Training Specialist

ABOUT ORANO

Join our team to help meet current and future challenges to build the clean energy world of tomorrow. By joining the Orano Group, you will be a part of a leading international player in the nuclear industry. 

Our strengths? Across the entire fuel cycle, we have extensive expertise in cutting-edge technologies, safe, high value-added products and services, and a strong capacity for innovation. Step into a career-defining opportunity with Orano USA, a global leader in nuclear innovation, as we launch Project IKE—a cutting-edge uranium enrichment facility in Oak Ridge, Tennessee

OVERVIEW

The Training Specialist is responsible for elevating the organization's overall training culture and participation to align with the standards set by Orano. As the Training Specialist, you’ll design, organize, and track corporate and technical training initiatives, while building foundational programs, including mentorship and new employee onboarding, that’ll support long-term employee development and strengthen retention.

KEY RESPONSIBILITIES

1. Training Participation & Benchmarking

• Assess current training participation levels across departments and identify gaps compared to Orano’s benchmarks.
• Develop and execute strategies to increase employee engagement and participation in available training programs.
• Set measurable participation targets and report progress to leadership on a regular cadence.
• Partner with department managers to promote a culture that prioritizes continuous learning.

2. Corporate & Technical Training Coordination

• Organize, schedule, and track corporate (soft skills, compliance, leadership) and technical (role-specific, systems, equipment) training programs.
• Maintain a centralized training calendar and record-keeping system (e.g., LMS) to monitor completion rates, certifications, and renewal requirements.
• Coordinate with internal subject matter experts and external vendors/trainers to deliver relevant content.
• Evaluate training effectiveness through feedback, assessments, and performance metrics, and adjust programs accordingly.

3. Mentorship Program Development

• Design and launch a company-wide mentorship program, including mentor/mentee matching criteria, program structure, and guidelines.
• Create supporting materials (handbooks, check-in templates, goal-setting tools) to guide participants.
• Track mentorship program participation and outcomes and gather feedback for continuous improvement.
• Promote the program internally to drive voluntary employee participation.

4. Onboarding Program Development

• Build a structured onboarding program for all new employees, covering company culture, policies, role-specific training, and key introductions.
• Create onboarding materials, checklists, and schedules to standardize the new hire experience across departments.
• Partner with hiring managers and HR to ensure a smooth transition from hire to full productivity.
• Continuously evaluate and refine the onboarding process based on new hire feedback and retention data.