Key Responsibilities and Required Skills for Learning & Development Coordinator

🎯 Role Definition

The Learning & Development Coordinator (L&D Coordinator) supports the design, delivery, administration, and continuous improvement of employee learning programs across the organization. This role owns logistical execution of instructor-led and eLearning programs, administers the learning management system (LMS), coordinates onboarding and compliance training, tracks learning metrics, and partners with HR and business leaders to align development initiatives with business goals. The ideal candidate combines strong project coordination, instructional awareness, data-driven reporting, and exceptional stakeholder communication skills.

📈 Career Progression

Typical Career Path

Entry Point From:

HR Coordinator or HR Assistant transitioning into learning-focused responsibilities
Training Assistant / Training Administrator who has supported classroom or virtual training logistics
Instructional Design Junior roles or eLearning Production Assistant

Advancement To:

Senior Learning & Development Coordinator / L&D Specialist
Learning & Development Manager / Training Manager
Talent Development Manager or Organizational Development Specialist

Lateral Moves:

Talent Management Specialist
Organizational Development Analyst
HR Business Partner (with L&D specialization)

Core Responsibilities

Primary Functions

Design, coordinate, and deliver end-to-end learning experiences including instructor-led training (ILT), virtual instructor-led training (vILT), blended learning, and eLearning modules that support onboarding, leadership development, technical skills, and compliance objectives.
Administer and configure the Learning Management System (LMS), including user provisioning, course creation, enrollment workflows, SCORM/xAPI package uploads, completion tracking, and integration with HR systems (e.g., Workday, SAP SuccessFactors, Cornerstone).
Collaborate with subject matter experts (SMEs) and business stakeholders to perform training needs analysis and translate business objectives into measurable learning outcomes and curricula.
Use instructional design frameworks (ADDIE, SAM) and authoring tools (Articulate Storyline, Rise, Adobe Captivate) to create or update engaging, accessible course content and microlearning assets aligned to adult learning principles.
Plan and manage logistics for classroom and virtual sessions: scheduling, facilitator coordination, room/media setup, learning materials, travel arrangements, and post-session follow-up.
Facilitate live training sessions, webinars, and workshops when required; prepare facilitator guides, participant materials, and evaluation instruments to ensure consistent delivery and learner engagement.
Develop, manage, and report on learning metrics and KPIs (completion rates, assessment scores, time-to-competency, NPS/learner satisfaction), using data to recommend program improvements and demonstrate business impact.
Maintain and update course catalogs, training calendars, job aids, quick reference guides, and learning pathways to ensure current and accessible learning resources for employees.
Coordinate all aspects of new hire onboarding programs (orientation modules, role-based training roadmaps, buddy programs) to accelerate time-to-productivity.
Ensure compliance training programs meet regulatory, legal, and internal policy requirements; track completions, generate compliance reports, and escalate overdue training to relevant managers.
Manage vendor relationships, including sourcing external trainers, negotiating scopes of work, coordinating schedules, and overseeing quality assurance for outsourced content or services.
Build and maintain standardized templates, documentation, and quality controls for learning deliverables (storyboards, lesson plans, facilitator guides, assessments).
Create assessments, quizzes, and competency evaluations; analyze results to identify knowledge gaps and design remediation or refresher training.
Implement and maintain version control and content governance for learning assets, ensuring appropriate approval workflows and archival of outdated materials.
Support performance enablement initiatives by collaborating with People Managers to identify development plans, career pathing, and succession planning inputs.
Pilot and scale new learning technologies and methodologies (microlearning, mobile learning, social learning, AR/VR proof-of-concepts) to improve learner engagement and retention.
Execute communication plans for new programs, deadlines, and launch campaigns using email, intranet, LMS notifications, and internal marketing tactics to maximize participation.
Manage L&D project timelines, budgets, and resource allocation; prepare weekly/monthly status updates and escalate risks or delays to stakeholders.
Provide frontline L&D support to employees and managers (LMS trouble-shooting, course registration, and certification queries), maintaining high-quality service levels and SLAs.
Curate and maintain a repository of external learning resources (industry courses, conferences, certifications) and advise employees or managers on appropriate development paths.
Conduct post-training evaluation (Kirkpatrick levels 1–3) and recommend continuous improvement actions based on learner feedback, behavioral indicators, and performance data.
Support diversity, equity, and inclusion (DE&I) learning initiatives by embedding inclusive content and working with DE&I leads to schedule and promote targeted learning programs.
Coordinate cross-functional learning initiatives with HR, IT, Compliance, and Business Units to ensure alignment with strategic priorities and efficient resource use.

Secondary Functions

Support ad-hoc reporting and exploratory analysis of learning data to identify trends, ROI opportunities, and program gaps for senior L&D stakeholders.
Maintain integrations between the LMS and HRIS or single sign-on (SSO) systems; coordinate with IT on API updates, user provisioning, and data integrity issues.
Contribute to the organization's L&D strategy and roadmap by conducting benchmarking, market scans, and vendor evaluations to inform long-term investments.
Collaborate with business units to translate changing skill requirements into practical training solutions, short-term interventions, or coaching engagements.
Participate in sprint planning and agile ceremonies when the L&D team operates in an iterative delivery model for content development and technology deployments.
Assist in budget tracking and invoice reconciliation for learning programs, vendors, and subscriptions.
Support internal certification programs and maintain records of certified employees, renewals, and qualification audits.
Act as a brand ambassador for learning initiatives, representing the L&D function at cross-functional working groups and employee forums.

Required Skills & Competencies

Hard Skills (Technical)

Learning Management System (LMS) administration (e.g., Cornerstone, Workday Learning, SuccessFactors Learning, Moodle, Docebo) — user management, reporting, and integrations.
Instructional design fundamentals (ADDIE, SAM) and experience creating storyboards, facilitator guides, and assessments.
eLearning authoring tools (Articulate Storyline, Rise 360, Adobe Captivate, Camtasia) for developing interactive modules and microlearning.
Virtual training platforms (Zoom, Webex, Microsoft Teams) — best practices for engagement, breakout rooms, polling, and recording.
SCORM and xAPI (Tin Can) packaging and troubleshooting for tracking eLearning completions and interactions.
Learning analytics and reporting (Power BI, Tableau, LMS reporting modules, Excel advanced functions — pivot tables, VLOOKUP/XLOOKUP).
Assessment design, competency frameworks, and evaluation methodologies (Kirkpatrick model).
Basic project management skills (MS Project, Asana, Jira, Trello) — timeline creation, risk tracking, and stakeholder updates.
Content management and version control practices; familiarity with cloud storage/collaboration (SharePoint, Google Workspace, Confluence).
Familiarity with compliance learning requirements, recordkeeping, and audit processes.
Vendor and contract coordination for external training providers, consultants, and learning content libraries.
Multimedia basics — audio/video editing, captioning, and accessibility standards (WCAG) to ensure inclusive content delivery.

Soft Skills

Excellent verbal and written communication, with the ability to craft clear learner-facing messaging and executive summaries.
Strong stakeholder management and influencing skills — ability to partner with business leaders, SMEs, and HR peers.
Exceptional organization skills and attention to detail to manage complex calendars, materials, and multi-track programs.
Facilitation and presentation skills to engage diverse learner groups in-person and virtually.
Analytical mindset with ability to interpret learning metrics and make data-driven recommendations.
Customer-service orientation and responsiveness when supporting learners and managers.
Adaptability and resilience in a fast-paced environment, managing shifting priorities and competing deadlines.
Creativity in designing engaging learning experiences and problem solving for unique skill gaps.
Confidentiality and professionalism when handling employee development records and personal data.
Collaboration and team orientation; ability to work cross-functionally and share best practices.

Education & Experience

Educational Background

Minimum Education:

Bachelor’s degree in Human Resources, Education, Instructional Design, Organizational Development, Business Administration, or equivalent work experience.

Preferred Education:

Bachelor’s or Master’s degree in Instructional Design, Adult Education, Organizational Development, HR Management, or a closely related field.
Certifications a plus: ATD Certified Professional in Talent Development (CPTD), Certified Professional in Learning and Performance (CPLP), SHRM-CP, or relevant LMS/authoring tool certifications.

Relevant Fields of Study:

Human Resources
Instructional Design / Adult Education
Organizational Development
Business Administration
Psychology (Industrial/Organizational)

Experience Requirements

Typical Experience Range:

2–5 years in learning & development, training coordination, instructional design, or related HR/talent roles.

Preferred:

3+ years of hands-on experience administering an LMS, coordinating learning programs, and supporting instructional design and delivery.
Proven experience facilitating training, managing vendors, and producing learning analytics to demonstrate program impact.