Purpose of the Role Welspun Tubular is scaling its Training Center of Excellence and formalizing how hourly and salaried employees build skills and advance through the LOP career framework.

This role owns that build:

designing the learning curriculum that shortens time-to-competency on the plant floor, and developing the college and technical-school partnerships that keep qualified candidates coming through the door. This is a builder's role, not a maintenance one. You'll be creating curriculum, partnerships, and measurement systems that don't exist yet. Learning Program Design & Delivery Build and run the Training Center of Excellence curriculum across the Spiral and Coating plants, using a blended model of on-the-job training, classroom instruction, and online delivery. Develop role-based skill matrices tied to the LOP progression bands, so training completion maps directly to pay and career advancement. Design technical tracks for electrical, maintenance, welding, operations, and quality, coordinating with subject matter experts based in Anjar, India. Own new-hire onboarding through independent operation, with defined competency checkpoints. Deliver frontline supervisory and leadership development for newly promoted hourly employees stepping into people management. Ensure safety and compliance training meets OSHA and internal EHS standards, with clean, audit-ready records. Extend applicable learning programs to salaried employees as well. College & Technical School Partnerships Establish formal relationships with Arkansas two-year colleges, technical schools, and other well-regarded institutions to build a candidate pipeline for skilled trades and entry-level salaried roles. Design and launch internship, co-op, and registered apprenticeship programs, including conversion pathways into full-time roles. Represent Welspun Tubular at campus recruiting events, career fairs, and other recruiting forums. Partner with instructors and program directors to align their curriculum with the competencies the plant actually needs. Pursue state workforce funding and training grants where available to offset program costs. Measurement & Governance Define and report the L&D metrics that matter: time-to-competency, training hours per employee, apprentice conversion rate, internal fill rate, and training's contribution to reducing hourly attrition. Manage the annual L&D budget and vendor relationships. Report progress to plant leadership and Group HR. First-Year Success Looks Like TCOE curriculum live across all plants, with documented skill matrices for every hourly band. At least three formal college or technical school partnerships signed and producing candidates. An internship cohort recruited, trained, and converted. A measurable reduction in time-to-competency for new hourly hires. An L&D dashboard, updated monthly and maintained through WelPro. Required Qualifications 5+ years in learning and development, technical training, or workforce development, including at least 2 years in a manufacturing, industrial, or construction setting. Demonstrated experience building training programs from scratch — not just delivering existing content. Track record of establishing external partnerships: colleges, technical schools, workforce boards, or similar. Comfortable on a plant floor and credible with skilled trades employees. Strong data discipline; able to build and defend program metrics. Bachelor's degree in Human Resources, Education, Organizational Development, or a related field.

Pay:

$60,000.00 - $70,000.00 per year

Benefits:

401(k) 401(k) matching Dental insurance Employee assistance program Health insurance Health savings account Life insurance Paid time off Retirement plan Vision insurance Application Question(s): This role requires being on the plant floor regularly, including in areas with moving equipment, noise, and industrial conditions. Are you comfortable working in this environment on a daily basis? Have you worked directly with hourly production or skilled-trades employees (electrical, welding, maintenance, operations) in a manufacturing, industrial, or construction setting? This position is on-site in Little Rock, AR — no remote or hybrid option. Are you able to work on-site five days a week? Describe a training program or curriculum you built from scratch — not one you inherited or maintained. What was the starting point, and what did you create? How many years of your L&D/training experience were in a manufacturing, industrial, or construction environment specifically (as opposed to office/corporate L&D)? Have you personally established a new partnership with a college, technical school, or workforce development board (not just maintained an existing one)? If yes, briefly describe it. Have you designed or launched an internship, co-op, or apprenticeship program?

Work Location:

In person