Key Responsibilities and Required Skills for Employee Development Coordinator

🎯 Role Definition

The Employee Development Coordinator drives the delivery and continuous improvement of learning programs, onboarding, and career development initiatives. This role partners with HR business partners, managers, and subject matter experts to assess training needs, coordinate curriculum, manage learning technology (LMS), measure learning effectiveness, and support succession and performance development processes. Ideal for candidates with hands-on experience in training coordination, adult learning principles, project management, and HR processes.

📈 Career Progression

Typical Career Path

Entry Point From:

Training or HR Assistant
Talent Coordinator or Onboarding Specialist
Learning & Development Intern or Administrative Coordinator

Advancement To:

Learning & Development Specialist
Talent Development Partner
L&D Manager or Training Manager

Lateral Moves:

HR Generalist (with focus on performance and engagement)
Organizational Development Specialist

Core Responsibilities

Primary Functions

Conduct comprehensive training needs analysis in partnership with managers and HR business partners to identify skill gaps, competency requirements, and prioritized development opportunities across departments.
Design, coordinate, and deliver instructor-led and virtual training sessions including onboarding, compliance, leadership development, and role-specific technical training, ensuring alignment with company competencies and performance goals.
Manage the learning management system (LMS) including course setup, enrollments, user support, reporting, content updates, and ensuring accurate training records and compliance tracking.
Develop and maintain engaging learning materials and job aids (presentations, facilitator guides, e-learning modules, videos, and quick reference guides) using adult learning principles and multimedia authoring tools.
Collaborate with subject matter experts and department leaders to convert on-the-job knowledge into standardized training curricula and scalable programs.
Coordinate end-to-end onboarding programs—scheduling orientation sessions, coordinating cross-functional introductions, preparing new hire training plans, and tracking completion and time-to-productivity metrics.
Facilitate manager-led development programs and workshops (performance coaching, feedback, goal setting, and career conversations) and equip managers with coaching tools and templates.
Implement blended learning solutions that combine virtual workshops, e-learning, microlearning, and on-the-job assignments to increase retention and transfer of learning.
Oversee vendor relationships for external training partners, negotiate scope and pricing, manage contracts, and evaluate vendor performance and ROI of external programs.
Establish and monitor key learning metrics and KPIs (completion rates, engagement scores, learning satisfaction, competency improvements, and business impact) and produce monthly and quarterly L&D performance reports.
Run pilot programs and proof-of-concept learning interventions to test new formats, technologies, or curricula, gather learner feedback, and iterate before full rollout.
Maintain a centralized development calendar and coordinate logistics for training events (room bookings, virtual platforms, equipment, training materials, catering, and communication) to ensure professional delivery.
Administer certification and compliance programs—track required training, escalate non-compliance, provide remediation plans, and maintain audit-ready documentation.
Support succession planning activities by mapping competencies, tracking talent readiness, and coordinating development plans for high-potential employees.
Design and implement mentoring, buddy, and peer learning programs to accelerate skill transfer and reinforce organizational culture and knowledge sharing.
Conduct pre- and post-training assessments, evaluate learning effectiveness using Kirkpatrick or similar models, and translate results into actionable improvements and recommendations.
Manage training budgets, track expenditures, process vendor invoices, and ensure cost-effective delivery of development initiatives.
Serve as a change agent by communicating L&D initiatives, promoting continuous learning culture, and driving adoption of new learning tools and processes across the organization.
Customize learning paths and development plans for different employee populations (new hires, managers, high-potentials, remote teams), ensuring equitable access and relevance.
Provide one-on-one coaching and career development guidance to employees, help them interpret assessments, and co-create individualized development plans aligned to career goals.
Maintain up-to-date knowledge of industry best practices, learning technologies, instructional design trends, and compliance requirements to keep programs modern and effective.
Lead cross-functional project workstreams related to talent initiatives (performance calibration, competency framework updates, organizational change training) and ensure on-time delivery and stakeholder alignment.

Secondary Functions

Support ad-hoc data requests and exploratory data analysis.
Contribute to the organization's data strategy and roadmap.
Collaborate with business units to translate data needs into engineering requirements.
Participate in sprint planning and agile ceremonies within the data engineering team.
Provide administrative support for HR initiatives, including scheduling interviews, creating HR communications, and maintaining development records.
Assist in internal communications to promote learning events, new content releases, and participation incentives.
Help maintain and curate a centralized library of learning resources and recorded training sessions.
Assist in onboarding technology improvements and troubleshooting basic LMS and virtual classroom issues.

Required Skills & Competencies

Hard Skills (Technical)

Learning Needs Analysis and Training Needs Assessment
Learning Management System (LMS) administration (e.g., Cornerstone, Workday Learning, SuccessFactors, Moodle)
Instructional design fundamentals and e-learning authoring tools (Articulate Storyline, Rise, Captivate, Camtasia)
Virtual classroom platforms (Zoom, Teams, Webex) setup and facilitation
Curriculum development and blended learning program design
Training evaluation and measurement (Kirkpatrick model, ROI analysis, data-driven reporting)
Competency modeling and career path framework implementation
Content creation (presentations, facilitator guides, microlearning assets, video) and multimedia editing
Project management and event/logistics coordination (scheduling, vendor management, budget tracking)
Performance management support and coaching tools implementation
Basic HRIS and data reporting (Excel pivot tables, basic SQL or dashboard tools like Power BI/Tableau)
Compliance and certification program administration
Vendor selection, contract management, and RFP coordination

Soft Skills

Strong stakeholder relationship management and cross-functional collaboration
Excellent facilitation and public speaking skills for engaging training delivery
High emotional intelligence and coaching aptitude to support employee development conversations
Strong organizational skills with attention to detail, especially in record-keeping and reporting
Problem-solving mindset and continuous improvement orientation
Ability to prioritize multiple projects and manage deadlines in a dynamic environment
Adaptability and comfort with learning technology adoption and change management
Clear written communication for training materials, internal communications, and executive summaries

Education & Experience

Educational Background

Minimum Education:

Bachelor’s degree in Human Resources, Organizational Development, Education, Business Administration, or related field.

Preferred Education:

Bachelor’s degree with certifications in instructional design, training delivery, or HR (CPLP, ATD, SHRM-CP) or a related postgraduate credential.

Relevant Fields of Study:

Human Resources Management
Organizational Development / Industrial-Organizational Psychology
Education / Adult Learning Theory
Business Administration / Project Management

Experience Requirements

Typical Experience Range: 2–5 years in learning & development, training coordination, HR development, or related functions.

Preferred: 3–5 years of demonstrated experience in L&D or talent development with hands-on LMS administration, curriculum development, and facilitation experience. Prior exposure to performance management, succession planning, and data-driven learning analytics is highly desirable.