Contractor Education & Training Manager

Who We Are:

With 43 locations throughout Pennsylvania, New Jersey, Maryland and Delaware and a team over 480 strong, APR Supply Co. is a premier full-service distributor of plumbing, HVAC and hydronic supplies. We seek talented, enthusiastic, and customer-focused individuals to join our team.

Why You’ll Love Us:

At APR Supply, we believe great work starts with strong relationships. As a family-owned distributor, we are committed to long-term growth—for our customers and our teammates.

You will find meaningful work, opportunities to grow, modern tools that support your success, and a team that values accountability, excellence, and results. We offer competitive pay, strong benefits, and the stability of a company that invests in its people for the long haul. Our benefits package includes health insurance, vacation and sick days, 401K plan, and much more.

What You'll Own

1. Business Coaching

• Build and deliver APR's contractor business coaching curriculum. Core topics include marketing and lead generation, sales process and closing, pricing for profit, financial literacy and reading a P&L, recruiting and retention, and basic operational systems.
• Run the program in multiple formats: half-day workshops at the branch, multi-session cohort programs for committed contractors, peer roundtables, and one-on-one coaching for top-tier accounts.
• Adapt content for the audience. The owner of a 4-truck shop has different problems than the GM of a 25-truck operation. Material needs to land for both.

2. Direct Training Delivery

•  Lead the majority of APR's business coaching sessions in person. Standing in front of contractors and earning their trust is the job.
•  Travel the branch footprint. Sessions get delivered where the contractors are — not from a desk in Lebanon.
•  Coach APR's outside reps on how to spot which contractors are ready for which level of program, and how to use training as a relationship and retention tool.

3. Training as a Value Proposition

• Build a contractor-facing program that contractors actively want to be part of — the kind they tell other shop owners about and pay attention to when they are choosing where to spend their wholesale dollars.
• • Partner with outside sales and Branch Managers to identify which contractors are ready for coaching, with a focus on the small and mid-tier accounts the company is working to grow.
• • Track contractor revenue with APR in the months following participation. The point is to prove this program drives loyalty and share of wallet, not just to count attendance.

4. Training Calendar Coordination

• Run a single, unified training calendar that pulls together business coaching (delivered by this role), technical training (delivered by TSAs and vendors), and branch-level sessions. Today these run in parallel; the new role brings them under one schedule.
• Manage vendor trainers and TSA-led sessions — set expectations on content quality, tie sessions to APR priorities, and make sure their time at our branches is productive for both sides.
• Coordinate logistics: scheduling, room setup, registration, materials, food, and follow-up. The Marketing Program Coordinator can support execution; ownership sits here.

5. LMS and Program Infrastructure

• Own the learning management system — selection if not yet in place, then administration, content uploads, completion tracking, and reporting.
• Build certification or graduation tracks for contractors who complete the coaching program. Recognition needs to mean something — earned, tracked, and worth displaying in the shop.
• Use the LMS to extend reach through pre-work, post-work, and on-demand modules so the in-person time is spent on the highest-value conversations.

6. Tie-In to the Broader Marketing and Sales Engine

• Be an active advocate for APR's contractor services partners (consumer financing, marketing and advertising support, business operations services, and the contractor portal). Build working knowledge of each, weave them into coaching sessions where they fit, and help contractors actually adopt the ones that solve real problems for their business.
• Coordinate with the Brand Marketing Manager, Events Manager, eCommerce, and OEM Partnerships so coaching content feeds the broader content engine, training tracks land at major events, and vendor co-op dollars support the program where it makes sense.

Monthly Scorecard to the Sr. Director

• Sessions delivered — number, format mix (workshop, cohort, 1:1), and geographic coverage across the branch footprint
• Contractor enrollment and completion rates by program
• Contractor revenue lift with APR in the 90 and 180 days following participation, measured against a control
• Share-of-wallet movement among coached contractors
• Net Promoter score and qualitative feedback from contractor participants
• LMS engagement: active users, modules completed, content health
• Unified training calendar utilization across business coaching, TSA, and vendor-led

Who you Are

Required:

• 5+ years coaching, training, or directly running a residential or commercial trades business — HVAC, plumbing, electrical, or comparable. Experience with a best-practice group like Nexstar Network, Service Roundtable, Service Nation, EGIA, or CEO Warrior, or comparable in-house experience at a successful contracting business, is the strongest signal.
• Real working knowledge of how a trades business actually makes money: pricing, gross margin, marketing, lead flow, sales close rates, labor productivity, and reading a P&L.
• Demonstrated experience teaching adults. You can stand in front of a room of shop owners, hold their attention, and have them leave with something they will actually use Monday morning.
• Strong communication and presentation skills. You can take a topic like “how to price a service call” and make it land with both a 2-truck owner-operator and a 20-truck GM — and adjust on the fly.
• Comfortable with travel across a multi-branch footprint. This is not a remote desk job.
• Organized enough to run a calendar across 43 branches, multiple coaching cohorts, and parallel TSA and vendor programs without dropping balls.

Preferred:

• Direct experience as a coach, trainer, or business advisor at Nexstar Network, Service Roundtable, Service Nation, EGIA, CEO Warrior, or a comparable contractor-facing organization.
• Background as an owner, GM, or operations leader at a successful HVAC, plumbing, or trades business who has since moved into coaching or training.
• Experience standing up or significantly upgrading an LMS and program infrastructure.
• Familiarity with the wholesale distribution side of the trades — how contractors buy, how counter and outside sales work, and how a distributor adds value beyond price.