Soorty is offering an excellent career opportunity for an experienced Learning & Development, Human Resources, Psychology, or capability development professional for the position of Deputy Manager – Industrial Training & Capability Development.

The position is based in Korangi Industrial Area, Pakistan, and is suitable for candidates with a Bachelor’s or Master’s degree in Psychology, Human Resources, or a related field and approximately 3–5 years of relevant professional experience.

Experience within a textile, apparel, or large manufacturing environment will be preferred, particularly candidates who have spent at least 2 years working in such an environment.

This is a strong opportunity for professionals who want to build organizational capabilities through training needs analysis, frontline leadership development, technical training, Lean and quality awareness, competency-based learning, on-the-job training, and trainer development.

Application Deadline: 26 August 2026

Job Overview

The Deputy Manager – Industrial Training & Capability Development will play a key role in strengthening the skills and capabilities of employees across the organization.

Unlike a purely administrative training position, this role focuses heavily on industrial and workplace learning. The selected candidate will work with different departments, supervisors, frontline employees, internal Subject Matter Experts (SMEs), and external trainers to identify capability gaps and implement practical development programs.

The role covers both soft skills and technical/shop-floor training, making it particularly relevant to professionals who understand the requirements of manufacturing environments.

Position Details

Understanding the Role

Industrial training is essential for organizations where employees work with production processes, machinery, quality standards, safety requirements, SOPs, and operational targets.

The Deputy Manager will help ensure that employees have the knowledge and capabilities required to perform their jobs effectively and safely.

The position combines:

• Training & Development
• Industrial learning
• Frontline leadership development
• Technical training coordination
• Soft-skills training
• On-the-job training
• Competency development
• Lean and 5S awareness
• Quality and productivity training
• Workplace safety
• Training effectiveness
• Internal trainer development

The ideal candidate should therefore be comfortable working both in a corporate HR environment and on the manufacturing floor.

Key Responsibilities

1. Conduct Training Needs Assessments

One of the most important responsibilities will be conducting Training Needs Assessments (TNA).

Training needs assessments help organizations identify the difference between the skills employees currently possess and the capabilities required for their roles.

The selected candidate will assess capability gaps and use the findings to develop appropriate training plans.

This may involve working with:

• Department heads
• Production managers
• Supervisors
• Frontline employees
• Technical experts
• HR teams

The goal is to ensure training programs are connected to actual workplace requirements rather than being developed without a clear business need.

2. Develop Training Plans

After identifying capability gaps, the Deputy Manager will develop structured training plans.

Training plans may address:

• Technical capabilities
• Supervisory skills
• Frontline leadership
• Communication
• Teamwork
• Problem-solving
• Quality
• Productivity
• Workplace safety

The candidate will need to prioritize learning requirements and create programs that are practical, relevant, and aligned with organizational objectives.

3. Design Soft-Skills and Leadership Programs

The position involves designing and delivering soft-skills, supervisory, and frontline leadership programs.

These programs can help employees and supervisors improve their ability to manage teams and perform effectively in a workplace environment.

Training topics may include:

• Communication
• Teamwork
• Problem-solving
• Leadership
• Supervisory effectiveness
• Workplace behavior
• Collaboration
• Decision-making

The selected professional should understand that frontline employees and managers have different learning requirements and should tailor training accordingly.

4. Support Technical and Shop-Floor Training

A major distinguishing feature of this position is its focus on technical and shop-floor training.

The Deputy Manager will support technical training in collaboration with internal Subject Matter Experts (SMEs).

This means the candidate may need to work closely with experienced production and technical employees who possess specialized knowledge.

The role is therefore highly practical and requires an understanding of how employees learn in an industrial environment.

5. Deliver Training on Industrial Workplace Practices

The candidate will deliver training covering a range of operational and workplace topics.

These include:

5S

Training employees on workplace organization, cleanliness, standardization, and discipline.

Lean

Helping employees understand principles that support waste reduction and process improvement.

Quality

Building awareness of quality requirements and the importance of consistent processes.

Productivity

Helping employees understand practices that can improve efficiency and operational performance.

SOPs

Ensuring employees understand and follow Standard Operating Procedures relevant to their responsibilities.

Workplace Safety

Promoting safe working practices and awareness of workplace risks.

This combination of topics makes the role particularly suitable for candidates familiar with manufacturing operations and industrial environments.

6. Develop Training Materials and Bilingual Content

The Deputy Manager will develop a variety of learning materials, including:

• Training presentations
• Handouts
• Assessments
• Learning activities
• Training guides
• Other instructional content

An important requirement is the ability to develop Urdu or bilingual content where required.

This can be especially valuable in industrial environments where employees may have different educational and language backgrounds.

Training materials should therefore be simple, practical, engaging, and appropriate for the target audience.

7. Establish On-the-Job Training Programs

The position includes developing On-the-Job Training (OJT) programs.

OJT allows employees to learn while performing actual workplace tasks under appropriate supervision and guidance.

A structured OJT program can help organizations:

• Improve employee competence
• Standardize workplace learning
• Reduce skill gaps
• Accelerate employee development
• Improve job readiness
• Strengthen operational consistency

The Deputy Manager will help establish structured OJT and competency-based learning approaches.

8. Develop Competency-Based Learning Programs

The selected candidate will also develop competency-based learning programs.

These programs focus on ensuring that employees acquire the specific knowledge, skills, and behaviors required to perform their roles effectively.

The approach may involve:

1. Identifying required competencies
2. Assessing current employee capabilities
3. Identifying gaps
4. Developing learning interventions
5. Assessing employee progress
6. Confirming competency achievement

This creates a more structured approach to workforce development.

9. Develop Internal Trainers

Another important responsibility is developing internal trainers through Train-the-Trainer (ToT) initiatives.

Internal trainers can help organizations build sustainable learning capabilities by allowing experienced employees to share their knowledge with others.

The Deputy Manager may help trainers develop skills in:

• Presentation
• Facilitation
• Communication
• Adult learning
• Training delivery
• Assessment
• Feedback

Building a strong network of internal trainers can reduce dependence on external training providers and strengthen organizational knowledge-sharing.

10. Evaluate Training Effectiveness

Simply conducting training is not enough. The organization needs to determine whether employees are actually benefiting from it.

The Deputy Manager will evaluate training effectiveness through:

• Assessments
• Participant feedback
• Workplace observations
• Performance improvements
• Workplace improvements
• Other relevant effectiveness indicators

The role requires the candidate to connect learning outcomes with practical improvements in the workplace.

For example, training may be evaluated based on whether employees demonstrate improved knowledge, follow SOPs more effectively, improve quality, or contribute to better workplace practices.

11. Maintain Training Calendars and Records

The candidate will maintain accurate:

• Training calendars
• Employee training records
• Learning databases
• Dashboards
• Effectiveness reports

Accurate records allow HR and management to monitor training activities and understand employee development progress.

The Deputy Manager should therefore have strong organizational and data-management skills.

12. Coordinate with External Trainers and Experts

Although the role emphasizes internal capability building, external expertise may sometimes be required.

The Deputy Manager will coordinate with:

• External trainers
• Technical experts
• Consultants
• Learning providers

This can involve identifying appropriate providers, coordinating schedules, communicating requirements, and supporting the successful delivery of external programs.

Strong stakeholder and vendor management skills will be useful.

Educational Requirements

Candidates should have:

Bachelor’s or Master’s Degree

The preferred academic background is:

• Psychology
• Human Resources
• Or a related field

Candidates should ensure their CV clearly highlights their educational qualification and any relevant specialization in Learning & Development, Organizational Development, HR, Psychology, or training.

Experience Required

The position requires approximately:

3–5 Years of Relevant Experience

In addition, the company preferably seeks candidates with at least:

2 Years of Experience in Textile, Apparel, or a Large Manufacturing Environment

This industry experience is particularly relevant because the position involves shop-floor learning, technical training, frontline development, quality, productivity, Lean, 5S, SOPs, and workplace safety.

Candidates with experience in industrial training, manufacturing L&D, HR development, production training, or capability building should clearly highlight this in their resumes.

Skills That Can Help You Succeed

A successful candidate should ideally have:

• Training Needs Analysis
• Industrial training experience
• Learning & Development
• Frontline leadership development
• Technical training coordination
• OJT program development
• Competency-based learning
• Train-the-Trainer experience
• Presentation skills
• Facilitation skills
• Communication
• Problem-solving
• 5S knowledge
• Lean awareness
• Quality awareness
• Productivity improvement
• SOP training
• Workplace safety awareness
• Data and reporting skills
• Stakeholder management

The ability to communicate effectively with both management and frontline employees will be especially important.

Who Should Apply?

This opportunity may be suitable for professionals working in roles such as:

• Deputy/Assistant Manager Learning & Development
• Industrial Training Manager
• Training & Development Specialist
• HR Development Manager
• Learning & Development Executive
• Organizational Development Specialist
• Manufacturing Training Specialist
• Capability Development Specialist
• HR Business Partner with strong L&D exposure

Professionals with experience in textile, apparel, manufacturing, production, or industrial operations may have a particular advantage.

How to Prepare Your CV

Applicants should tailor their CV specifically to this vacancy.

Make sure your resume highlights:

• Bachelor’s/Master’s degree
• Psychology, HR, or related qualification
• 3–5 years of relevant experience
• Manufacturing/textile/apparel exposure
• Training Needs Analysis
• Training plan development
• Soft-skills training
• Leadership development
• Technical/shop-floor training
• OJT programs
• Competency-based learning
• Train-the-Trainer programs
• 5S and Lean exposure
• Quality and productivity training
• Workplace safety training
• Training effectiveness measurement
• Dashboards and reports

Where possible, include measurable achievements. For example, mention the number of employees trained, training programs delivered, improvement achieved, or internal trainers developed—provided the information is accurate.

Application Process

Interested candidates should submit their applications before the deadline.

Last Date to Apply: 26 August 2026

Send your updated CV to:

[email protected]

Candidates should mention “Deputy Manager – Industrial Training & Capability Development” in the subject line.

Applicants should ensure that their CV is updated, professional, and clearly demonstrates relevant industrial training and capability development experience.

Application Checklist

Before applying, make sure you have:

• Updated your CV
• Mentioned your Bachelor’s/Master’s qualification
• Highlighted 3–5 years of relevant experience
• Clearly stated textile, apparel, or manufacturing experience
• Highlighted Training Needs Assessment experience
• Mentioned leadership and supervisory training
• Included technical/shop-floor training experience
• Highlighted OJT or competency-based learning experience
• Mentioned Train-the-Trainer programs
• Included training effectiveness measurement
• Added relevant Lean, 5S, quality, productivity, or safety experience
• Sent the CV to [email protected]
• Used the correct position title in the email subject
• Applied before 26 August 2026

Frequently Asked Questions

What position is Soorty hiring for?

Soorty is hiring a Deputy Manager – Industrial Training & Capability Development.

What qualification is required?

Candidates should have a Bachelor’s or Master’s degree in Psychology, Human Resources, or a related field.

How much experience is required?

Approximately 3–5 years of relevant experience is required.

Is manufacturing experience preferred?

Yes. The company preferably seeks candidates with at least 2 years of experience in textile, apparel, or another large manufacturing environment.

What are the main responsibilities?

The role includes Training Needs Assessments, training plan development, soft-skills and leadership training, technical/shop-floor training, OJT, competency-based learning, Train-the-Trainer programs, training evaluation, reporting, and coordination with external experts.

What is the application deadline?

The deadline is 26 August 2026.

Where is the position located?

The job is based in Korangi Industrial Area, Pakistan.

How can candidates apply?

Send your CV to [email protected] and mention the position in the email subject line.

Final Thoughts

The Deputy Manager – Industrial Training & Capability Development position at Soorty is a strong opportunity for experienced HR and Learning & Development professionals who want to make a direct contribution to workforce capability, frontline performance, industrial learning, and organizational development.

The role offers broad responsibility, covering Training Needs Analysis, leadership development, technical training, OJT, competency-based learning, Lean and 5S awareness, quality, productivity, safety, trainer development, and training effectiveness.

Candidates with a Bachelor’s or Master’s degree in Psychology, Human Resources, or a related field, combined with 3–5 years of relevant experience, should consider this opportunity. Those with at least 2 years of textile, apparel, or large manufacturing experience may be particularly well aligned with the requirements.

If you have experience translating organizational capability gaps into practical learning programs—and can effectively engage both management and frontline employees—this could be an excellent next step in your Learning & Development or industrial training career.

Prepare your CV carefully, highlight your manufacturing and training expertise, and send your application to [email protected] before 26 August 2026. Remember to mention “Deputy Manager – Industrial Training & Capability Development” in the subject line.