苏州招聘

JABIL JOB DESCRIPTION
Job Title Training Manager Job Grade
Job Family Human Resources Job Sub-Family Training & Development
SAP Job Key Effective Date

JOB SUMMARY

Responsible for effectively providing key strategies related to the management and development of the human resource, as well as implementing and executing management and developmental programs in regards to Talent and Organizational Development.

Establish an effective and efficient learning environment. And well manage training programs' design and implementation within associated organizations.

ESSENTIAL DUTIES AND RESPONSIBILITIES

? Identify and develop training calendar; leverage training resources to deploy training programs.
? Promote and apply training programs in each individual & entire organization for maximizing the effect and achieving the best value of it.
? Comply with the required applicable laws and regulations; manage administrative support affairs as well as SOP.
? Identify critical skills of each functional and/or workcell managerial position.
? Develop and implement creative ways to ensure the learning goal has been conveyed and the effect has been achieved.
? May perform other duties and responsibilities as assigned.
MANAGEMENT & SUPERVISORY RESPONSIBILITIES

? Typically reports to Management. Direct supervisor job title(s) typically include: Human Resources or Training Manager
? Job is directly responsible for managing other employees (e.g., hiring/termination and/or pay decisions, performance management). Job title example(s) of employees directly supervised:

JOB QUALIFICATIONS
EDUCATION & EXPERIENCE REQUIREMENTS

? Requires a bachelor's degree in related area.
? Plus at least 3 to 5 years working experience in related field.
? Or a combination of education, experience and/or training.



JABIL COMPETENCIES
FUNCTIONAL MANAGER
Domain Capability Competency Characteristics
CULTURE Customer Intimacy



Empowerment & Accountability




Continuous Improvement
Excels at listening to customers; Regularly reviews customer service plans and performance criteria to exceed key customer expectations; Delivers a standard of service that delights the customers

Establishes clear accountabilities—who, what, by when, and with what resources; Creates relationships of trust; Empowers others to act; Holds people accountable for accomplishing assigned tasks; Recognizes and rewards excellent performance.

Implements process improvements (such as lean and six sigma) to weed out cost; Demands a quality-first mentality; Leverages internal and external best practices; Fosters innovative problem solving.

STRATEGY Vision & Purpose



Perspective



Learning on the Fly Shares the vision with employees; Assesses and links short term goals in the context of business strategies; Considers the big picture when implementing strategies; Measures the implementation of business strategies.

Understand how future trends will affect how our business operates; Shares the company’s direction for future opportunities with employees; Brings cross functional and cross business knowledge when implementing plans.

Conveys a good understanding of her/his area’s strengths and weakness, opportunities and threats; Energetically seeks information and new ideas from a variety of sources; Consistently looks for novel ways to solve new problems.

RESULTS Innovation Management




Decision Quality




Drive for Results Challenges the way things have always been done; Look and problems, processes and solutions in new ways; Stimulates creative ideas and experimentation in others; Leverages diversity in people to get the different perspectives and new ideas; Makes needed changes happen.

Considers broader implications when making decisions; Makes sound decision on complex functional issues; Follows a decision protocol that defines what decisions need to be made and by whom; Advances problems towards resolution despite ambiguity or uncertainty.

Focuses time and energy on the most important issues; Is consistently good at getting the right things done; Makes sure her / his team excels at delivering the required results; Monitors work in progress and provides timely correction; Rarely spends time on trivial tasks that can be delegated or eliminated.

PEOPLE Develop Today’s Talent





Motivate Others





Develop Next-Generation Talent Identifies required capabilities and skills gaps within own organizational area;
Builds the technical proficiency of her /his team; Ensures people have the resources (training, coaching, technology, etc.) they need to perform in their current job; Allows the people in her / his team to exercise initiative in getting their work done.

Skillfully communicates the information people need to be productive and engaged; Helps the people on her/ his team understand their role and goals in achieving the goals of the organization; Ensures that rewards and growth opportunities reflect individual integrity, motivation, and work performance;
Creates a work environment that is upbeat and supportive.

Shapes roles and assignments in ways that leverage and develop people’s capabilities for the future; Ensures that key employees are learning across functional business units, or geographical boundaries; Takes accountability for ensuring a robust succession plan for her/his group; Encourages people to network throughout the organization.

SELF Self Knowledge




Cross Cultural Agility



Integrity & Trust Is aware of personal strengths and weaknesses; Makes time to pursue personal interests while maintaining energy and passion for the job; Recovers quickly from setbacks; Maintains composure even in extremely difficult circumstances; Is a skilled listener.

Masters new jobs, information, and situations quickly and effectively; Skilled at adapting strategies and processes to local settings; Demonstrates ability to work effectively across cultures; Is not judgmental about differences

Can be trusted; Admits mistakes; Is seen as a direct, truthful individual; Does not misrepresent himself or herself for personal gains; Does not tolerate unethical behavior in others; Treats everyone with humanity, justice, and temperance, even under stressful circumstances.

WORKING CONDITIONS

? Regular business hours. Some additional hours may be required.
? Travel requirements: Domestic and/or International: Up to 20%
? Climate controlled office environment during normal business hours.
PHYSICAL REQUIREMENTS

Sitting Up to 7 hour(s) per day Lifting Up to .5 hour(s) per day, up to 50 max. lbs.^
Walking Up to 2 hour(s) per day Pushing/Pulling Up to .5 hour(s) per day, up to 50 max. lbs^
Standing Up to 4 hour(s) per day Climbing: Up to .5 hour(s) per day
Bending/Squatting/Stooping Up to 1 hour(s) per day Stairs Up to .5 hour(s) per day
Reaching Up to 2 hour(s) per day Ladder Will not generally apply
Balancing Will not generally apply Step-stool Will not generally apply
Twisting Up to 1 hour(s) per day Excessive heat exposure Will not generally apply
Crawling Will not generally apply Excessive cold exposure Will not generally apply
Hands in water Will not generally apply Dust exposure Will not generally apply
Kneeling Up to 1 hour(s) per day Loud Noise exposure Will not generally apply
Data Entry/Typing Up to 4 hour(s) per day Humidity exposure Will not generally apply
Unusual hearing or vision demands: None specified
^Other physical demands or notes: Employees should not attempt to lift, pull or push a load in excess of 50 lbs. without assistance. Care should always be taken when lifting, pushing or pulling in an awkward position.

DISCLAIMER
The preceding job description has been designed to indicate the general nature of work performed; the level of knowledge and skills typically required; and usual working conditions of this job. It is not designed to contain, or be interpreted as, a comprehensive listing of all requirements or responsibilities that may be required by employees in this job. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This job description does not imply or cannot be considered as part of an employment contract. Jabil Circuit, Inc. is an Equal Opportunity Employer.

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