Learning and Development Executive Job Description

A Learning and Development Executive runs the administration and analysis behind training: nominations, schedules, the learning system, feedback, training records and the data used in needs analysis. The role also supports content preparation and delivers some sessions such as induction. It reports to the L&D Manager. A good L&D executive makes sure every program runs as planned, every completion is recorded and training reports are accurate.

Detail	For this role
Department	Human Resources
Level	Mid level
Reports to	Learning and Development Manager
Direct reports	None
Experience	1 to 4 years in training coordination, L&D or HR

Learning and Development Executive job description template

Copy this job description, replace the text in square brackets and post it on your careers page or a job portal.

Job title: Learning and Development Executive

Department: Human Resources

Reports to: Learning and Development Manager

Location: [City], [office, branch or site]

About the role

Key responsibilities

Collect training needs from appraisal data, manager requests and audit findings, and consolidate them for the L&D Manager.
Publish the monthly training schedule, send nominations and reminders, and confirm attendance with managers.
Administer the learning management system by creating courses, assigning learners, uploading content and pulling completion reports.
Prepare participant handouts, quizzes and certificates from approved content.
Deliver induction sessions and short refresher sessions when the L&D Manager assigns them.
Run feedback and assessment forms for every program, and summarize the results with comments.
Maintain each employee's training records, hours and certificates, ready for audits.
Track mandatory training completion by department and follow up with managers of overdue employees.
Coordinate with training vendors on dates, participant lists and invoices.
Prepare the monthly L&D report on programs held, hours, attendance, feedback and spend.

Requirements

Graduate in any discipline, with an HR postgraduate degree such as an MBA or PGDM as an advantage
Good presentation and Excel skills
1 to 4 years in training coordination, L&D or HR

KRAs and KPIs for a Learning and Development Executive

Key result areas for the appraisal form, each with a KPI you can measure every month or quarter.

Key result area	How to measure it
Schedule execution	At least 95 percent of scheduled sessions run with confirmed participants
LMS accuracy	Completions recorded in the LMS within 2 working days of each program
Feedback analysis	Feedback summary shared within 3 working days of every program
Mandatory follow-up	Overdue mandatory training cases followed up every week until closed
Report timeliness	Monthly L&D report shared by the 5th working day
Record matching	Training records match attendance sheets for every program

Skills and tools

LMS administrationTraining schedulingNomination managementFeedback and assessment formsExcel reportingFormatting training contentInduction deliveryVendor coordinationOrganizationFollow-up

Tools used day to day: Learning management system, MS Excel, MS PowerPoint, Google Forms, Zoom or MS Teams.

Reporting line and career path

Moves up from: Training Coordinator, HR Coordinator, HR Intern
Next roles: Learning and Development Manager, Corporate Trainer, Talent Management Specialist

Interview questions for a Learning and Development Executive

How do you get managers to release nominated employees for training?
Walk us through setting up a new e-learning course in an LMS.
What would you put in a monthly L&D report?
Half the nominated participants did not turn up. What do you do?
How do you check that training records are complete before an audit?
How would you analyse 200 feedback forms quickly?

Managing a Learning and Development Executive in ZeniaHR

AttendanceWorks the General shift, mostly at the office. When a program runs at a hotel or another office, a mobile app punch at the venue marks the day, and an early start for a morning batch can be set as that day's shift in the roster.LeaveAvoid leave in weeks with large programs, on induction batch start dates and during the annual needs analysis. A colleague should have access to the LMS and nomination lists during any absence.Performance and KRAsQuarterly cycle with KPI goals for schedule execution, LMS accuracy and report timeliness. If programs are run through the Learning module, its enrolment statuses, from assigned to completed, give the completion figures directly.

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Frequently asked questions

What does a learning and development executive do?

An L&D executive handles training administration and data: collecting training needs, publishing schedules, managing nominations, running the learning management system, preparing materials, collecting feedback, maintaining training records and preparing monthly L&D reports. Some also deliver induction sessions.

What is the difference between an L&D executive and a training coordinator?

A training coordinator focuses on logistics: venues, trainers, travel, attendance and materials for each session. An L&D executive covers that and more, including the learning system, training needs data, feedback analysis and reports, and often delivers induction. In smaller companies the two roles are combined.

What skills are needed for an L&D executive?

The role needs good Excel for records and reports, comfort with a learning management system, organized scheduling and persistent follow-up with managers. Clear presentation skills help for induction sessions, and attention to detail keeps training records audit-ready.