Role Summary

You will train everyone at NIAT except the instructors — program ops, success coaches, curriculum and assessment, and the specialist cluster. That is 16 of our 40 cohorts. You teach the common NIAT standard first, then the part that is specific to each role. You work remotely from Hyderabad. You do not travel to campuses to teach.

The one thing only you can do: you decide what is actually wrong, and you decide whether it got fixed. That is the value of this seat. You talk to people, you listen to recorded calls, you read tickets and audit data, and you work out the real problem.

You then decide the topic and exactly what the training must cover, and you hand that brief to the Content Creator. They decide how it is taught. You teach the sessions. Thirty days later you go back and say whether people work differently.

If they do not, you start again. Nobody else in the team makes those two calls. The hardest part of this job is range. A program ops person and a success coach need very different things from you, sometimes in the same week, and neither one will sit through a session built for the other.

Key Responsibilities

● Find the real gap first — Before you design anything, work out what people actually cannot do. Sit in classes, listen to recorded calls, read tickets, look at audit tool output, and talk to the people doing the job and the people who manage them. Write down the gap you found and why. Do not design from a brief or from what someone said in a meeting.

● Decide the topic and write the brief — Decide what the training must cover, role by role. Write it down for the Content Creator: the problem, the topic, what a person must be able to do at the end, and the real situations it must use. You decide what. They decide how.

● Deliver the 5 trainer-led hours — Run 5 hours a month for your cohorts, live and remote:



the common NIAT standard first, then the role track.

● Get managers ready for the 2 practice hours — Managers run 2 hours a month of practice with their own teams, using real cases from their own work. You write the case pack, brief the managers, and check that it actually happened.

● Set up the 1 self-paced hour — One module a month per person, matched to that person's own gap. You set the rules for your cohorts and check who finished.

● Test people after the training — After each module, check whether the person can now do the thing. Attendance is not a pass. Anyone who does not clear the check gets another round.

● Go back weeks later and say whether it worked — About 30 days after training, look at the real work again — recordings, tickets, audit output — and talk to the managers. Say plainly what changed and where nothing changed. If nothing changed, go back in. Your job is not over when the session ends.

● Take part in the impact review — Sit in the impact meetings each cycle. You are the person who says whether the training was worth the hours.

● Decide what to do nex platform. Reading them and deciding the next move is your call, not theirs.

● Write the playbooks — Turn what works into simple written steps, one set per role, so it lasts after your call ends.

● Plan inside the delivery limit — A trainer can teach about 5 hours a day, roughly 120 hours a month. Build your plan inside that.



This limit does not cover time spent building content, writing assessments or doing impact work.

● Use AI where it helps — Use it where it saves real time, such as pulling common themes out of recordings or writing a first version of a case. Not everywhere.

Who We're Looking For

● Has stood in front of a room of adults every week, and can describe how they handled the group that did not want to be there.

● Has run sessions over video to people who were not in the room, and can say what they did to keep that group with them.

● Has trained more than one kind of team — say a support team and an operations team — and can say how they changed the session for each.

● Has gone back after a training to find out what changed on the job, and can say what they found, including where it did not work.

● Has worked out what was going wrong by looking at records, tickets or recordings, instead of waiting to be told.

● Has changed their own material after feedback from the ground, and can point to what they cut.

● Has handled a hard conversation with a parent or a student themselves, or has trained the people who do.

Education: Graduate. No specific degree required.

Languages: English is a must for all three. Across the three seats: one Telugu, one Hindi, one English-only. See the language note below.

Number of seats: 3

Valuable to Have

● Has run train-the-trainer sessions and helped certify other trainers.

● Has worked with an LMS and with recorded content, not only live sessions.

● Has coached managers to run their own team sessions.

Growth Path

Next designation: Senior Trainer (Level 2). You earn it when your departments run your pack themselves and it still works with you out of the room — the 30-day check holds for three cycles in a row.

📌 Generalist Trainer (Hyderabad)
🏢 r3 Consultant
📍 Hyderabad