What are the responsibilities and job description for the Field Training Manager, West position at Moncler?
POSTING DATE : Dec 5, 2024JOB FAMILY : Omnichannel & Retail developmentLOCATION : Los Angeles, United States
POSITION OVERVIEW :
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Reporting to the VP of Retail, the Field Training Manager will play a pivotal role in enhancing the skills, knowledge, and performance of our retail teams across multiple locations. This role is responsible for planning, implementing, and delivering effective training programs tailored to address the needs and vision of the business and to support the Company’s goals in the client experience, product expertise, and operational efficiency. Through thorough follow-up, and on-the-job coaching, the Field Training Manager will ensure the development of the retail teams, with the goal of elevating the client experience, as well as working cross functionally to create and deliver cohesive messaging for brand priorities.
The ideal candidate is a nimble, dynamic trainer and skilled coach, with a deep understanding of servant leadership, hospitality, styling, storytelling, and influencing skills, that will inspire and elevate the performance of Moncler’s Luxury Retail Teams.
RESPONSIBILITIES :
Training Program Development and Implementation
Design, develop, and implement comprehensive training programs for in-store teams, focusing on client engagement, storytelling, product knowledge, service excellence, and commercial selling behaviors.
Organize and / or facilitate inspiring and impactful in-store onboarding to all new hires, partnering with subject matter experts in the region or store to ensure an enhanced learning experience.
Partner with Human Resources to facilitate onboarding for corporate new hires on Company culture and brand values.
Utilize blended learning techniques (e-learning, role playing, hands-on workshops, on-the-job coaching, classroom, etc.) to address varying learning styles, purposes, and audiences. Analyze and incorporate new training methods and techniques as business needs, resources, and technology evolve.
Create training plans for teams balancing HQ priorities with local needs driving specific business objectives of stores / regions.
Organize and conduct train-the-trainer sessions for in-store experts / trainers.
Coordinate all aspects of training and workshops including travel, schedules, logistics and materials.
Performance Coaching and Development
Lead by example and support a culture of coaching and feedback by working directly with the store leadership (Store Managers, Client Advisor Managers, and Operations Managers) to further develop their leadership skills.
Conduct regular store needs assessments, identify skills, behaviors, or knowledge gaps, and conduct regular in-store coaching sessions to support employee growth.
Drive customer satisfaction by ensuring applied learnings of selling skills and product knowledge through scheduled and active on the floor observations.
Support Human Resources, as needed, to create formal Individual Development Plans (IDPs) and work closely with store managers to follow up on development needs.
Support Store Managers with the Monthly Touch Base tool to drive performance and behaviors.
Play an active role in the 90 Day Review period, ensuring new hires have received proper onboarding.
Leverage MARS (mystery shopping tool) to identify development needs and create action plans.
Leverage VIBE (customer experience survey) results to identify development needs for the store teams and help coach individuals on areas of improvement.
Collaboration and Feedback
Gather feedback on training programs and continually improve materials and content to maximize effectiveness.
Partner with store and regional management to support daily briefing tools, and other training needs and priorities.
Develop and deliver training programs directly, or with the support of internal / external partners.
Support / lead special retail projects.
Assist with regional calls and meetings.
Performance Tracking and Reporting
Track and measure the effectiveness of training initiatives through key performance indicators (KPIs) and feedback tools.
Partner with CRM to audit and elevate outreach quality
Report on training outcomes and propose adjustments to strategies to ensure the continuous improvement of training programs.
Organize administrative responsibilities and ensure individual budget guidelines are met.
Performance Coaching and Development
Lead by example and support a culture of coaching and feedback by working directly with the store leadership (Store Managers, Client Advisor Managers, and Operations Managers) to further develop their leadership skills.
Conduct regular store needs assessments, identify skills, behaviors, or knowledge gaps, and conduct regular in-store coaching sessions to support employee growth.
Drive customer satisfaction by ensuring applied learnings of selling skills and product knowledge through scheduled and active on the floor observations.
Support Human Resources, as needed, to create formal Individual Development Plans (IDPs) and work closely with store managers to follow up on development needs.
Support Store Managers with the Monthly Touch Base tool to drive performance and behaviors.
Play an active role in the 90 Day Review period, ensuring new hires have received proper onboarding.
Leverage MARS (mystery shopping tool) to identify development needs and create action plans.
Leverage VIBE (customer experience survey) results to identify development needs for the store teams and help coach individuals on areas of improvement.
Collaboration and Feedback
Gather feedback on training programs and continually improve materials and content to maximize effectiveness.
Partner with store and regional management to support daily briefing tools, and other training needs and priorities.
Develop and deliver training programs directly, or with the support of internal / external partners.
Support / lead special retail projects.
Assist with regional calls and meetings.
Performance Tracking and Reporting
Track and measure the effectiveness of training initiatives through key performance indicators (KPIs) and feedback tools.
Partner with CRM to audit and elevate outreach quality
Report on training outcomes and propose adjustments to strategies to ensure the continuous improvement of training programs.
Organize administrative responsibilities and ensure individual budget guidelines are met.
Leadership and Teamwork
Serve as a role model for delivering exceptional client experiences.
Promote the Company’s competencies and core values and maintain a strong brand presence across locations.
Lead by example and adhere to the company’s policies and procedures.
Perform as a team player and participate in all activities contributing to the department's overall objectives.
Contribute to and maintain a positive and collaborative work environment.
Maintain a high-level standard of client experience, professionalism, and ethics.
Additional duties and responsibilities as required and communicated by management and / or the Company.
REQUIREMENTS :
The Company will provide reasonable accommodation for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship results.
Travel : 80% of time in the field (base location is Los Angeles, California)
Education
Bachelor’s degree in business, Education, or a related field; relevant certifications in training or coaching are a plus.
In lieu of degree, relevant experience is accepted.
Work Experience
5 years of experience in training or coaching within retail or a related field.
Multi-unit retail management experience is required.
Luxury retail experience is preferred.
Special Skills and Personal Attributes
Client-centric individual who thrives in a fast-paced and dynamic environment.
Professional presentation : able to communicate effectively verbally and in writing with all employees and management.
Mastery of adult learning principles, teaching, and instruction for individuals and groups, and the measurement of training effects.
Strong facilitation skills.
Ability to conduct needs assessments and skill gap analysis.
Highly innovative, creative, and able to think freely.
Effective and efficient program and project management.
Able to collaborate and work effectively and efficiently with cross functional teams
Ability to work autonomously, while managing multiple assignments.
Experience with LMS systems
Technologically adept with proficiency in Microsoft tools (e.g., MS Word, MS Excel, Power Point, Outlook).
ADDITIONAL INFORMATION
Moncler Group is an equal employment opportunity employer.
For individuals hired to work in California, Moncler includes a reasonable estimate of the salary rate range for this role. This considers the wide range of factors considered in making compensation decisions; including business or organizational needs, skill sets, experience and training, licensure, and certifications. A reasonable estimate of the current base salary range is $105,000 to $128,000 annually.
In addition to competitive pay, the hired candidate will also be eligible for an annual bonus, and a comprehensive benefits package including medical, dental, vision, short and long-term disability, paid parental leave, paid holidays, accrue up to 15 days (about 3 weeks) of paid vacation time, 2 personal days, employee discounts, and a retirement plan with employer contribution.
The position requires 4 days per week in the field (with a base location in Los Angeles, California), and one remote workday.
EMPLOYMENT TYPE : Full TimeWORKPLACE TYPE : On site
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Salary : $105,000 - $128,000
