Shape Your Future with Amhil North America
By joining Amhil, you’ll be part of a hands‑on team committed to safety, quality, innovation, and continuous improvement. We provide the tools, training, and support needed to help you strengthen your technical skills, make a real impact on our operations, and build a stable, rewarding career. If you’re ready to take the next step and grow with a team that values expertise and accountability - join Team Amhil.
About the role
The Plant Training & Onboarding Lead is responsible for coordinating, standardizing and continuously improving onboarding, technical training, qualification and development programs for all hourly employees across Amhil’s & Stone manufacturing operations.
The role ensures new hires receive structured, role-specific onboarding and practical on-the-job training that prepares them to safely and effectively perform the work for which they were hired. The Lead partners with Operations, Human Resources, Safety, Quality, Maintenance and departmental leaders to improve employee readiness, close skills gaps and strengthen early-tenure retention.
What will you do?
New Hire Onboarding
- Develop, coordinate and maintain standardized onboarding programs for all hourly plant roles, including Production, Process Technicians, Maintenance, Quality, Warehouse, Shipping/Receiving and Material Handling.
- Create role-specific 30-, 60- and 90-day onboarding plans with defined learning activities, job exposure, competency milestones and accountabilities.
- Ensure new hires are assigned to and trained on the work they were hired to perform, with appropriate exposure to actual job duties throughout the onboarding period.
- Coordinate onboarding schedules among HR, supervisors, trainers and support departments and confirm required resources are available before the employee starts.
- Conduct or coordinate new hire check-ins and review onboarding survey feedback to identify and correct gaps affecting readiness, engagement and retention.
- Escalate onboarding breakdowns, delayed job exposure or missed qualification milestones to the appropriate operational leader.
Technical Training & Qualification
- Develop and maintain role-based training plans, qualification standards, checklists and certification requirements for hourly positions.
- Coordinate technical, safety, quality, GMP/food safety, SOP and work-instruction training using current approved materials.
- Verify competency through observation, demonstration, knowledge checks and documented sign-off before employees perform critical tasks independently.
- Coordinate retraining and recertification when processes, equipment, standards or employee performance requirements change.
- Build and improve progression pathways for operators, process technicians and other hourly roles.
On-the-Job Training & Trainer Effectiveness
- Support the design and execution of standardized On-the-Job Training programs across plants and shifts.
- Partner with department leaders to select qualified trainers and mentors based on technical competence, communication skills, reliability and safety performance.
- Provide train-the-trainer coaching, tools and guidance to improve consistency, demonstration, feedback and adult-learning practices.
Skills Management & Cross-Training
- Own and maintain plant skills matrices for all hourly roles and ensure qualification status is current and visible.
- Identify critical skills gaps, single-point dependencies and coverage risks by plant, department, role and shift.
- Partner with supervisors and managers to prioritize cross-training, refresher training and coverage for critical roles.
Supervisor & Cross-Functional Partnership
- Provide supervisors with onboarding tools, progress reviews, coaching guides and training status information.
- Support supervisor capability in job instruction, feedback, coaching, documentation and early intervention when a new hire is not progressing.
- Coordinate with HR on orientation, retention data and employee feedback while maintaining Operations ownership of technical readiness and qualification.
Partner with Production, Process, Maintenance, Quality, Safety and Engineering to identify and resolve capability gaps.
Training Governance, Reporting & Improvement
- Maintain accurate, audit-ready training records and ensure employees are trained on current SOP and work-instruction revisions.
- Prepare and publish monthly dashboards by plant, department, role, shift and supervisor covering onboarding progress, training completion, qualification and retention indicators.
- Analyze exit interviews, onboarding surveys, turnover, downtime, scrap, quality defects, safety incidents and customer complaints to identify training-related causes and actions.
- Lead or support corrective actions when training is incomplete, inconsistent, ineffective or not properly documented.
- Support internal, customer and regulatory audits by providing accurate evidence of training and competency.
What we're looking for
- 3–5 years of experience in manufacturing operations, technical training, production leadership, quality, maintenance, process technology or learning and development in a plant environment.
- Post-secondary education in Human Resources, Operations, Engineering Technology, Manufacturing or a related discipline is preferred; an equivalent combination of relevant education and experience will be considered.
- Practical knowledge of hourly manufacturing roles, On-the-Job Training, SOPs, work instructions, skills matrices and competency-based qualification.
- Experience coordinating structured new hire onboarding and role-specific technical training.
- Ability to work effectively on the plant floor and across multiple shifts and locations [Mississauga and Brantford].
- Strong facilitation, coaching, communication, organization and follow-up skills.
- Proficiency with Microsoft Excel and training record, document-control or learning-management systems.
Asset
- Experience in plastic food packaging.
- Union Manufacturing industry.
- Experience in advancing employee engagement in union and non-union hourly employees.
What we offer
- Competitive Compensation and Benefits Package.
- Participation in our Profit-Sharing program.
- Pension Plan (DCP) after 1 year of service.
- Career Growth & Development.
This job posting reflects existing vacancy. Details will be clarified during the recruitment process, if selected.
Amhil North America, does not directly use artificial intelligence to screen, assess or select applicants. However, Amhil North America does use Indeed.com to publicly advertise this posting and Indeed.com does use artificial intelligence as part of the screening process. More information about how Indeed.com uses artificial intelligence in their process can be found here: How Indeed Uses AI: Employer Tools and Responsible Use
This position is open to applicants legally authorized to work in Canada.
Amhil North America provides equal opportunities for all applicants and is committed to fostering an inclusive and accessible environment. Accommodations are available on request for candidates taking part in all aspects of the selection process.
We thank all applicants for their interest however only those candidates selected for an interview will be contacted.
Thank you for your interest in Amhil.
If you're not viewing this on our website, be sure to visit www.amhil.com/careers for all our available opportunities!
