Cascade Engineering is a Family of Companies that invests in our triple bottom line philosophy - People, Planet and Profit. We have been in business for over 50 years in Grand Rapids, Michigan. We manufacture injection molding/plastic products for automotive, office furniture, polymer compounding, waste and recycling industries. We focus on driving organizational excellence through a people centered leadership culture based on the principles of 7 Habits of Highly Effective People.

Are you looking for a positive and encouraging environment? Are you seeking a position where you are included, recognized and celebrated? You belong here! Are you excited for what is ahead? We are too!

Scope of Responsibility

Join Cascade Engineering as a Training and Development Manager (or SR Training and Development Manager depending on your experience and qualifications). Internally, this role is known as People Advancement Manager.

In this role, you'll lead the design and implementation of talent assessment, development, training, change management, and culture initiatives that support our organizational growth strategy. Reporting to the Executive Vice President, you’ll support key strategic initiatives across business service departments, including internal communications and change management efforts.

You’ll collaborate with leaders across the organization to assess training needs, maintain and update skills matrices, and enhance program effectiveness. Additional responsibilities include researching new training methods, managing vendor partnerships, overseeing content development and delivery, leading a team, tracking departmental progress, and managing the training budget.

Location: East Plant at 5175 36th St. SE, Grand Rapids, MI. 49512

Shift: Days

Target Pay: The target starting base salary for this position is $75,000 - $115,000/year (plus quarterly bonus incentive). Please note that the salary information is a general guideline only. Cascade Engineering considers factors such as (but not limited to) scope and responsibilities of the position, candidate’s work experience, education/training, key skills, internal peer equity, as well as market and business considerations when extending an offer.

General Responsibilities

Talent Assessment

• Leads the skills matrix process for the organization in collaboration with department leaders, ensuring both positional and individual matrices remain current
• · Facilitates Talent Review and Succession Planning as directed by the Executive Vice President and the Director of Human Resources
• · Manages the Personal Effectiveness Profile (PEP), DiSC assessments, and New Leader Assimilation (NLA) processes for the organization

Talent & Culture Development

• Administers the learning management system, including reporting on key metrics, curating purchased content and developing custom content as directed
• Coordinates the annual review process in partnership with HRIS Manager under the direction of the Executive Vice President and the Director of Human Resources
• Oversees training programs for Pay for Contribution (PFC) and Technical roles
• Provides employee coaching using Interview Feedback Forms, PEP and NLA survey results, and career development conversations
• Manages the Tuition/Scholarship Benefit process ensuring compliance with policy, timely submission of paperwork and processing of pre-payments and reimbursements
• Oversees administration of existing training grants and pursues additional funding opportunities to meet business needs (e.g., Going Pro Talent Fund)
• Collaborates with training vendors, colleges, and trade schools to develop advancement pathways and course catalogs aligned with skills matrices

Change Management

• Supports the Executive Vice President and Director of HR with internal communications and change management initiatives
• Facilitates organizational changes to minimize resistance and maximize adoption
• Leads communication, training, and support to ensure smooth transitions and positive outcomes
• Motivates and influences others to guide teams through change and build a culture of continuous improvement

Cascade Enterprise System

• Help to train Department of Business Services (DBS) employees on the Cascade Enterprise System (CES)
• Help to deploy Level 0 Breakthrough Objectives and Level 1 Initiatives using Cascade Enterprise System for the DBS departments
• Support the on-going development and implementation of CES methods to improve upon the standard DBS KPI’s

Administrative

• Ensure class rosters and completion records are accurate and updated promptly
• Evaluates effectiveness in developing talent to meet the needs of the organization
• Manages direct report schedules in HRIS systems (UKG)
• Prepares and generates training and talent development reports as directed

Culture Bearer

• Understands and supports the values of the Triple Bottom Line (TBL)
• Exhibits high moral and ethical standards and high integrity
• Values people regardless of their background
• Exhibits the traits of a servant leader
• Exhibit the principles of 7 Habits and Emotional Intelligence
• Encourages open dialogue and communication
• Develops high trust relationships within all levels of the organization
• Pursues Excellence

At Cascade Engineering, we welcome and celebrate diversity and inclusion. We are committed to fostering an authentic workplace where everyone belongs and thrives, and we look forward to welcoming candidates who are enthusiastic about contributing to our community. If you are passionate about this role, we encourage you to apply. We recognize that women and people of color are often underrepresented in manufacturing and want to see this change. When making hiring decisions, we believe in considering the whole person and the life experiences they bring to our teams. Our diversity drives our innovation and has been integral to our success.

Required

• Bachelor’s degree in Human Resources, Organizational Development, Psychology, Education, Business, or a related field or equivalent experience. A combination of education and relevant professional experience will also be considered
• 3-5 years’ experience in a Training & Development or Human Resources role
• 2-3 years leadership experience
• Strong analytical and problem-solving skills with the ability to interpret complex data and draw meaningful conclusions
• Demonstrate expertise in program design and curriculum development
• Experience in administering a learning management system
• Experience with employee communications and culture change or change management initiatives
• Skilled classroom instructor able to engage diverse functional and leadership audiences
• Strong leadership, communication, presentation, and interpersonal skills with the ability to influence without direct formal authority
• Excellent project management and organizational abilities with a proven capacity to prioritize and manage multiple tasks
• Strategic thinker who is detail oriented, proactive, and able to work under pressure
• Proficient in Microsoft 365

Preferred

• Bachelor’s Degree in Organizational Development, Training & Development, Human Resources, or related field
• SHRM-CP or SHRM-SCP credential
• Experience in applying for and administrating, grant programs such as the Going Pro Talent Fund
• Familiarity with LinkedIn Learning
• Proven track record in leading change management initiatives, employee relations and internal communications
• Experience in managing training and development programs within a manufacturing environment

Benefits

• Medical, Dental, Vision Insurance - Starting on Day 1
• Life Insurance (Company Paid and Supplemental)
• 401K with match – Starting on Day 1
• Quarterly Bonus Program
• Paid Time Off
• Employee Assistance Program
• Short-and-Long Term Disability (Company Paid)
• Onsite Health Clinic

Perks

• Weekly Pay
• Employee Discount Programs
• Employee Referral & Retention Bonus Program
• Adoption Assistance
• Tuition Reimbursement
• Smoking Cessation Products and Program