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RMs

Talent Manager

Senior Leadership

Stores

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Teams

Zoom

Slack

PNet Sites

Forms

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Ensure DT understand their unique role in helping hourly non-management Partners get into SORM programs, conducting interviews, traveling between 39 stores, projects, demonstrating skills, and managing payroll.

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Develop a schedule that includes shadowing experienced trainers, store visits, and practice sessions in interviewing, skill demonstrations, and payroll management.

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Introduce them to the organization’s mission, values, and the importance of SORM programs for non-management Partners.

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Train them on any software or tools needed for payroll processing, scheduling, and tracking trainees’ progress.

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Ensure they receive interview training that emphasizes assessing candidates for SORM programs, identifying skill gaps, and offering constructive feedback

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Payroll and Administrative Task Training

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Payroll and Administrative Task Training

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Pair the new trainer with an experienced trainer for shadowing during store visits. This helps them understand how to interact with non-management Partners, demonstrate skills, and track progress across multiple locations.

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Train them on travel logistics, store coordination, and time management to ensure efficient movement between the 39 stores.

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Payroll and Administrative Task Training

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Payroll and Administrative Task Training

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Have them assist with payroll during their onboarding phase under supervision to ensure they are comfortable with the systems and processes.

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Teach them to use structured check-ins to track trainee progress, offering consistent support and feedback.

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Assign an experienced DT as a mentor who can answer questions and provide guidance on managing multiple stores, etc

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After their first few weeks of interviews, store visits, and payroll tasks, provide feedback to refine their approach.

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Define the trainer’s role, responsibilities, and objectives clearly before their first day. Include the scope of their training duties, key performance indicators , and timelines.

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Assemble any documents, manuals, resources, or digital tools they will need to begin understanding the organization’s training protocols.

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Gradually involve the new DT in smaller tasks, such as facilitating discussions, managing exercises, or leading small sections of the training under supervision.

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Choose an experienced colleague or senior trainer to act as a mentor who can guide them through their initial stages and provide support.

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Provide insight into the NWFD Division hierarchy and key departments. Explain how the Talent department fits into the broader organizational structure.

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Go over company policies, training requirements, compliance standards, and legal considerations related to their work (e.g., privacy, safety regulations, or workplace policies).

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Train them on facilitation methods to engage learners, promote interaction, and lead effective discussions. Classroom Management and Presentation Skills

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• Cross-Training: Offer opportunities for the DT to learn about other functions or roles within the organization to broaden their knowledge base and increase versatility.
• Promote Leadership Opportunities: As the DT grows into their role, consider offering opportunities to lead teams, manage projects, or mentor new trainers.

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Conduct regular reviews of their performance, provide feedback, and adjust their training plan based on progress.

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Curriculum Creation and Class Facilitation

Encourage the trainer to innovate and propose changes or improvements to the Talent programs. This will give them ownership of their role and drive continuous improvement in the training function.

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Provide access to professional development resources, such as conferences, webinars, books, or courses to help the trainer stay updated on the latest training techniques and educational technologies.

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Set measurable goals for the trainer to achieve during their first few months (e.g., successful delivery of a certain number of training sessions, learner feedback, IST surveys, SORM graduates etc.).

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Trainer Calendar Sett-Up

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Make sure they are familiar with the company’s payroll systems, travel protocols, and administrative tasks like scheduling store visits and check-ins.

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Work location/cube

Laptop/ID Log On

Security Access set up / Badge – assign keys and affidavits

Order Business Card

Order Corporate card for expenses

Office Supplies / location & needs

Phone Operation / How to use

Time Clock Area

Office Rules (admin)

New Hire On-Boarding Schedule

Training Room Reservations

iDevelop

Expense Reports

Car Rentals

Hotel Accomodations

Budget

Team Meetings

IST List

Media Equipment

Security at the Hub

AMAG card access for stores

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Staff introduction

Building Layout

Parking

Dress Code

Partner to Partner Hospitality

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Development Series

M.I. Program

Scholarships

SORM Process

SORL Process

IST Process

Pilot Programs in NWFD

Meat/Bakery School

New Market Entry

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Requirements

Scheduling

CFM

Training Room Reservations

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WFM

Email etiquette

Outlook Calendar

Slack

Microsoft Teams

Expense Reporting

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NME

Department Specific

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Events

Store Visits

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Total HR Meetings

Division Events

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SORM: Opting In & Digital Plans

Digital OJT