Training Manager Jobs in Colorado
Training Manager jobs in Colorado are concentrated in Denver, Colorado Springs, and Boulder, where employers like Lockheed Martin, UCHealth, and Charles Schwab maintain large workforces that require ongoing learning and development programs. Demand is strongest in specialties including corporate learning design, compliance training, and technical skills development, reflecting the state's dense mix of aerospace, healthcare, and financial services employers. Openings exist at every level from entry-level training coordinator to senior director of learning and development, making Colorado one of the more active markets for this role in the Mountain West. See the openings below and apply to the ones that match your experience.
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Manager - Technical Training
Mid Level
About MC&I
Mission Critical & Industrials (MC&I) is a growing consulting and engineering arm of NEI focused on the design and delivery of complex electrical infrastructure for demanding environments, including data centers, oil & gas operations and large-scale commercial and industrial facilities. MC&I supports high-impact infrastructure projects for clients, some of whom rank in the top ten of their respective industry segments across North America. The group combines the momentum of a team that is actively building with the stability of an established firm with more than 40 years of industry presence and over 300 engineers. Engineers remain engaged across the full project lifecycle, from early concept and planning through detailed design and execution support. The work emphasizes sound judgment, strong client relationships, and practical business thinking. MC&I offers an environment where engineers can contribute ideas, build lasting professional relationships, and help shape a long-term legacy of engineering excellence.
About the Position
The Manager of Technical Training is a leadership position within MCI responsible for building scalable training and development systems that strengthen workforce readiness, preserve critical technical knowledge, and improve project delivery across our growing organization. As demand for experienced professionals continues to outpace supply, this role will help MCI grow by accelerating the development of project-ready talent, increasing staffing flexibility, and enabling technical experts to extend their impact across more teams and projects.
Primary metric: workforce competency. Secondary metrics: quality & utilization.
The Manager will partner closely with leaders, technical subject-matter experts, project leaders, and enterprise partners to 1) baseline technical needs of the organization, 2) build a gap analysis, 3) partner with SME's to build classroom / lab content, 4) leverage instructional designers to refine content, 5) deliver said content, 6) validate achievement of said competency. This role will help establish the operating model for a new training / development function, including program priorities, governance, curriculum architecture, assessment methods, internal instructor networks, and measures of business impact.
The initial priority will be creating a scalable training and development program for employees.
The secondary priority will be to create a customer training business that enables customer success, strengthens relationships with customers, builds a profitable revenue stream, and further establishes NEI as the premier solution provider in the space.
This position does not require the Manager to be a technical subject-matter expert, hold an engineering degree, or maintain a professional engineering license. The successful candidate must be a leader and change agent, able to build credibility with technical professionals, ask the right questions, and translate specialized expertise into practical and scalable workforce solutions.
Salary Range: $145,000 - $175,000
This opportunity is available to both local / in-office (Lakewood, CO) and full-time remote candidates.
Key Responsibilities
Build the Power Capability Function
- Partner with leadership to establish the program’s operating model, priorities, governance, phased roadmap, and measures of success.
- Assess workforce capabilities, critical knowledge, existing development practices, talent gaps, and delivery risks to identify the areas of greatest business value.
- Develop business cases and implementation plans for the resources, technology, content, and technical participation needed to build and scale the function.
- Coordinate cross-functional workstreams and provide program sponsors with clear updates, recommendations, risks, results, and decisions requiring leadership direction.
Accelerate Workforce and Project Readiness
- Partner with technical leaders to define the capabilities, experiences, and performance expectations required across priority disciplines, roles, and career levels.
- Build progressive development pathways from foundational through advanced levels that combine technical instruction, practical application, project simulations, mentoring, field or project exposure, and demonstrated proficiency.
- Develop targeted onboarding and development programs for early-career professionals, experienced hires, internal transfers, technical specialists, and project leaders.
- Connect development pathways and readiness expectations to workforce planning, project staffing, career progression, retention, and succession needs.
Scale Technical Knowledge and Improve Delivery
- Capture specialized expertise, project experience, lessons learned, and effective practices in reusable curricula, playbooks, job aids, templates, simulations, and other knowledge assets.
- Establish and coordinate a network of technical instructors, mentors, reviewers, and program sponsors with clear responsibilities and manageable expectations.
- Partner with operations, quality, and project leadership to address capability gaps affecting technical quality, project coordination, consistency, avoidable rework, and overall delivery performance.
- Measure program impact through outcomes such as time to readiness, demonstrated proficiency, quality performance, staffing flexibility, retention, rework reduction, and increased capacity of senior technical experts.
Support Future External and Commercial Growth
- Identify internally proven programs that may address capability needs for utilities, developers, infrastructure owners, engineering organizations, and other industry partners.
- Support client discovery and partner with business development, marketing, finance, legal, and technical leaders to evaluate market demand, delivery requirements, business risk, and financial potential.
- Develop and coordinate controlled pilots such as client academies, applied learning cohorts, capability assessments, advisory services, licensed content, and industry partnerships.
- Help establish a phased commercialization model based on client value, differentiation, scalability, intellectual-property protection, delivery capacity, and financial return.
Qualifications:
Required:
- Bachelor’s degree or an equivalent combination of education and relevant professional experience.
- Six or more years of progressive experience in technical capability development, workforce development, organizational development, program management, business operations, professional services, or a related field.
- Demonstrated success building or significantly expanding a cross-functional program, operating model, or organizational capability from concept through implementation.
- Strong business acumen, program leadership, communication, and stakeholder-management skills, with the ability to translate complex technical and business needs into practical plans and measurable outcomes.
- Legal authorization to work in the United States.
Preferred:
- Experience in the power, energy, utility, infrastructure, engineering, construction, or technical professional-services industries.
- Experience supporting technical professionals through competency frameworks, role-based development pathways, applied learning programs, knowledge management, or structured assessment.
- Experience working in a rapidly growing, geographically distributed, newly integrated, or acquisition-driven organization.
- Experience supporting client-facing programs, advisory services, commercial learning solutions, licensed content, or other knowledge-based offerings.
Work Environment
- Hybrid or fully remote work model depending on location and project needs
- Travel typically ranges from 15–25% and varies by project
- Combination of office-based work and periodic field engagement
Team Member Benefits
We believe that taking care of our team members is of the utmost importance. We strive to foster a community of belonging, professional development, and industry involvement, providing our team with the benefits, tools, and support systems to excel in their roles. Our comprehensive benefits package includes:
- 100% Employer paid team member premiums for Medical, Dental, Vision, Basic Life Insurance, and Long-Term Disability
- Voluntary Life Insurance
- 401(k) with employer matching; 100% immediate vesting
- Annual & discretionary bonus programs
- Paid time off
- Employer paid licensure (FE/PE), certifications, seminars, & conferences
- Paid parental leave
- Tuition reimbursement
- Eight (8) paid holidays including a floating holiday to use at your discretion
- Annual team building
- Hybrid work environment with remote flexibility
- Career development, training, and coaching opportunities
- Pet insurance
NEI Electric Power Engineering participates in E-Verify and will provide the federal government with your completed Form I-9 to confirm your work authorization in the United States.
Manager - Technical Training
Mid Level
About MC&I
Mission Critical & Industrials (MC&I) is a growing consulting and engineering arm of NEI focused on the design and delivery of complex electrical infrastructure for demanding environments, including data centers, oil & gas operations and large-scale commercial and industrial facilities. MC&I supports high-impact infrastructure projects for clients, some of whom rank in the top ten of their respective industry segments across North America. The group combines the momentum of a team that is actively building with the stability of an established firm with more than 40 years of industry presence and over 300 engineers. Engineers remain engaged across the full project lifecycle, from early concept and planning through detailed design and execution support. The work emphasizes sound judgment, strong client relationships, and practical business thinking. MC&I offers an environment where engineers can contribute ideas, build lasting professional relationships, and help shape a long-term legacy of engineering excellence.
About the Position
The Manager of Technical Training is a leadership position within MCI responsible for building scalable training and development systems that strengthen workforce readiness, preserve critical technical knowledge, and improve project delivery across our growing organization. As demand for experienced professionals continues to outpace supply, this role will help MCI grow by accelerating the development of project-ready talent, increasing staffing flexibility, and enabling technical experts to extend their impact across more teams and projects.
Primary metric: workforce competency. Secondary metrics: quality & utilization.
The Manager will partner closely with leaders, technical subject-matter experts, project leaders, and enterprise partners to 1) baseline technical needs of the organization, 2) build a gap analysis, 3) partner with SME's to build classroom / lab content, 4) leverage instructional designers to refine content, 5) deliver said content, 6) validate achievement of said competency. This role will help establish the operating model for a new training / development function, including program priorities, governance, curriculum architecture, assessment methods, internal instructor networks, and measures of business impact.
The initial priority will be creating a scalable training and development program for employees.
The secondary priority will be to create a customer training business that enables customer success, strengthens relationships with customers, builds a profitable revenue stream, and further establishes NEI as the premier solution provider in the space.
This position does not require the Manager to be a technical subject-matter expert, hold an engineering degree, or maintain a professional engineering license. The successful candidate must be a leader and change agent, able to build credibility with technical professionals, ask the right questions, and translate specialized expertise into practical and scalable workforce solutions.
Salary Range: $145,000 - $175,000
This opportunity is available to both local / in-office (Lakewood, CO) and full-time remote candidates.
Key Responsibilities
Build the Power Capability Function
- Partner with leadership to establish the program’s operating model, priorities, governance, phased roadmap, and measures of success.
- Assess workforce capabilities, critical knowledge, existing development practices, talent gaps, and delivery risks to identify the areas of greatest business value.
- Develop business cases and implementation plans for the resources, technology, content, and technical participation needed to build and scale the function.
- Coordinate cross-functional workstreams and provide program sponsors with clear updates, recommendations, risks, results, and decisions requiring leadership direction.
Accelerate Workforce and Project Readiness
- Partner with technical leaders to define the capabilities, experiences, and performance expectations required across priority disciplines, roles, and career levels.
- Build progressive development pathways from foundational through advanced levels that combine technical instruction, practical application, project simulations, mentoring, field or project exposure, and demonstrated proficiency.
- Develop targeted onboarding and development programs for early-career professionals, experienced hires, internal transfers, technical specialists, and project leaders.
- Connect development pathways and readiness expectations to workforce planning, project staffing, career progression, retention, and succession needs.
Scale Technical Knowledge and Improve Delivery
- Capture specialized expertise, project experience, lessons learned, and effective practices in reusable curricula, playbooks, job aids, templates, simulations, and other knowledge assets.
- Establish and coordinate a network of technical instructors, mentors, reviewers, and program sponsors with clear responsibilities and manageable expectations.
- Partner with operations, quality, and project leadership to address capability gaps affecting technical quality, project coordination, consistency, avoidable rework, and overall delivery performance.
- Measure program impact through outcomes such as time to readiness, demonstrated proficiency, quality performance, staffing flexibility, retention, rework reduction, and increased capacity of senior technical experts.
Support Future External and Commercial Growth
- Identify internally proven programs that may address capability needs for utilities, developers, infrastructure owners, engineering organizations, and other industry partners.
- Support client discovery and partner with business development, marketing, finance, legal, and technical leaders to evaluate market demand, delivery requirements, business risk, and financial potential.
- Develop and coordinate controlled pilots such as client academies, applied learning cohorts, capability assessments, advisory services, licensed content, and industry partnerships.
- Help establish a phased commercialization model based on client value, differentiation, scalability, intellectual-property protection, delivery capacity, and financial return.
Qualifications:
Required:
- Bachelor’s degree or an equivalent combination of education and relevant professional experience.
- Six or more years of progressive experience in technical capability development, workforce development, organizational development, program management, business operations, professional services, or a related field.
- Demonstrated success building or significantly expanding a cross-functional program, operating model, or organizational capability from concept through implementation.
- Strong business acumen, program leadership, communication, and stakeholder-management skills, with the ability to translate complex technical and business needs into practical plans and measurable outcomes.
- Legal authorization to work in the United States.
Preferred:
- Experience in the power, energy, utility, infrastructure, engineering, construction, or technical professional-services industries.
- Experience supporting technical professionals through competency frameworks, role-based development pathways, applied learning programs, knowledge management, or structured assessment.
- Experience working in a rapidly growing, geographically distributed, newly integrated, or acquisition-driven organization.
- Experience supporting client-facing programs, advisory services, commercial learning solutions, licensed content, or other knowledge-based offerings.
Work Environment
- Hybrid or fully remote work model depending on location and project needs
- Travel typically ranges from 15–25% and varies by project
- Combination of office-based work and periodic field engagement
Team Member Benefits
We believe that taking care of our team members is of the utmost importance. We strive to foster a community of belonging, professional development, and industry involvement, providing our team with the benefits, tools, and support systems to excel in their roles. Our comprehensive benefits package includes:
- 100% Employer paid team member premiums for Medical, Dental, Vision, Basic Life Insurance, and Long-Term Disability
- Voluntary Life Insurance
- 401(k) with employer matching; 100% immediate vesting
- Annual & discretionary bonus programs
- Paid time off
- Employer paid licensure (FE/PE), certifications, seminars, & conferences
- Paid parental leave
- Tuition reimbursement
- Eight (8) paid holidays including a floating holiday to use at your discretion
- Annual team building
- Hybrid work environment with remote flexibility
- Career development, training, and coaching opportunities
- Pet insurance
NEI Electric Power Engineering participates in E-Verify and will provide the federal government with your completed Form I-9 to confirm your work authorization in the United States.
See All 58 Training Manager Jobs in Colorado
Find roles in Colorado that match your experience and apply in just a few clicks.
Find Training Manager JobsTraining Manager Jobs by City in Colorado
Where Colorado roles are concentrated, by current openings.
Training Manager Job Market in Colorado
A snapshot from current Colorado openings, updated as new roles post.
Who's Hiring
- Circle K19
- GNC4G
- Love’s Travel Stops4
- Vasa Fitness3V
- Maurices2M
Top Industries Hiring
- Retail
- Consulting & Professional Services
What Colorado Employers Look For
The qualifications that appear most often in training manager jobs across Colorado.
- Bachelor's degree in human resources, education, organizational development, or a related field
- Three or more years of experience designing and delivering adult learning programs
- Proficiency with a learning management system such as Cornerstone, Workday Learning, or SAP SuccessFactors
- Certified Professional in Learning and Performance (CPLP) or ATD certification preferred by many Colorado employers
- Demonstrated ability to conduct needs assessments and measure training effectiveness using defined metrics
- Experience partnering with operations or compliance teams to align training programs with business objectives
Training Manager Jobs in Colorado: Frequently Asked Questions
How do you become a training manager in Colorado?
Most training manager roles in Colorado require at least a bachelor's degree in human resources, education, or organizational development, combined with several years of experience facilitating or designing training programs. Colorado does not issue a state license for this role, but employers widely favor candidates who hold the Association for Talent Development's Certified Professional in Learning and Performance credential or the SHRM Certified Professional designation. Building a portfolio of measurable training outcomes and LMS experience strengthens applications significantly.
How much do training managers make in Colorado?
Training managers in Colorado earn a median of about $139,980 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $99,720 for the lowest 10% to over $217,950 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire training managers in Colorado?
Companies currently hiring training managers in Colorado include Circle K, GNC, and Love’s Travel Stops, per current listings on Migrate Mate as of August 2026. Colorado's concentration of aerospace, healthcare, and financial services firms means demand is especially consistent among large multi-site employers who need standardized onboarding and compliance training programs.
Which Colorado cities have the most training manager jobs?
Denver, Colorado Springs, and Aurora are the Colorado cities with the most training manager openings. Denver drives the largest share of postings because it is home to regional and national headquarters across healthcare, finance, and technology, while Colorado Springs and Boulder add volume through their defense contractors, university systems, and biotech employers that maintain dedicated learning and development teams.
Are there remote training manager jobs in Colorado?
Yes, and more than many comparable management roles, since instructional design and program management tasks translate well to remote work. About 43% of training manager openings tied to Colorado are remote or hybrid as of August 2026, reflecting employers' comfort letting L&D staff work off-site. Roles focused on curriculum development and LMS administration are the most likely to be fully remote, while positions requiring hands-on facilitation or new-hire onboarding typically require in-person presence.
How can I get hired as a training manager in Colorado with little or no experience?
The most realistic entry path is moving into a training coordinator or learning specialist role at a large Colorado employer and building toward management. Healthcare systems like UCHealth and SCL Health regularly hire training coordinators without prior management experience. Adjacent roles such as HR generalist, instructional designer, or department lead with informal training duties transfer well. Completing an ATD or SHRM certification and assembling a portfolio showing a training program you designed, even for a volunteer or academic project, gives candidates a concrete edge in competitive applications.
Where can I find and apply to training manager jobs in Colorado?
You can find and apply to training manager jobs in Colorado on Migrate Mate, which lists current Colorado openings across industries and experience levels. Search the listings to find roles that match your background, then apply directly to the ones that fit. No signup is required to see the openings.
See All 58 Training Manager Jobs in Colorado
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