Key Responsibilities and Required Skills for Learning Consultant

🎯 Role Definition

A Learning Consultant is a strategic partner who diagnoses performance gaps and designs, develops, and implements high-impact learning solutions that align with and drive business objectives. This role moves beyond traditional training to encompass performance consulting, change management, and talent development strategy. You will act as a trusted advisor to business leaders, leveraging your expertise in adult learning principles and instructional design to create engaging learning experiences that foster skill development, enhance employee performance, and cultivate a culture of continuous learning across the organization.

📈 Career Progression

Typical Career Path

Entry Point From:

Instructional Designer
Corporate Trainer / Facilitator
HR Business Partner (with L&D focus)

Advancement To:

Senior or Principal Learning Consultant
Manager/Director of Learning & Development
Head of Talent Management

Lateral Moves:

Organizational Development Consultant
Talent Management Specialist
Change Management Lead

Core Responsibilities

Primary Functions

Act as a strategic performance consultant, engaging with senior leaders and key stakeholders to conduct in-depth needs analyses and identify the root causes of business challenges and performance gaps.
Design and develop comprehensive, end-to-end learning strategies and roadmaps for various departments, functions, and leadership levels that directly support critical business initiatives.
Create innovative and engaging blended learning solutions, including instructor-led training (ILT), virtual instructor-led training (VILT), interactive eLearning modules, microlearning, job aids, and performance support tools.
Lead the full project lifecycle for major learning initiatives, from initial scoping, needs assessment, and design through to development, implementation, and evaluation, ensuring projects are delivered on time and within budget.
Develop and implement robust measurement strategies to evaluate the effectiveness and business impact of learning programs, using models like the Kirkpatrick Model to report on ROI and ROE (Return on Expectation).
Serve as a master facilitator, confidently delivering high-stakes training programs and workshops for diverse audiences, including senior leadership and executive teams.
Partner closely with HR Business Partners and business unit leaders to integrate learning solutions into broader talent management processes, such as onboarding, career pathing, and succession planning.
Manage relationships with external training vendors and content providers, overseeing contract negotiations, content quality, and integration into the existing learning ecosystem.
Champion the adoption of new learning technologies and methodologies, staying abreast of industry trends to continuously innovate and enhance the learner experience.
Design and maintain comprehensive learning curricula for specific job families or competency models, ensuring a clear development path for employees at all levels.
Conduct thorough audience analysis to tailor learning content, delivery methods, and communication strategies to the specific needs of the target learners.
Develop communication and change management plans to drive awareness, adoption, and engagement with new learning programs and initiatives.
Utilize Learning Management Systems (LMS) and other learning technologies to deploy, track, and report on learning activities and program completion.
Provide expert consultation on instructional design and adult learning theory to subject matter experts (SMEs) and other stakeholders, enabling them to contribute effectively to content development.
Revise and update existing training materials to ensure they remain relevant, accurate, and impactful in a rapidly changing business environment.
Spearhead the design of large-scale leadership development programs aimed at building critical capabilities within the management and executive ranks.
Analyze learning data and metrics to identify trends, insights, and opportunities for improvement in the overall L&D strategy.
Coach and mentor junior members of the Learning & Development team, sharing best practices in instructional design, facilitation, and consulting.
Develop and manage the learning and development budget for assigned projects or business units, ensuring optimal allocation of resources.
Lead focus groups and user testing sessions to gather feedback and iteratively improve learning solution design and usability.
Create and curate digital learning resource libraries and knowledge bases to support self-directed, on-demand learning for employees.

Secondary Functions

Support the selection and implementation of new learning technologies, platforms, and tools (e.g., LXP, assessment tools).
Contribute to the organization's overall talent strategy and people development roadmap by providing L&D-specific insights.
Collaborate with the communications team to market learning opportunities and success stories throughout the organization.
Participate in cross-functional project teams as the dedicated learning expert, ensuring training and performance support are integrated into new system rollouts or process changes.

Required Skills & Competencies

Hard Skills (Technical)

Instructional Design & Curriculum Development: Mastery of creating comprehensive, end-to-end learning journeys and programs using models like ADDIE, SAM, or Agile.
Adult Learning Theory: Deep knowledge of andragogy, motivational theories, and cognitive science principles to design effective learning experiences.
Learning Technologies: Proficiency with authoring tools (e.g., Articulate 360, Adobe Captivate), Learning Management Systems (LMS) (e.g., Workday Learning, Cornerstone), and Learning Experience Platforms (LXP).
Needs Analysis & Performance Consulting: Expertise in conducting gap analysis, root cause analysis, and recommending solutions that may or may not be training-based.
Program Evaluation & Data Analysis: Ability to measure learning impact using frameworks like Kirkpatrick or Phillips ROI and analyze data to tell a compelling story.
Facilitation (Virtual & In-Person): Advanced skills in leading engaging and effective training sessions for all levels of an organization, including executive audiences.

Soft Skills

Stakeholder Management & Consulting: Proven ability to build credibility, establish rapport, and influence senior leaders and stakeholders.
Strategic Thinking: Capacity to connect learning initiatives directly to broader business goals and anticipate future development needs.
Project Management: Strong organizational skills to manage multiple complex projects simultaneously, from inception to completion.
Communication & Presentation: Exceptional verbal and written communication skills, with the ability to articulate complex ideas clearly and persuasively.
Business Acumen: Solid understanding of general business operations, financial metrics, and how different functions contribute to organizational success.
Problem-Solving & Ambiguity Tolerance: Ability to thrive in a fast-paced environment, creatively solve problems, and make progress with incomplete information.

Education & Experience

Educational Background

Minimum Education:

Bachelor’s Degree in a relevant field.

Preferred Education:

Master’s Degree in Instructional Design, Adult Education, Organizational Development, or I/O Psychology.
Professional certifications (e.g., CPTD, CPLP) are highly regarded.

Relevant Fields of Study:

Education & Adult Learning
Human Resources
Organizational Psychology
Communications

Experience Requirements

Typical Experience Range: 5-10 years of progressive experience in a Learning & Development, Talent Development, or related role.

Preferred: Demonstrated experience in a consulting capacity (internal or external), with a portfolio showcasing the design and impact of strategic learning solutions for a complex, corporate environment.