Development and Performance Trainer

Responsibilities

The Development and Performance Trainer is responsible for supporting the training, development, and continued performance improvement of the Donor Recruitment team. This role provides structured onboarding and training for newly hired team members, reinforces established best practices among existing staff, and partners with Donor Recruitment leadership to identify opportunities for individual and team performance improvement.

Serving as a subject-matter resource, coach, and advisor, the Development and Performance Consultant helps ensure that Donor Recruitment team members have the knowledge, skills, tools, and practical guidance necessary to effectively engage donor groups, strengthen account relationships, achieve recruitment objectives, and support the mission of New York Blood Center.

The Consultant does not have direct supervisory responsibility but works collaboratively with managers and leadership to provide observations, coaching, training, and recommendations that contribute to employee development and improved team performance.

New Hire Training & Onboarding

• Deliver structured onboarding and training to newly hired Donor Recruitment team members.
• Educate new hires on organizational expectations, donor recruitment processes, account management practices, systems, tools, policies, and performance standards.
• Provide practical instruction in key competencies including account planning, relationship management, donor recruitment strategies, customer communication, territory management, and achievement of blood drive goals.
• Conduct role-playing, scenario-based learning, field training, observation, and other experiential learning activities.
• Reinforce training through follow-up coaching and evaluation during the new hire development period.
• Partner with management to identify additional training or developmental needs as new employees transition into their roles.

Best Practice Development & Reinforcement

• Promote consistent application of Donor Recruitment best practices, processes, and performance expectations.
• Provide refresher training and targeted development sessions for existing team members.
• Observe employee practices and identify opportunities to strengthen effectiveness, consistency, productivity, and donor/customer engagement.
• Coach team members on strategies to improve account development, blood drive performance, communication, organization, planning, and relationship management.
• Share successful practices and approaches that can be replicated across the Donor Recruitment team.
• Assist in developing and maintaining training materials, job aids, resources, and tools that support consistent performance.

Performance Improvement & Coaching

• Partner with Donor Recruitment leadership to identify individual or team performance development needs.
• Conduct focused observation, coaching, and skills assessments when requested by management.
• Identify potential skill, knowledge, behavioral, or process gaps that may be contributing to performance challenges.
• Recommend appropriate coaching, training, reinforcement, or development strategies based on identified needs.
• Provide objective and constructive feedback to employees following observations and development activities.
• Provide management with professional observations and recommendations regarding employee development needs and progress.
• Support structured performance improvement efforts by providing targeted training and coaching as directed by management.
• Document training activities, observations, developmental recommendations, and progress as appropriate.

Training & Organizational Development

• Collaborate with Donor Recruitment leadership to assess emerging training and development needs.
• Assist with the development and enhancement of onboarding programs, training curricula, performance resources, and competency-based development activities.
• Facilitate individual, small-group, and team training sessions as needed.
• Support implementation of new processes, initiatives, tools, or organizational priorities through education and reinforcement.
• Evaluate the effectiveness of training and development activities and recommend improvements.
• Serve as a resource to leadership regarding employee development, skill enhancement, and performance-related training needs.

Qualifications

Education:

• Bachelor’s degree in Business, Communications, Education, Training and Development, Human Resources, Healthcare Administration, or a related field preferred.

Experience:

• Minimum 5 years of demonstrated experience in donor recruitment, account management, sales, business development, customer relationship management, training, coaching, or a related field.
• Demonstrated success in identifying performance gaps and providing practical coaching or development solutions.

Knowledge:

• Strong understanding of account management, relationship development, customer engagement, and performance improvement principles.

Skills:

• Cultural competency and the ability to communicate effectively in a culturally sensitive manner with both individuals and groups from diverse backgrounds.
• Strong interpersonal skills with the ability to establish credibility with employees and leadership.
• Strong organizational, planning, and time-management skills.
• Strong training, facilitation, coaching, and presentation skills.
• Strong verbal and written communication skills.

Abilities:

• Ability to observe employee performance objectively and identify opportunities for development.
• Ability to provide constructive, professional, and actionable feedback.
• Demonstrated ability to coach individuals with varying levels of experience and performance.
• Ability to maintain discretion and appropriately handle sensitive employee performance information.
• Ability to work independently while maintaining close collaboration with Donor Recruitment leadership.
• Adaptability and the ability to adjust training and coaching approaches to individual learning needs.
• Ability to model organizational values, professional standards, and expected best practices.
• Ability to translate operational knowledge and best practices into practical learning experiences.

Any combination of education, training, and experience equivalent to the requirements above that has supplied the necessary knowledge, skills, and experience to perform the essential functions of the job.

For applicants who will perform this position in Westchester County, the proposed hourly rate is $62.40p/hr to $70.40p/hr. For applicants who will perform this position outside of New York City or Westchester County, salary will reflect local market rates and be commensurate with the applicant’s skills, job-related knowledge, and experience.

Overview

Founded in 1964, New York Blood Center (NYBC) has served the tri-state area for more than 60 years, delivering nearly 500,000 lifesaving blood products annually to nearly 200 hospitals, EMS and healthcare partners. NYBC is part of New York Blood Center Enterprises (NYBCe), which operates in 16 states and delivers one million blood products to nearly 550 U.S. hospitals annually. NYBCe additionally delivers cellular therapies, specialty pharmacy, and medical services to 200+ research, academic and biopharmaceutical organizations. NYBCe’s Lindsley F. Kimball Research Institute is a leader in hematology and transfusion medicine research, dedicated to the study, prevention, treatment and cure of bloodborne and blood-related diseases. NYBC serves as a vital community lifeline dedicated to helping patients and advancing global public health. To learn more, visit nybc.org. Connect with us on Facebook, X, Instagram, and LinkedIn.