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Key Responsibilities and Required Skills for Learning Manager

💰 $ - $

Learning & DevelopmentTrainingHROrganizational Development

🎯 Role Definition

The Learning Manager (also referred to as Learning & Development Manager or Training Manager) is responsible for designing, implementing, managing, and evaluating learning and development programs that align with strategic business objectives. This role conducts needs assessments, creates blended learning solutions (e‑learning, in‑person training, workshops), manages learning technologies, tracks performance metrics, builds stakeholder relationships, and fosters a culture of continuous professional growth and capability enhancement across the organization.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Learning Coordinator
  • Training Specialist
  • HR Generalist with L&D focus

Advancement To:

  • Senior Learning & Development Manager
  • Director of Learning & Development
  • Head of Talent & Organizational Development

Lateral Moves:

  • Organizational Development Consultant
  • HR Business Partner (L&D specialization)

Core Responsibilities

Primary Functions

  • Conduct comprehensive Training Needs Analysis (TNA) to identify organizational skill gaps and priority learning areas.
  • Develop and implement a multi‑year learning strategy and roadmap aligned with corporate goals and talent development initiatives.
  • Design, build, and deliver blended learning programs, including classroom training, online modules, workshops, and coaching sessions.
  • Collaborate with subject matter experts, department leaders, HR partners, and external vendors to develop high‑impact and relevant learning content.
  • Manage and administer Learning Management Systems (LMS), ensuring the accuracy, accessibility, and continuous update of learning materials.
  • Oversee onboarding, orientation, and role‑specific learning pathways to ensure smooth integration of new employees.
  • Monitor and evaluate the effectiveness of training programs using performance metrics, feedback, assessments, and ROI analysis.
  • Lead training delivery efforts, including scheduling, facilitator coordination, and logistical planning.
  • Provide coaching and mentoring support to employees and leaders to reinforce learning and professional growth.
  • Track and report on learning KPIs and dashboards, preparing insights and recommendations for senior leadership.
  • Manage learning budgets, negotiate training vendor contracts, and ensure optimal resource allocation.
  • Develop and maintain online learning portals and digital training repositories for easy access and scalability.
  • Facilitate leadership development initiatives and succession planning learning tracks.
  • Ensure compliance with industry standards, legal training requirements, and internal learning guidelines.
  • Lead vendor selection and management for external training content and tools.
  • Advocate for and promote a culture of continuous learning, inclusion, and professional development.
  • Oversee and support certification or accreditation tracking for relevant learning programs.
  • Benchmark internal learning practices against industry best practices and innovate program design.
  • Supervise and mentor learning team members, instructional designers, and coordinators.
  • Create learning communications, enrollment campaigns and user engagement strategies to boost participation.

Secondary Functions

  • Support ad‑hoc data requests and exploratory analytics to assess learning impact.
  • Contribute to organization’s data strategy by integrating learning metrics into broader performance dashboards.
  • Collaborate with IT, HR, and business units to integrate learning platforms with HR systems.
  • Participate in cross‑functional strategic planning and change initiatives.

Required Skills & Competencies

Hard Skills (Technical)

  • Training needs analysis and competency gap identification.
  • Learning strategy development and curriculum design.
  • Instructional design for blended learning (e‑learning, workshops, classroom).
  • Learning Management System (LMS) administration and analytics.
  • E‑learning authoring tools (Articulate, Camtasia, SCORM).
  • Performance measurement and evaluation methodologies.
  • Project and budget management for training initiatives.
  • Data literacy and reporting for learning metrics.
  • Vendor selection, negotiation, and contract management.
  • Familiarity with adult learning principles and instructional models.

Soft Skills

  • Excellent verbal and written communication.
  • Strong leadership and team management capabilities.
  • High emotional intelligence and interpersonal skills.
  • Critical thinking and analytical problem solving.
  • Adaptability and flexibility in dynamic environments.
  • Collaboration and stakeholder engagement.
  • Project prioritization and organizational skills.
  • Creativity and innovation in learning solutions.
  • Professional presence and facilitation expertise.
  • Initiative and proactive mindset toward continuous improvement.

Education & Experience

Educational Background

Minimum Education:
Bachelor’s degree in Human Resources, Education, Organizational Development, or related field required.

Preferred Education:
Master’s degree in Learning & Development, Adult Education, HR Management, or MBA.

Relevant Fields of Study:

  • Organizational Development
  • Human Resource Management
  • Instructional Design & Adult Education
  • Business Administration

Experience Requirements

Typical Experience Range:
5–7+ years in learning and development, training management, or corporate L&D roles.

Preferred:
Experience leading enterprise‑wide learning initiatives, managing learning teams, and deploying LMS and blended learning strategies.

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