Field Training Manager

Position Summary

The Field Training Manager is a dedicated, field-based training and development professional responsible for strengthening operational capability and leadership effectiveness across Hot Dog on a Stick locations. This position owns the development, maintenance, delivery, reinforcement, and evaluation of standardized operational training programs and materials; partners with field leadership to identify performance gaps; and translates operational expectations into measurable employee and management proficiency. The role supports corporate locations, franchise partners, and new store openings while promoting consistent execution of company standards.

Essential Responsibilities

Field Training Strategy & Execution

• Partner with Operations and HR to assess training needs, prioritize locations, and coordinate field training plans aligned with business objectives.

• Deliver and reinforce hands-on operational training for new hires and existing team members; coach Store Managers and designated store trainers to support consistent execution across locations.

• Develop and administer station-specific operational training checklists, practical skill assessments, certifications, job aids, and other training resources. Store Managers remain responsible for conducting routine employee onboarding and daily training.

Training Materials, SOPs & Program Ownership

• Own the writing, revision, organization, version control, and ongoing maintenance of operational training guides, standard operating procedures (SOPs), station training checklists, management training programs, and corporate and franchise operational training manuals.

• Review existing materials for accuracy and consistency; identify missing or outdated content and prioritize revisions based on operational needs.

• Submit operational training materials and revisions to the Director of Operations for review and final operational approval before distribution; coordinate subject-matter review with Operations and HR where employment-policy content is involved.

• Distribute approved materials and updates to corporate and franchise locations; communicate changes, track implementation, and verify adoption during field visits.

• Reserve dedicated, planned work time for writing, revising, and maintaining training materials alongside field visits and coaching; coordinate priorities and schedule adjustments with the Director of Operations based on business needs and new store openings.

Management & Leadership Development

• Facilitate structured operational training and development for Shift Leads, Assistant Managers, Store Managers, and franchise partners.

• Coach managers in operational training delivery, communication, team development, performance feedback, and operational accountability.

• Partner with Area Managers to identify emerging leaders, development needs, and readiness for increased responsibility; verify management proficiency through observation and practical assessments.

Operational Standards & New Store Support

• Conduct planned store visits, observations, demonstrations, and follow-up coaching to reinforce food safety, food quality, cleanliness, service, and operating procedures.

• Identify recurring skill or execution gaps and coordinate targeted corrective training with responsible operational leaders; reassess gaps after follow-up visits to verify improvements are sustained.

• Support new store opening training plans, training logistics, materials, and team readiness for corporate and franchise locations.

Measurement, Reporting & Continuous Improvement

• Maintain training records, operational skill evaluations, certifications, manager proficiency assessments, training-material revision histories, and implementation documentation.

• Track training participation, demonstrated proficiency, identified gaps, corrective actions, follow-up results, and whether improvements remain in place after reassessment.

• Provide regular progress reports to Operations identifying completed training, materials updated, certifications, unresolved gaps, follow-up outcomes, and recommended priorities.

Qualifications

Qualifications & Professional Competencies

• Progressive experience in restaurant or food-service operations, including hands-on operational training and team development.

• Demonstrated experience writing and updating restaurant training guides, SOPs, operational checklists, and training manuals; ability to translate operating standards into clear, practical instructions.

• Experience delivering training across multiple locations or coaching managers strongly preferred.

• Strong facilitation, writing, presentation, communication, coaching, relationship-building, and organizational skills.

• Ability to assess performance needs, develop practical training solutions, evaluate proficiency, interpret results, and communicate recommendations to operational leadership.

• Proficiency with training records, document management, reporting tools, and standard business software; ability to learn company systems.

• Ability to travel regularly, with occasional evenings or weekends based on operational requirements.

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Current areas of travel include:

• California

• Nevada

• Utah

• New Mexico

• Hawaii

This list may change based on new store openings and expansions.

Measures of Success

• Training materials remain accurate, approved, version-controlled, and current; priority updates are completed and distributed according to agreed timelines.

• Employees and managers demonstrate required operational skills through documented observations, practical evaluations, and certifications - not attendance alone.

• Documented training gaps are addressed with corrective training and reassessed during follow-up visits; improvements remain in place after follow-up.

• Store Managers and designated trainers demonstrate the ability to deliver and reinforce operational training consistently.

• Monthly reporting identifies store visits, materials developed or revised, proficiency results, open training gaps, follow-up outcomes, and next priorities.

• Longer-term operational performance and retention trends may be considered in context; results are not attributed to training alone.

Role Boundaries & Accountability

Store Managers retain responsibility for employee onboarding (including administrative orientation, Paycom, schedules, and company procedures), daily employee training, supervision, scheduling, and store-level performance. The Field Training Manager owns the operational training materials and checklists that support manager-led training, not routine administrative onboarding. Area Managers retain responsibility for operational results and management accountability. The Field Training Manager is accountable for operational training programs, materials, coaching, proficiency evaluation, and training effectiveness - not direct store operations or the responsibilities of an Area Manager.