Most companies say they invest in employee development. Fewer have someone whose actual job is making sure that investment shows up in people's day-to-day work instead of sitting in an unopened LMS folder. We're hiring that person: an
Online Employee Training Coordinator for a fully remote team.
About the Role
You'll own training end to end — onboarding new hires, running compliance modules before deadlines hit, and building skills programs that managers actually ask for by name. The salary for this position is
$65,250 annually. Reporting into HR, you'll work closely with department managers to figure out where employees are stuck and build something that unsticks them, whether that's a fifteen-minute video walkthrough or a longer certification track.
This role suits someone who's comfortable owning a project from concept to completion, rather than executing a curriculum someone else designed years ago and hasn't revisited since.
Responsibilities
- Design and update onboarding programs so new hires have what they need in their first two weeks, not their first two months.
- Build training content — video walkthroughs, quizzes, short courses — inside our learning management system.
- Run compliance and safety training ahead of regulatory deadlines and track who's completed what.
- Work with managers to identify skills gaps within their teams and develop targeted development plans.
- Pull completion rates and quiz results after each program, then revise the content that isn't landing.
- Coordinate live sessions across time zones, balancing them with on-demand material so nobody's logging in at 2 am for a mandatory call.
Minimum Qualifications
A
Bachelor's degree in human resources, organizational development, education, or a related field is required, along with
1 to 2 years of experience in training, HR, or instructional design.
- Hands-on experience with a learning management system — uploading content, assigning courses, pulling reports.
- Solid grasp of instructional design fundamentals and how adults actually retain information.
- Writing skills strong enough to draft scripts, slide copy, and assessment questions without heavy editing.
- Track record of managing your own workload without a manager checking in daily.
Preferred Experience
- Video editing or e-learning authoring tools such as Articulate or Camtasia.
- Experience running training needs assessments or measuring ROI on learning programs.
- Background building microlearning or short-format training modules.
- Exposure to blended programs that mix live instruction with self-paced content.
Compensation and Benefits
The role pays
$65,250 per year. Beyond salary:
- Fully remote — work from home, no relocation required.
- Flexible hours within a set overlap window, so you're not tied to one specific time zone.
- Medical, dental, and vision coverage.
- Paid time off and company holidays.
- A yearly budget for courses and certifications related to instructional design and training.
- Direct path toward owning larger programs as you build a track record here.
Team Structure
You'll join weekly syncs with HR and check in regularly with department managers on how their teams are progressing through active training. Most feedback comes through completion data and direct conversations with managers rather than surveys nobody reads. If you've looked at similar postings on other boards, including Naukri Mitra, you may have noticed most skip the actual day-to-day details — we tried not to do that here.
Two things often come up in this kind of role: keeping people engaged in training when they're not in the same physical room, and proving the training worked at all. On the first, we lean toward shorter formats and real-world scenarios rather than long lecture-style sessions. On the second, we track completion and quiz performance closely enough to know within a few weeks whether a program is landing or needs to be scrapped.
Growth Path
A strong first six months usually looks like a refreshed onboarding flow, a measurable bump in completion rates on at least one major training track, and enough trust from managers that you're brought into planning conversations rather than just handed a list of modules to build. From there, this role tends to grow into ownership of larger corporate learning programs and, over time, a seat at the table in decisions about training strategy rather than just execution.
How to Apply
Send your resume along with a short description of a training program you've built or improved, including how you measured whether it worked. We're accepting applications from candidates in the USA, India, and other eligible regions — our global hiring locations page has the current list.
