Title: ATP Program Manager (Technical Enablement)

Payrate: Up to $135/hour

Duration: Contract assignment with potential for extension

Hours: 40 hours/week

Location: Remote

Summary

Owns the ATP program itself, including partner-status maintenance, instructor-bench planning, scheduling, vendor relationship management, and compliance with each program's renewal and CSAT requirements, without delivering training directly. Tracks ATP status separately across each certification-body relationship and manages which team members are dual- or triple-tracked toward instructor authorization.

Key Responsibilities

• Maintain program tier status with each certification body (e.g., instructor-count minimums, CSAT thresholds, delivery-volume requirements) and track progress against renewal requirements.
• Plan and manage the instructor bench: recruit and sponsor candidates into vendor authorization pipelines, support ongoing currency/professional development, and identify multi-certified instructors who can stack authorizations across vendors.
• Coordinate a blended delivery model with external delivery partners where useful, and rebalance the mix as internal bench strength grows.
• Own compliance tracking across all active ATP programs - licensing agreements, NDAs, audit cycles, recertification deadlines - and flag renewal risk before it lapses.
• Coordinate with Legal/Risk to resolve vendor-specific liability and insurance questions before instructors deliver commercially.
• Report program health (utilization, CSAT, certifications issued, tier progress) to practice leadership.

Required Skills & Competencies

• Vendor/partner-program management experience, ideally across more than one certification ecosystem.
• Workforce/bench planning and pipeline management.
• Working knowledge of training-delivery compliance requirements (licensing, data privacy, accessibility) even without holding an instructor credential personally.
• Commercial fluency to support staffing and delivery-model tradeoff decisions.

TCWGlobal is an equal opportunity employer. We do not discriminate based on age, ethnicity, gender, nationality, religious belief, or sexual orientation.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.