Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane\u00AE\u00A0and\u00A0Thermo King, \u00A0sustainability is not just how we do business\u2014it is our business. \u00A0Do you dare to look at the world's challenges and see impactful possibilities? \u00A0Do you want to contribute to making a better future? \u00A0If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world.

Learn about our benefits designed for you to Thrive at work and at home.\u00A0

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.

\u00A0

\u00A0

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 ResponsibilitiesProgram Strategy, Roadmap, and Governance

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Build and maintain the regional technician development roadmap in partnership with the Technician Program Manager and Regional Service Leader.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Gather and prioritize technician learning needs, skill gaps, emerging requirements, and business priorities from regional service leaders and field teams.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Lead a standard management rhythm for technician development, including recurring reviews, action tracking, participation updates, and effectiveness measures.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Conduct quarterly and year-end business pulse reviews with service leadership to review program effectiveness, gaps, and required changes.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Maintain a visual management system that tracks training demand, participation, completion, progression, FIN capacity, engagement, and business outcomes.

Program Execution and Field Adoption

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Coordinate regional delivery of technician learning and development programs, including apprenticeship, onboarding, technical training, skill advancement, and career pathway initiatives.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Support train-the-trainer processes to promote consistent, high-quality program delivery across the region.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Partner with FIN instructors and field leaders to support training readiness, scheduling, participation, and follow-through.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Facilitate or support training delivery in small and large formats when needed as a regional support resource.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Ensure program execution is aligned with safety expectations, quality standards, operational needs, and technician engagement goals.

Workforce and Talent Pipeline Development

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Build and maintain regional relationships with schools, apprenticeship programs, community workforce organizations, and early talent channels.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Coordinate outreach, events, and partnerships that promote technician career pathways and improve regional hiring readiness.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Support pre-employment and early career initiatives by connecting regional talent sources to technician development programs.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Partner with Recruiting and regional leaders to identify pipeline needs and convert outreach activity into usable technician talent flow.

Communication and Stakeholder Engagement

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Provide clear and timely communication to leaders, technicians, trainers, and employees regarding program schedules, expectations, participation needs, and outcomes.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Share regional program updates, participation trends, learner feedback, best practices, and execution insights with service leadership and the Technician Program Manager.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Coordinate with communication or marketing partners to share training accomplishments, program updates, and success stories with internal and external stakeholders.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Build strong relationships with technicians, trainers, service managers, and business leaders to strengthen engagement and adoption of technician development programs.

Administrative and Operational Responsibilities

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Maintain documentation related to program design, training schedules, participation records, learning resources, and program outcomes.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Assist in managing training resources, tools, materials, and program logistics to ensure readiness and availability.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Conduct regular portfolio reviews of executed and forecasted training with business leaders.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Analyze program data and field feedback to recommend adjustments to training offerings and regional priorities.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Travel within the region approximately 30-40% to support onsite training, relationship building, workforce outreach, and regional execution.

Qualifications\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 High school diploma or GED with at least 7 years of relevant experience, or bachelor degree with at least 5 years of relevant experience.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Relevant experience may include HVAC service, technical training, workforce development, operations, education, or program management.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Strong written, verbal, and interpersonal communication skills.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Demonstrated ability to influence cross-functional teams without formal authority.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Strong organizational, program management, problem-solving, and decision-making skills.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Ability to analyze program data, identify trends, and recommend actions based on business needs.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Ability to travel regionally approximately 20-30%.

Preferred

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Experience supporting technician development programs in an HVAC or service-focused environment.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Experience working with the Field Instructor Network or similar technical training network.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Experience building relationships with schools, apprenticeship programs, workforce organizations, or community partners.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Experience leading team meetings, mentoring technicians, or coordinating multi-stakeholder programs.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Track record of improving program adoption, training participation, or technician development outcomes.

Key Skills

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Technician development and field credibility

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Program management and execution discipline

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Training roadmap development and prioritization

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Data analysis, reporting, and visual management

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Cross-functional influence without direct authority

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Communication with technicians, managers, senior leaders, and community partners

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Relationship building with schools, workforce partners, trainers, and field leaders

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Ability to convert feedback into action and action into measurable outcomes

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Strong judgment, problem solving, and follow-through

Success Measures

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Expansion of FIN class offerings, instructor capacity, and technician participation.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Improved technician onboarding consistency and early career progression.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Increased technician talent pipeline generation through Recruiting, school partnerships, and workforce outreach.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Improvement in engagement measures, including TAP engagement scores where applicable.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Timely progression and successful development of regional technicians and service leaders.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Clear regional training roadmap with quarterly updates, action plans, and measured progress.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Consistent execution of technician development initiatives across areas in alignment with business priorities.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Demonstrated improvements in skill-gap closure, program adoption, learner feedback, and leadership satisfaction.

\u00B7\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0\u00A0 Training accomplishments and program outcomes communicated clearly to internal stakeholders.
\u00A0

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, \u00A0travel requirements, and union designation. \u00A0 Our compensation range is generally based on the national average for the country. \u00A0Additionally, 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 \u2013 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:\u00A0 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.