Anyone can put together a training session. But getting employees to actually learn, use, and stay engaged? If only it were as easy as sending them a training video and calling it a day. But you know it is not. As a Learning and Development Manager, you need to design learning experiences people actually want to participate in, and prove that your training delivers results.
So, what sets a great L&D manager apart from the rest? We have outlined 20 responsibilities, skills, and qualifications that every L&D manager needs to excel. Let’s break down what it takes to lead, innovate, and create a culture of continuous learning.
In A Rush? Here Are The Core Skills To Look For In An L&D Manager
- Instructional design
- Training needs analysis
- Learning technology proficiency
- Coaching and mentoring
- Data-driven decision-making
- Stakeholder collaboration
- Change management
- Employee engagement strategies
What Does A Learning & Development Manager Do?
A Learning and Development Manager designs and implements training programs to improve employee skills, performance, and career growth. They assess training needs, develop learning strategies, and ensure teams stay competitive and engaged.
Your Next Must-Read Blogs
????️ How To Calculate Absenteeism Rate & Improve Attendance
???? 11 Most Effective Performance Management Strategies To Try
???? Offer Letter vs Employment Contract: Differences Explained
Responsibilities, Skills, & Qualifications Of An Effective L&D Manager
Here’s what defines an effective Learning & Development Manager—core responsibilities, necessary skills, and key qualifications:
1. Identify Training Needs
An L&D manager regularly assesses employee performance, feedback, and company goals to pinpoint skill gaps. They conduct employee feedback surveys, analyze productivity data, and consult with department heads to determine the highest-priority training needs for teams to stay competitive.
Skills & Qualifications Needed:
- Analytical thinking: Assess performance metrics, survey results, and productivity reports to identify skill gaps.
- Communication skills: Conduct in-depth discussions with department heads and employees to uncover skill gaps and training priorities, and apply written communication skills to create training outlines.
- Attention to detail: Analyze job roles and competency frameworks to tailor training programs that directly address workforce skill gaps.
- HR professional or L&D experience: Provide knowledge of workforce development best practices and training assessment methods.
- Data interpretation: Translate qualitative and quantitative feedback into actionable learning strategies.
2. Develop Learning Strategies
L&D managers design training activities that align with business goals and employee development plans. These include blended learning, microlearning, and competency-based training to improve engagement and retention.
Skills & Qualifications Needed:
- Strategic thinking: Direct learning initiatives to support long-term business success and workforce growth.
- Instructional design: Shape effective learning experiences with right instructional strategies and technologies.
- Creativity: Spark fresh ideas for interactive and dynamic training programs that enhance engagement.
- Project management: Coordinate resources, timelines, and goals for a successful training program delivery.
- Knowledge of adult learning principles: Tailor content to different learning styles and ensure effective knowledge retention.
3. Create Training Programs
Learning and development managers develop detailed course materials, including interactive presentations, hands-on exercises, video tutorials, and assessments, to reinforce key learning outcomes.
They also choose the most effective training formats like in-person workshops for soft skills, online courses for scalable learning, or blended learning for a mix of self-paced and instructor-led training.
Skills & Qualifications Needed:
- Curriculum development: Create structured and goal-oriented training and development activities.
- Content creation: Design training materials, presentations, manuals, and eLearning modules.
- Collaboration skills: Coordinate with subject matter experts, trainers, and company leaders to develop effective programs.
- Tech-savviness: Support the use of eLearning platforms and digital training tools.
- Time management: Facilitate delivering training programs on schedule and within deadlines.
4. Implement eLearning Solutions
Part of an L&D manager’s responsibility is to integrate eLearning courses as flexible and scalable training options. They evaluate and implement learning platforms like Moodle or TalentLMS, upload interactive course content, and track learner engagement through completion rates and assessment scores.
Skills & Qualifications Needed:
- SCORM & xAPI knowledge: Facilitate the effective deployment of eLearning content across multiple platforms.
- User Experience (UX) design: Optimize course layouts and navigation for an engaging and accessible learning experience.
- Instructional technology integration: Select and configure digital tools to enhance interactive learning experiences.
- Data analytics & learning metrics: Track learner performance, engagement rates, and ROI to refine training programs.
- Multimedia development: Create interactive content using tools like Articulate, Adobe Captivate, or Vyond for dynamic learning experiences.
5. Stay Updated On Industry Trends
A company’s learning and development department continuously researches emerging learning technologies, workforce development trends, and best practices to keep training programs relevant.
Skills & Qualifications Needed:
- Research skills: Gather insights on new training methods, tools, and industry developments.
- Networking: Strengthen professional networks to learn, collaborate, and stay informed on emerging trends.
- Critical thinking: Assess which trends are valuable and applicable to the company’s learning strategy.
- Adaptability: Update training programs to reflect changing industry trends and employee requirements.
- Strategic foresight: Anticipate future skill demands and proactively adjust learning initiatives.
6. Conduct In-Person & Virtual Training Sessions
An L&D manager delivers structured training sessions in conference rooms or virtual platforms while using interactive techniques and real-world case studies to simplify complex topics. To cater to different learning styles, they integrate visual aids, hands-on activities, and digital tools.
Skills & Qualifications Needed:
- Public speaking: Ensure confident and clear delivery of training content to diverse audiences.
- Facilitation skills: Encourage discussions, answers questions, and keeps participants engaged.
- Technical proficiency: Support the use of video conferencing tools, LMS platforms, and interactive training software.
- Adaptability: Adjust training approaches to fit in-person and virtual environments effectively.
- Interpersonal skills: Build rapport with learners to make training more interactive and impactful.
7. Select & Manage External Training Providers
To enhance workforce development, companies rely on L&D managers to source, evaluate, and manage third-party training providers. They conduct market research to identify reputable vendors, negotiate cost-effective contracts, and ensure external trainers customize programs to meet business objectives.
Skills & Qualifications Needed:
- Vendor management: Oversee training partnerships for efficient service delivery and contract alignment.
- Negotiation skills: Secure cost-effective training solutions without compromising quality.
- Quality assessment: Evaluate training providers based on effectiveness, relevance, and learner feedback.
- Budget management: Manage training budgets to maximize company resources and achieve measurable ROI.
- Attention to detail: Review contracts, course content, and provider credentials to ensure compliance and quality.
???? Interesting Insight
Nearly 70% of frontline leaders seek leadership skill development this year.
(Source)
8. Develop Coaching & Mentoring Programs
L&D managers design structured coaching and mentoring initiatives to support employee growth and leadership development. They identify mentors, match them with mentees, and provide guidance for meaningful professional development.
Skills & Qualifications Needed:
- Program development: Develop structured coaching and mentoring programs that support organizational goals.
- Relationship-building: Build trust between mentors and mentees to create a supportive learning environment.
- Communication skills: Provide clear guidance for mentors and mentees on expectations, goals, and feedback processes.
- Performance tracking: Measure the effectiveness of coaching and mentoring programs using progress assessments.
- Leadership skills: Encourage knowledge-sharing and skill development among employees to build future leaders.
9. Ensure Training Accessibility
Accessible training empowers all employees to learn effectively, regardless of location, ability, or learning preference. For this, L&D managers implement adaptive learning technologies, provide assistive resources, and ensure courses are available across desktop, mobile, and offline formats.
Skills & Qualifications Needed:
- Knowledge of accessibility standards: Apply ADA, WCAG, and inclusion standards to create accessible learning experiences.
- Tech proficiency: Optimize learning platforms for mobile, desktop, and assistive technologies.
- Empathy: Understand diverse learning needs and creates inclusive training experiences.
- Problem-solving: Identify and remove barriers that prevent employees from accessing training.
- Attention to detail: Refine training materials to accommodate diverse learning needs and delivery methods.
10. Build A Continuous Learning Culture
Part of an L&D manager’s job is to embed learning into daily work routines so employees continuously develop their skills. They integrate bite-sized learning modules, facilitate peer coaching sessions, and implement on-the-job training programs.
Skills & Qualifications Needed:
- Leadership skills: Inspire employees to embrace lifelong learning and professional development.
- Employee engagement: Create initiatives that motivate employees to take ownership of their learning journey.
- Creativity: Design innovative ways to integrate learning into workplace routines and company culture.
- Collaboration skills: Work with managers and HR teams to embed learning opportunities into everyday tasks.
- Strategic planning: Develop and focus on implementing learning strategies that contribute to sustained business growth and employee development.
11. Evaluate Training Effectiveness
L&D managers measure how effectively training programs drive employee growth and business success. They analyze knowledge retention rates, productivity improvements, and engagement metrics to gather insights.
Skills & Qualifications Needed:
- Data analysis: Assess training impact using performance metrics, assessments, and employee feedback.
- Critical thinking: Review training results to identify strengths, weaknesses, and opportunities for improvement.
- Survey and feedback collection: Gather insights from participants to refine future learning initiatives.
- Problem-solving: Adjust training strategies based on evaluation results to improve effectiveness.
- Attention to detail: Examine training reports closely to identify trends, inconsistencies, and areas for improvement.
12. Improve Learning Programs
L&D managers continuously adapt training programs to employee needs and industry shifts. They analyze learner feedback, performance trends, and industry benchmarks to identify gaps and opportunities for improvement.
Skills & Qualifications Needed:
- Data analysis: Helps assess learner progress, engagement trends, and training effectiveness.
- Instructional design: Designs training programs for maximum retention and impact.
- Adaptability: Update training content in response to changing business needs.
- Stakeholder collaboration: Facilitate discussions with managers and employees to refine training strategies.
- Technology proficiency: Support the integration of new learning tools and platforms for improved engagement.
13. Analyze Training ROI
Measuring the ROI of training programs helps L&D managers demonstrate their impact on business performance. They track course completion rates, employee skill progression, and post-training productivity metrics, using data from different sources.
Skills & Qualifications Needed:
- Data analysis: Measure training effectiveness using key performance indicators (KPIs) and business metrics.
- Financial literacy: Assess training costs and benefits to ensure a positive return on investment.
- Reporting skills: Communicate training impact to stakeholders using clear, data-driven insights.
- Problem-solving: Identify areas for improvement to make training more efficient.
- Attention to detail: Ensure all training data, from costs to outcomes, is recorded and analyzed correctly.
14. Ensure Compliance Training
An L&D Manager develops and oversees compliance training to ensure employees follow industry regulations, company policies, and legal requirements. They update training materials based on regulatory changes, track employee completion rates, and enforce mandatory training deadlines.
Skills & Qualifications Needed:
- Knowledge of regulations: Keep training up to date with compliance standards to reduce legal risks.
- Attention to detail: Review training content carefully to cover every required compliance area.
- Project management: Organize training schedules, track completions, and ensure deadlines are met.
- Communication skills: Clearly explain compliance requirements to employees and leadership.
- Data tracking: Monitor compliance training progress and reports completion rates to stakeholders.
???? Did You Know?
Only 21% of college grads fully apply their education in their careers.
(Source)
15. Use Learning Management Systems (LMS)
L&D managers configure user roles, automate course assignments, and integrate the LMS with HR and performance management systems to ensure seamless learning experiences.
Skills & Qualifications Needed:
- LMS administration: Ensure effective management of training content, user access, and system updates.
- Technical proficiency: Help troubleshoot LMS issues and integrate new learning tools.
- Data analysis: Track learner engagement, course completion rates, and training effectiveness.
- Content management: Organize and update training materials to keep programs relevant and accessible.
- Problem-solving: Identify and resolve technical or user-related issues to enhance the learning experience.
16. Work With Department Heads
Effective training programs require close collaboration between L&D managers and department heads to align training programs with business objectives and team needs. They gather insights on skill gaps, develop role-specific training, and ensure employees receive relevant learning opportunities to improve job performance.
Skills & Qualifications Needed:
- Collaboration skills: Build strong relationships with department leaders to create targeted team training programs.
- Strategic thinking: Align learning initiatives with company goals and department priorities.
- Communication skills: Facilitate discussions, gather feedback, and ensure training expectations are clear.
- Problem-solving: Identify department-specific training challenges and create customized learning solutions.
- Stakeholder management: Manage department requests and keep training programs clear and effective for everyone.
17. Manage & Develop A Team
A strong learning and development team needs clear direction, hands-on mentorship, and ongoing support. L&D managers guide their teams and make sure they get the tools, technology, and training needed to succeed.
Skills & Qualifications Needed:
- Leadership skills: Guide and motivate the team to drive success in training programs.
- Coaching & mentoring: Help team members develop their skills and grow in their roles.
- Performance management: Set goals, track progress, and provide feedback to improve team performance.
- Collaboration skills: Ensure smooth communication and coordination within the team.
- Conflict resolution: Manage disputes to maintain a positive and productive work environment.
18. Communicate Training Outcomes
An L&D manager presents training results to executives, department heads, and employees to show the impact of learning initiatives.
Skills & Qualifications Needed:
- Reporting skills: Create clear, data-driven summaries of training effectiveness.
- Presentation skills: Deliver training outcomes in a compelling and easy-to-understand manner.
- Data analysis: Interpret learning metrics to demonstrate business impact.
- Stakeholder management: Bridge the gap between training outcomes and executive expectations to support company goals.
- Communication skills: Breaks down complex data into clear, actionable insights for different audiences.
19. Drive Employee Engagement
Learning and development managers create training programs that motivate employees to actively participate in learning and development. They integrate gamification elements, offer career progression pathways, and provide personalized learning experiences to keep employees motivated and invested in their growth.
Skills & Qualifications Needed:
- Employee motivation: Develop learning initiatives that encourage active participation and sustained employee engagement.
- Creativity: Create dynamic and engaging learning experiences to keep employees invested.
- Communication skills: Clearly convey the benefits of training to encourage participation.
- Data analysis: Track engagement levels and adjust programs to improve learning experiences.
- Collaboration skills: Work with managers to integrate training into daily workflows.
20. Champion Diversity & Inclusion
Building a diverse and inclusive workplace starts with intentional and equitable training programs. For this, L&D managers design courses that incorporate diverse perspectives, culturally inclusive language, and accessibility features for a fair and impactful experience for all employees.
Skills & Qualifications Needed:
- Cultural awareness: Design training that respects and values diverse perspectives.
- Inclusive communication: Ensure learning materials and sessions are accessible and welcoming to all employees.
- Program development: Create diversity and inclusion training that aligns with company values and goals.
- Empathy: Support a safe learning environment where employees feel heard and valued.
- Analytical thinking: Evaluate training impact on workplace diversity and make improvements as needed.
How Much Do They Earn? Learning & Development Manager Salary
Learning and development managers earn an average of $7,600-$9,200 per month, which amounts to $91,200-$110,400 per year. Salaries vary based on experience, location, and company size:
- Experience:
- Entry-Level (0-5 years): Approximately $61,933 per year.
- Mid-Career (5-10 years): Around $93,310 per year.
- Senior-Level (10+ years): Up to $140,584 per year.
- Education:
- Bachelor’s Degree: Median salary of $124,992 annually.
- Master’s Degree or MBA: Median salary of $136,800 annually.
- Location:
- San Diego, CA: $155,108 per year
- Albany, NY: $136,919 per year
- Denver, CO: $105,807 per year
- Outsourcing to the Philippines: $12,000 – $18,000 per year
- Outsourcing to India: $10,000 – $16,000 per year
- Company Size:
- Small Companies: Offer salaries on the lower end of the spectrum
- Large Corporations: Provide higher salaries, sometimes exceeding $137,100 annually
- Industry:
- Technology: Offers higher salaries because of the demand for specialized skills
- Non-Profit: Offer lower salaries compared to the corporate sector
???? Surprising Fact
60% of corporate recruiters see online degrees as equal to in-person degrees.
(Source)
Learning & Development Manager Job Description + PDF Template
Here’s a Learning & Development Manager job description that you can customize to match your company’s needs:
[Download L&D Manager Job Description Template Here]
| Job Title: Learning & Development Manager Department: Human Resources / Learning & Development Reports To: Director of HR / Chief Learning Officer Location: [Company Location or Remote] Job Type: Full-time Job Overview The Learning & Development Manager is responsible for designing, implementing, and evaluating training programs that enhance employee skills, support career growth, and align with business objectives. This role requires expertise in instructional design, learning technologies, and performance management to ensure training initiatives improve workforce productivity and engagement. Key Responsibilities – Identify skill gaps and training needs through performance data and feedback. – Develop and implement training programs that align with company goals. – Create instructional materials, including manuals, presentations, and eLearning content. – Deliver in-person and virtual training sessions for employees and managers. – Manage Learning Management Systems (LMS) and track training completion rates. – Evaluate training effectiveness using assessments, feedback, and performance metrics. – Oversee compliance training to meet legal and industry standards. – Support leadership development through coaching and mentoring programs. – Collaborate with department heads to ensure training meets business needs. – Manage training budgets, vendor contracts, and learning resources. Required Skills & Qualifications – Bachelor’s degree in Human Resources, Organizational Development, Education, or a related field (Master’s degree preferred). – 3-5 years of experience in training and development, instructional design, or corporate learning. – Strong understanding of adult learning theories and instructional design models. – Proficiency in Learning Management Systems (LMS) and eLearning tools (e.g., Articulate, Adobe Captivate, or TalentLMS). – Excellent facilitation and presentation skills for delivering engaging training sessions. – Strong analytical skills to evaluate training effectiveness and ROI. – Ability to manage multiple projects and work cross-functionally with leadership teams. – Familiarity with compliance and regulatory training requirements. Preferred Qualifications – Certifications (e.g., CPTM, ATD-CPTD, SHRM-CP, or similar learning & development credentials). – Experience in leadership development, succession planning, or coaching programs. – Background in instructional design, curriculum development, or employee engagement strategies. Compensation & Benefits (Customize as needed) – Competitive salary based on experience. – Health, dental, and vision insurance. – 401(k) with company match. – Professional development opportunities.Hybrid or remote work flexibility. How to Apply Interested candidates can apply by submitting a resume and cover letter to [Company Email] or visiting [Company Website/Careers Page]. |
Conclusion
Learning should be a business driver, not a time filler. If you’re hiring a Learning and Development manager, choose leaders who align learning with business goals and build a growth-driven culture. If you’re in the role, take a step back and assess what’s working, what’s not, and what needs to change.
Hiring a top-tier L&D manager shouldn’t be a gamble. At Genius, we’ve built a smarter, cost-effective way to find A+ talent from the Philippines and Latin America—at 80% cost savings. How? Local university networks, on-ground recruiters, a 12-step vetting process, and a culture-fit guarantee. Share your hiring needs and take employee learning to the next level.
FAQs
What are some common interview questions for a Learning and Development Manager?
You can ask about experience in designing and implementing training programs, measuring learning effectiveness, and managing budgets. Here are some questions you can use:
- Can you describe a successful training program you developed?
- How do you assess training needs within an organization?
- What strategies do you use to measure the impact of learning initiatives?
What is the role of L&D operations?
L&D operations manage the logistics, technology, and execution of training programs within an organization. This includes overseeing learning platforms, tracking employee progress, ensuring compliance, and optimizing training resources for efficiency and impact.
What is the difference between a Training and Development manager and a Learning and Development Manager?
A Training and Development Manager focuses on designing, implementing, and overseeing employee training programs to improve job-specific skills and performance. A Learning and Development Manager takes a broader approach, focusing not just on training but also on long-term workforce growth, leadership development, and aligning learning strategies with business goals.
What is the best degree for a Learning and Development Manager?
A bachelor’s degree in Human Resources, Education, Organizational Development, or Business Administration is ideal for a certified professional L&D Manager. A master’s degree in Training & Development, Instructional Design, or Leadership can provide additional expertise for higher-level roles.
