The American Wind Energy Association (AWEA) has retained Nonprofit HR to conduct the search for their Training & Development Manager 


The American Wind Energy Association (AWEA) is the national trade association for the U.S. wind industry. With thousands of wind industry members and wind policy advocates, AWEA promotes wind energy as a clean source of electricity for American consumers.

Position Summary

Under the general supervision of the HR Business Partner, this position is primarily responsible for optimizing the AWEA team by maintaining a strong and authentic culture and by ensuring strong recruiting, onboarding, staff development, and team building opportunities. This position will be interacting with employees daily, coaching managers and working with all employees to bring out the best in the team, individually and collectively. This position includes some employee relations responsibilities. This position will also support the work of AWEA staff liaisons to member committees and working groups that focus on safety, training, and workforce development for the renewable energy industry. The Training & Development Manager will collaborate with the HRBP and may work with the CFO and SVP of Operations.

Essential Functions/Major Responsibilities: 

To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily.  Reasonable accommodations may be made to enable individual with disabilities to perform the essential functions.  Other duties may be assigned to meet business needs.

Culture and Climate:

The Training & Development Manager is responsible for developing organizational culture in support of AWEA’s core and leadership values. This includes coordination and analysis of staff climate surveys, developing an engagement plan to address areas for improvement, and collaboration with the HRBP and the SVP to execute that plan. In support of this, the  Training & Development Manager co-leads a volunteer staff group that works together to design and carry out activities intended to translate AWEA core values into how we work ongoing.  This position is responsible for planning the annual employee staff retreat and holiday and community engagement volunteer events, and for developing and administering (non-compensation) reward and recognition programs. The Training & Development Manager works with the HRBP and SVP to ensure that AWEA practices foster diversity and a sense of inclusion among the team.

Talent Management:

The Training & Development Manager is responsible for understanding the AWEA team and its skillsets and strengths ongoing. At a macro level, this includes understanding and cataloging staff skillsets, strengths, and interests, and helping managers and members better understand AWEA’s in-house expertise. At an individual level, the Training & Development Manager is responsible for ensuring a smooth, timely, and complete new-hire onboarding process, coordinating with the new hire’s manager to ensure the individual is able to be fully effective quickly. The position is also responsible for ensuring that staff moved into new roles receive appropriate training, especially when moving into a supervisory role. The Training & Development Manager works with the SVP and CEO to identify and implement cross-training and succession plans.  Should an employee depart, the Training & Development Manager is responsible for scheduling and/or conducting exit interviews and identifying and tracking turnover trends and drivers for management attention. Assists with intern program. Additional responsibilities will include: writing/reviewing/editing job descriptions, maintaining benefit and personnel files/filing, preparing job announcements, conducting reference and background checks, and conducting New Hire Orientations.

Training and Development:

Responsible for staff learning, training, and development. Assesses development needs and opportunities based on skillsets and AWEA and industry direction. Provides resources to and counsels staff with development goals each year. Determines needs for internal training and develops annual training plan for the organization. Recommends an annual training budget. Works with managers to identify common training needs and coordinates training for staff based on these needs, determining optimal training resources and ensuring delivery of high-quality classes. May create and deliver training sessions. Ensures training is assessed objectively so feedback can improve future sessions.

Benefits Coordination

Provides benefits support to staff and assists with the annual open enrollment period. Partners with Payroll Manager to reconcile statements, including enrolling/terminating employees to/from benefit plan coverages (401(k), medical, dental, vision, etc.).

Records & HRIS Maintenance

Exercises confidentiality in overseeing and maintaining staff personnel records; completes and audits employment compliance documentations; keeps the HRIS and AWEA’s intranet data current and accurate.

Safety and Workers’ Compensation:

Oversees the association’s emergency evacuation program in coordination with the Human Resources Business Partner and continually informs the management team of changes or safety occurrences. Oversees the appropriate processing of Workers’ Compensation claims.

Employee Relations:

Works with and counsels supervisors/managers/directors toward resolving employee relation issues. With guidance from the HRBP, interprets policies and guides managers with discipline and/or with seeking behavior changes with employees.

Works with External Groups:

Supports AWEA staff liaisons working with industry safety, training, and workforce development committees and working groups. Takes initiative to understand industry workforce challenges and opportunities and participates as a supporting advisor to said committees.

Performs additional HR tasks as requested and assigned.

Minimum Qualifications: 

  • Bachelor’s degree in Business Administration, Human Resources, Social Sciences, Organizational Development, Psychology or a related discipline; plus at least 5 years of relevant HR experience.
  • SHRM certification is preferred.

Knowledge, Skills and Abilities:

  • Excellent interpersonal relations skills and the ability to build trusting partnerships with managers, directors and employees.
  • Strong communication skills – verbal, written, and especially active listening skills.
  • Experience translating desired organizational culture into practice. Solid understanding of change management best practices and change theory in large group settings.
  • Experience creating and delivering training programs.
  • People-oriented, but with enough organizational skills to fully manage and successfully execute all aspects of multi-step processes involving staff and outside resources.
  • Energy industry knowledge a plus; if not well-versed in that industry must possess a desire and ability to learn quickly about renewable energy.
  • Must be able to perform in an environment that has considerable independence and latitude to develop solutions, policies, programs and procedures for the HR department.

How to Apply:

Please send resume and cover letter with the position title in the subject line to:  Nonprofit HR, Attn: Sophia LaFontant, Recruitment Business Partner,  No telephone calls please.