Bad training programs almost never fail because of the content. They fail because nobody's actually managing the moving parts. We're hiring a
Virtual Training Project Manager to hold that together — the strategy, the tech, the people — all from a remote seat.
The Job, Roughly
You'll run training programs start to finish: onboarding, leadership development, whatever's next on the list. That means using frameworks like ADDIE to design them, checking results through the Kirkpatrick model, and keeping things moving across Moodle, Cornerstone, and Articulate 360. Some days that's a strategy conversation with HR. Other days it's fixing an LMS glitch fifteen minutes before a global session goes live.
What This Looks Like Day to Day
- Manage virtual training programs from kickoff to delivery, keeping timelines straight across teams.
- Use instructional design methods, ADDIE included, to turn raw material into training people actually retain.
- Keep corporate training up to date and running smoothly on platforms like Moodle and Cornerstone.
- Build onboarding programs that get new hires up to speed without drowning them in information.
- Work across HR, operations, leadership, and IT, and sort out the miscommunications before they turn into a bigger mess.
- Run needs assessments and actually act on what they turn up.
- Track outcomes through evaluation metrics, ROI, and return on learning investment, then explain the results in terms leadership cares about.
- Adjust for time zone gaps, bandwidth drops, and the other everyday friction of remote learning.
What You'll Need
- Experience: 5+ years managing training or learning programs, with real time spent on virtual delivery specifically.
- Education: Bachelor's degree in Education, Human Resources, Instructional Design, or a related field.
- Hands-on time with an LMS such as Moodle or Cornerstone, along with an authoring tool like Articulate 360.
- Solid grasp of instructional design frameworks, ADDIE especially, and evaluation models like Kirkpatrick's four levels.
- A history of coordinating training across teams spread across regions.
- The ability to make dry or technical material make sense to a nervous new hire and a busy manager alike.
Bonus Points
- Experience running training under agile methods, where priorities shift, and programs have to shift with them.
- Comfort with Zoom and Miro for interactive sessions rather than lecture-style delivery.
- A history building leadership pipeline or upskilling programs tied to actual business metrics.
A Rough Week
Morning might be a quick sync on the onboarding program — someone points out new hires are getting overloaded, so a module gets broken into smaller pieces. Midday could mean reviewing course drafts in Articulate 360, tightening up a quiz until it feels less like a test. By afternoon there's evaluation data from a leadership series showing a real productivity bump, worth a quick note in Slack. Some evenings end with setting up a recorded backup because half the team's in a time zone that just doesn't line up. That's normal here, not an exception.
How the Team Works
This isn't a solo role. You'll be talking regularly with HR, IT, and leadership, and part of the job is untangling the times one team thinks training's optional and another assumes it's required. Anyone checking Naukri Mitra for a training role where learning gets treated as an actual growth lever, not paperwork, should recognize the shape of this one. Weekly check-ins, honest feedback, and a habit of noting wins — even small ones — are baked into how the team runs.
Pay and Benefits
- USD 133,000 annually.
- Fully remote, with room to build a schedule that fits how you actually work.
- Health, dental, and vision coverage.
- A set budget for professional development and certifications.
- A genuine hand in shaping training strategy, not just running someone else's plan.
The Hard Parts
Remote training has real friction: LMS outages right before a global session, learners stretched across five other priorities, feedback that lands differently depending on culture, leaders wanting hard proof training is moving numbers. None of that is theoretical — it's the job itself. The people who thrive here tend to find that part more interesting than annoying.
What Doing Well Looks Like
Programs that run cleanly from start to finish. Learners who stay engaged instead of checking out halfway through. Leadership pointing to actual performance gains tied to training, backed by real numbers instead of a guess. When training stops being a box to check and starts genuinely moving the business, that's the target.
Where This Is Open To
This role is open to remote applicants worldwide, including candidates based in the United States, India, and other eligible regions. Full eligibility details by country are on our global hiring locations page.
Applying
Send your resume with a short note on your background running training or learning programs, plus one example of something you'd want to bring with you into the role. Applications are reviewed on a rolling basis, and we reach out directly to strong matches.
