workshops, simulations, etc.) to minimize gaps and improve job performance while meeting business needs and yielding the most performance impr