Technical Trainer- Internal University

As a part of the global industrial organization Marmon Holdingswhich is backed by Berkshire Hathawayyoull be doing things that matter leading at every level and winning a better way. Were committed to making a positive impact on the world providing you with diverse learning and working opportunities and fostering a culture where everyones empowered to be their best.

Though you may not know us by name youve most likely enjoyed meals and refreshments supported by our industry-leading brand portfolio. For decades weve designed and manufactured foodservice equipment for some of the worlds biggest most recognized consumer brands.

We are driven to innovate with a clear purpose in mind: revolutionizing the future of foodservice. Guided by our commitment to Doing Things That Matter Leading at Every Level and Winning a Better Way we focus on delivering meaningful impact for our customers our communities and each other.

The Technical Trainer - Internal University position builds and sustains a scalable high-impact technical training program by designing and governing the Internal Technical Universityensuring consistent development of role-basedproficiency and long-term capability across the Aftermarket organization.

This role creates value by transforming service demands technical complexity and performance gaps into structured learning paths and certifications. This collaborative role drives close alignment with Customer Operations Support Engineering and Field teams. The Technical Trainer ensures the organization develops the right skills at the right time to meet evolving customer needs.

Role Summary

The Technical Trainer Internal Universityis responsible fordesigning managing and growing internal technical expertise. This includes building structured curricula certification frameworks and role-based development pathways.

This role serves as the capability architect for the organization ensuringtechnical training is not only deliveredbut systematically built measured and scaled to support long-term performance improvement.

The Technical Trainer partners closely with Technical Trainers (Virtual)NPD Readiness LeadsTechnical Case Owners and Customer Operations Leads to ensure training aligns to real-world service demand and drives measurable improvements in diagnostic quality execution consistency and customer outcomes.

Key Responsibilities

1. Technical University Strategy & Program Ownership

• Design and manage theInternal Technical University frameworkacross the organization
• Define structured learning pathways for internal job roles including internal MFT teams and to external customers
• Establish clear progression models aligned to:
  • Skill development
  • Role expectations
  • Business needs
• Ensure the program is consistent and easily scalable

2. Curriculum Design & Development

• Build comprehensivetechnical curriculafor:
  • Equipment knowledge
  • Diagnostic troubleshooting
  • Service workflows and tools
• Content is designed from foundational level to advanced level audiences
• Ensure content is consistent and easily scalable

3. Certification & Capability Validation

• Design and managecertification programstovalidatetechnical competency
• Establish criteria for:
  • Skillproficiency
  • Role readinessand advancement eligibility
• Ensure certifications are aligned to:
  • Real-world diagnostic capability
  • Case execution requirements
• Partner with leadership to embed certifications into performance and development models

4. Training Needs Analysis (Demand & Performance Driven)

• Leverage inputs from internal groups/leaders
• Identify systemic capability gapsand deficiencies that drive repeat demand or escalation
• Update curriculum basedon business impact and customer outcomes

5. Knowledge Governance & Standardization

• Partner with Technical Trainers and SMEs to build:
  • Work instructions
  • Diagnostic flows
• Training materialsare aligned and consistent
• Establish a single sources of truth for governance of content

6. Integration with Service Delivery Model

• Align Technical University programs to the Aftermarket Service Delivery Model
• Ensure all training supports service execution and customer outcomes

7. Measurement & Continuous Improvement

• Define and track effectiveness of training programs through:
  • Aftermarket Service Delivery Model
  • Learner performance evaluation
• Continuously refine curriculum and certification programs based on performance dataorganizational priorities

8. Cross-Functional Partnership (Engineering Support Field Ops)

• Collaborate with Engineering to:
  • Incorporate product updates and failure modes into curriculum
• Partner with Support and Ops to:
  • Aligntraining with execution expectations
• Engage with Field/ASAs to:
  • Integrate real-world application insights and reflects real world examples

9. Enablement of Trainers & Leaders

• Equip Technical Trainers (Virtual) with:
  • Structured curricula
  • Content frameworks
  • Delivery standards
• Support leaders with tools to reinforce:
  • Capability development
  • Skill progression
• Ensure consistency in how training is delivered and reinforced across the organization

Key Decisions Owned

• Structure and evolution of the Technical University program
• Curriculum design Certification criteria and capability standards
• Learning needs Analysisimpactingservice outcomes
• Governance of training content and knowledge frameworks

Measures of Success

• First-Time Resolution (FTR):Sustained improvement driven by stronger capability
• Repeat Demand Rate:Reduction in repeat issues linked to skill gaps
• Escalation Rate & Quality:Fewer escalations and higher-quality escalation handling
• Capability Progression:Measurable advancement acrossaftermarket departments
• Certification Achievement Rates:Adoption and completion of defined learning paths
• Time to Proficiency:Faster ramp time for new and developing employees
• Knowledge Consistency:Standardized application of diagnostic and service practices
• Training ROI:Clear linkage between training programs and operational performance improvements
• Other duties as assigned

Qualifications & Experience

• Bachelors degree or equivalent experience in technical engineering Learning and Development or related field
• 610 years of experience in:
  • Technical support or field service
  • Training curriculum development or capability building
• Experience designing structured training or certification programs
• Strong understanding of:
  • Principles of Adult/Technical Learning
  • Diagnostic troubleshooting
  • Service operations and contact center environments

Key Skills & Competencies

• Instructional design and curriculum developmentexpertise (ADDIE model)
• Audio/Video/eLearning Authoring tools (Storyline Rise Captivate)
• Strong technical knowledge and diagnostic capability
• Strong cross-functional collaboration and influence
• Program management and organizational skills

Nice-to-Have / Future-Focused Capabilities

• Experience building structured learning programs
• Administration/Coordination of learning management systems (LMS)
• Experience with certification frameworks and competency models
• Exposure to KPI-driven service environments
• Lean /continuous improvement experience
• Experience in aftermarketfoodservice or equipment-based industries

Travel Expectations

• 25-30%

Benefits (Change for your region specifically below is US).

We support your well-being with comprehensive and easy-to-use benefits that youll be eligible to enroll in on your first day of employment. Here are some of the highlights:

• Medical Dental Vision and Prescription Drug insurance plans
• Access to a Health Advocate who is an expert in Marmons health plan and can help you select the best health benefits for you and your family
• Tax advantaged spending accounts for health and dependent care expenses
• Wellness programs and resources including Telehealth Mental Health Fitness and Family Planning
• Generous paid time off for personal use holidays and parental leave
• Company-sponsored life insurance
• 401(k) with fully vested company match; Marmon may also make an additional annual discretionary contribution to your account whether or not you contribute on your own
• Financial and retirement advising

About Marmon Holdings

Marmon Holdings Inc. a Berkshire Hathaway company comprises 11 groups and more than 100 autonomous businesses with total annual revenue of $10 billion. Marmons 28000-plus team members are celebrating the companys 70th anniversary in 2023 and helping write the next chapter of Marmons story.

Pay Range:

We offer a comprehensive benefits package that may include medical dental vision 401k matching and more!

Following receipt of a conditional offer of employment candidates will be required to complete additional job-related screening processes as permitted or required by applicable law.

We are an equal opportunity employer and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process please email your request to and please be sure to include the title and the location of the position for which you are applying.