Regional Technician Development Partner

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Learn about our benefits designed for you to Thrive at work and at home. 

We boldly go.

Where is the work:

Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.

 

 

Position Summary

The Regional Technician Development Partner is responsible for the regional implementation, execution, measurement, and continuous improvement of technician learning and development programs. This role partners with the Regional Service Leader, Technician Program Manager, Area Service Leaders, Area Service Managers, Field Instructor Network instructors, recruiting partners, and community workforce organizations to strengthen technician capability, improve program adoption, and build a sustainable technician talent pipeline.

The role owns the regional technician development roadmap, gathers field and business input, prioritizes development needs, supports training execution, tracks program effectiveness, and communicates progress to regional service leadership. The role also helps ensure technician development efforts are aligned with business priorities, safety expectations, quality standards, engagement goals, and long-term workforce needs.

Reporting Structure

This role reports directly to the Regional Service Leader and has a dotted-line relationship to the Technician Program Manager. The role works closely with Area Service Leaders, Area Service Managers, Field Team Leaders, Field Instructor Network instructors, Recruiting, HR, and other regional support partners.

Core Responsibilities

Program Strategy, Roadmap, and Governance

·         Build and maintain the regional technician development roadmap in partnership with the Technician Program Manager and Regional Service Leader.

·         Gather and prioritize technician learning needs, skill gaps, emerging requirements, and business priorities from regional service leaders and field teams.

·         Lead a standard management rhythm for technician development, including recurring reviews, action tracking, participation updates, and effectiveness measures.

·         Conduct quarterly and year-end business pulse reviews with service leadership to review program effectiveness, gaps, and required changes.

·         Maintain a visual management system that tracks training demand, participation, completion, progression, FIN capacity, engagement, and business outcomes.

Program Execution and Field Adoption

·         Coordinate regional delivery of technician learning and development programs, including apprenticeship, onboarding, technical training, skill advancement, and career pathway initiatives.

·         Support train-the-trainer processes to promote consistent, high-quality program delivery across the region.

·         Partner with FIN instructors and field leaders to support training readiness, scheduling, participation, and follow-through.

·         Facilitate or support training delivery in small and large formats when needed as a regional support resource.

·         Ensure program execution is aligned with safety expectations, quality standards, operational needs, and technician engagement goals.

Workforce and Talent Pipeline Development

·         Build and maintain regional relationships with schools, apprenticeship programs, community workforce organizations, and early talent channels.

·         Coordinate outreach, events, and partnerships that promote technician career pathways and improve regional hiring readiness.

·         Support pre-employment and early career initiatives by connecting regional talent sources to technician development programs.

·         Partner with Recruiting and regional leaders to identify pipeline needs and convert outreach activity into usable technician talent flow.

Communication and Stakeholder Engagement

·         Provide clear and timely communication to leaders, technicians, trainers, and employees regarding program schedules, expectations, participation needs, and outcomes.

·         Share regional program updates, participation trends, learner feedback, best practices, and execution insights with service leadership and the Technician Program Manager.

·         Coordinate with communication or marketing partners to share training accomplishments, program updates, and success stories with internal and external stakeholders.

·         Build strong relationships with technicians, trainers, service managers, and business leaders to strengthen engagement and adoption of technician development programs.

Administrative and Operational Responsibilities

·         Maintain documentation related to program design, training schedules, participation records, learning resources, and program outcomes.

·         Assist in managing training resources, tools, materials, and program logistics to ensure readiness and availability.

·         Conduct regular portfolio reviews of executed and forecasted training with business leaders.

·         Analyze program data and field feedback to recommend adjustments to training offerings and regional priorities.

·         Travel within the region approximately 30-40% to support onsite training, relationship building, workforce outreach, and regional execution.

Qualifications

·         High school diploma or GED with at least 7 years of relevant experience, or bachelor degree with at least 5 years of relevant experience.

·         Relevant experience may include HVAC service, technical training, workforce development, operations, education, or program management.

·         Strong written, verbal, and interpersonal communication skills.

·         Demonstrated ability to influence cross-functional teams without formal authority.

·         Strong organizational, program management, problem-solving, and decision-making skills.

·         Ability to analyze program data, identify trends, and recommend actions based on business needs.

·         Ability to travel regionally approximately 20-30%.

Preferred

·         Experience supporting technician development programs in an HVAC or service-focused environment.

·         Experience working with the Field Instructor Network or similar technical training network.

·         Experience building relationships with schools, apprenticeship programs, workforce organizations, or community partners.

·         Experience leading team meetings, mentoring technicians, or coordinating multi-stakeholder programs.

·         Track record of improving program adoption, training participation, or technician development outcomes.

Key Skills

·         Technician development and field credibility

·         Program management and execution discipline

·         Training roadmap development and prioritization

·         Data analysis, reporting, and visual management

·         Cross-functional influence without direct authority

·         Communication with technicians, managers, senior leaders, and community partners

·         Relationship building with schools, workforce partners, trainers, and field leaders

·         Ability to convert feedback into action and action into measurable outcomes

·         Strong judgment, problem solving, and follow-through

Success Measures

·         Expansion of FIN class offerings, instructor capacity, and technician participation.

·         Improved technician onboarding consistency and early career progression.

·         Increased technician talent pipeline generation through Recruiting, school partnerships, and workforce outreach.

·         Improvement in engagement measures, including TAP engagement scores where applicable.

·         Timely progression and successful development of regional technicians and service leaders.

·         Clear regional training roadmap with quarterly updates, action plans, and measured progress.

·         Consistent execution of technician development initiatives across areas in alignment with business priorities.

·         Demonstrated improvements in skill-gap closure, program adoption, learner feedback, and leadership satisfaction.

·         Training accomplishments and program outcomes communicated clearly to internal stakeholders.
 

Annual Base Salary Range or Hourly Base Pay Range:

$90,900.00 - $164,675.00

Compensation Type:

Salary

Incentive Eligible:

Yes

Sales Commission Eligible:

No

Disclaimer: We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience,  travel requirements, and union designation.   Our compensation range is generally based on the national average for the country.  Additionally, benefits may vary depending on the region, business alignment, union involvement, and employee status.

Thrive at work and at home:

• Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives – WE DARE TO CARE!
• Family building benefits include fertility coverage and adoption/surrogacy assistance.
• 401K match up to 6%, plus an additional 2% core contribution = up to 8% company contribution.
• Paid time off includes 15 vacation days, 9 paid holidays, 3 floating holidays, sick leave, and additional options to support volunteer and parental leave.
• Educational and training opportunities through company programs along with tuition assistance and student debt support.

Disclaimer:  Benefit offerings may vary depending on Collective Bargaining Agreements and local/state regulations.

Safety Sensitive Role:

Yes

The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.

We offer competitive compensation and comprehensive benefits and programs. We are an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, pregnancy, age, marital status, disability, status as a protected veteran, or any legally protected status.