A Director of Training and Development is responsible for managing all staff training and professional development programs for an employer or organization. Decides the training requirements of the organization and designs training programs that address staff needs. May also be partially responsible for determining the strategic goals of the organization. Supervises training managers and training staff and evaluates training impact.
Description The Director of Training designs, implements, and maintains all enterprise training programs. This role ensures consistent brand standards, culture, and operational excellence during scaling. You will architect the "Path to Management," developing future leaders for our growth. This level of volume (20+ units) requires a Strategic Training Director rather than a hands-on trainer. At this scale, the role shifts from "teaching people how to cook/serve" to "building the systems that ensure 3,000+ employees do it the same way." The following job description focuses on scalability, digital integration, and ROI.
Key Responsibilities:
System Architecture & Scalability LMS Management:
Oversee and optimize the Learning Management System (LMS) to ensure 100% compliance and engagement across all 20+ locations.
SOP Standardization:
Audit and update Standard Operating Procedures (SOPs) for Front-of-House (FOH) and Back-of-House (BOH) to ensure "One Way, The Gringo's Way." New Store Openings (NSO): Lead the training task force for all new locations, ensuring on-time openings and a seamless transition from "training mode" to "steady-state operations." Leadership Development (The Pipeline)
MIT Program:
Refine the Manager-in-Training (MIT) program to reduce turnover and shorten the "time to productivity" for new managers.
Succession Planning:
Identify high-potential hourly employees and create clear development tracks to move them into salaried leadership roles.
Executive Coaching:
Facilitate workshops for General Managers and Regional Managers on "soft skills," such as emotional intelligence, conflict resolution, and financial literacy.
Operational Impact & ROI Performance Metrics:
Tie training initiatives to Key Performance Indicators (KPIs) including Labor Cost, Food Waste, Glassdoor ratings, and Guest Satisfaction scores.
Cost Control:
Manage the annual training budget (typically 1-2% of sales at this scale), ensuring high-impact delivery with minimal travel/administrative bloat.
Retention Strategies:
Analyze turnover data to identify "leakage points" in the employee lifecycle and deploy training interventions to increase staff longevity.
Culture & Brand Advocacy Onboarding:
Design a world-class "Day 1" experience that goes beyond paperwork to instill brand values and mission.
Safety First:
Integrate Safety principles into all training materials to ensure an injury-free workplace while minimizing safety hazards for our guests.
7-10 years of training leadership in a multi-unit restaurant environment (minimum 15+ units).
Education:
Bachelor's Degree in HR, Organizational Development, or Business; CPTD (Certified Professional in Talent Development) is a plus.
Tech Savvy:
Expert knowledge of enterprise LMS platforms (e.g., Wisetail, Schoox, HotSchedules Train) and content creation tools (e.g., Articulate, Canva).
Communication:
Ability to present data-driven results to C-suite executives while remaining relatable to hourly "boots on the ground" staff.
Travel:
Ability to travel 30-50% to conduct regional audits and support new openings. Key Performance Indicators (Success Metrics) 90-
Day Retention Rate:
Improvement in staff staying past the 3-month mark.
Internal Promotion Rate:
% of management roles filled from within.
Certification Completion:
% of staff fully "validated" on their primary stations.
Training ROI:
Reduction in workers' comp claims or food waste percentages following specific training modules. The "Ideal Candidate" Profile The "Bridge"
Experience:
Someone who has worked in a large organization but understands the scrappiness of a small to midsize group. You want someone who knows what "great" looks like but can still build it themselves.
Tech-Forward Mindset:
They should view training through the lens of mobile-first delivery. With 20+ locations, they cannot be everywhere; they must be able to leverage video, gamification, and digital validation.
Financial Literacy:
They should be able to read a P&L as well as a training manual. They need to speak the language of the General Managers they are supporting.
INTERPERSONAL SKILLS
Highly self-motivated individual Detail oriented and able to thrive in a fast paced environment Excellent communication and leadership skills Ability to work in a stressful environment, while meeting project deadlines Ability to work individually, prioritize tasks and be self-driven Strong attention to detail Possess skills in project management Demonstrate ability to solve problems, analyze systems and data and suggest appropriate solutions.
SUPERVISION
Report directly to the COO Directly manages Training Manager and Training Coordinator Recaps to be shared with COO & President
WORK SCHEDULE
5-day work week, 45-50 hours 6-days during new restaurant openings, 50-55 hours Rotating nights and weekends
BENEFITS
Health Insurance Vacation 401(k) retirement plan
Five Closed Holidays:
New Year's Day Easter Fourth of July Thanksgiving Day Christmas Day Early Closure:
5pm Super Bowl Sunday 4pm Christmas Eve 8pm New Year's Eve Dining Privileges $165 month on auto loaded card
