| Detail | For this role |
|---|---|
| Department | Human Resources |
| Level | Manager |
| Reports to | Head of Learning and Development |
| Direct reports | Learning and Development Executive, Training Coordinator, Corporate Trainer |
| Experience | 6 to 10 years, with 4 or more years designing and delivering training programs |
Learning and Development Manager 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 Manager
Department: Human Resources
Reports to: Head of Learning and Development
Location: [City], [office, branch or site]
About the role
A Learning and Development Manager designs and runs the programs that build employees' skills, from induction and functional training to first-time manager programs. The role runs the annual training needs analysis, builds the learning calendar, designs or buys content, manages the learning platform and checks whether programs work. It reports to the Head of L&D or the HR Head. A good L&D manager can link each major program to a skill gap and a business number.
Key responsibilities
- Run the annual training needs analysis using appraisal data, manager inputs, audit findings and business goals.
- Build the yearly learning calendar with program dates, audiences, formats and budgets, and share it with managers.
- Design programs with subject experts, including objectives, session plans, case studies and assessments.
- Select external trainers and content vendors, negotiate fees and review their delivery after every program.
- Run the first-time manager program and other leadership modules for the business unit.
- Administer the learning management system, including courses, enrolments, completions and reports.
- Evaluate programs through feedback, assessments, manager observations and business metrics where they can be measured.
- Coordinate compulsory programs like POSH awareness, safety and code of conduct, and follow up on pending completions.
- Coach internal trainers on facilitation and content design, and observe their sessions.
- Report monthly on training hours, completions, feedback scores and spend against budget.
Requirements
- Postgraduate degree in HR, psychology, education or English
- Certification in instructional design or train-the-trainer is an advantage
- Graduate in any discipline
- 6 to 10 years, with 4 or more years designing and delivering training programs
KRAs and KPIs for a Learning and Development Manager
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 |
|---|---|
| Calendar delivery | Calendar programs run on their planned dates, with no more than 1 in 10 rescheduled |
| Training reach | An average of at least 16 training hours per employee in the year |
| Program quality | Average participant feedback of 4 out of 5 or higher across programs |
| Learning outcomes | At least 80 percent of participants pass the end-of-program assessment |
| Mandatory completion | Mandatory programs completed by every employee within the set window |
| Program spend | Program costs within the approved L&D budget for the year |
Skills and tools
Tools used day to day: Learning management system, MS PowerPoint, Articulate or another e-learning authoring tool, Zoom or MS Teams, Survey tools, MS Excel.
Reporting line and career path
Next roles: Head of Learning and Development, Senior HR Business Partner, HR Manager
Interview questions for a Learning and Development Manager
- How do you run a training needs analysis for a 500-person business unit?
- Design a one-day program for first-time managers. What would you cover, and how?
- A program gets high feedback scores but managers see no change at work. What do you do?
- How do you choose between an external trainer and an internal subject expert?
- What is the Kirkpatrick model, and which levels do you actually measure?
- How would you turn a classroom program into a blended one for field staff?
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What does a learning and development manager do?
A learning and development manager identifies skill gaps, plans the training calendar, designs or buys programs, runs leadership and functional training, manages the learning platform and evaluates results. The role makes sure training time is spent on the skills the business actually needs.
What is the difference between an L&D manager and a training manager?
Titles vary, but an L&D manager usually focuses on design: needs analysis, program design, leadership modules and measuring impact. A training manager usually focuses on delivery and administration: running the calendar, trainers, venues, attendance and training records, often for plants, branches or large frontline teams.
What qualifications do you need for a learning and development manager role?
Employers usually ask for an MBA or PGDM in HR, or a master's in psychology or education, plus 6 to 10 years of training experience. Certifications in instructional design, train-the-trainer or psychometric tools strengthen a profile, but a portfolio of programs you designed and evaluated matters most.