UK

United Kingdom · Learning and Development · Entry Level (0-2 years)

L&D and Engagement Coordinator

Here is the whole job, in plain words. What it is, a real day, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

  • Experience bandEntry Level (0-2 years)
  • Direct reportsNo direct reports
  • Reports toEmployee Engagement Specialist
  • UK framework levelUsually someone starting out, or keeping a process running

Also advertised as Junior Employee Engagement Specialist · Learning & Development Assistant · People Experience Coordinator

Built on an analysis of 43,079 real UK job descriptions · grounded in qualifications employers recognise

Start with a free Future Fluency check, tuned to L&D and Engagement Coordinator

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1What this role really is

This role is all about helping out with the nuts and bolts of making our workplace a better place. You'll be the person behind the scenes, making sure our engagement surveys run smoothly and our learning programmes get to the right people. Think of yourself as the engine room for keeping our employees happy and skilled up. It's a foundational role, meaning you'll learn a huge amount about how a modern L&D team actually works, day-to-day. You'll be supporting the wider team, making sure they've got what they need to do their bigger, more strategic work.

2What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

Glint / Culture Amp (Engagement & Survey Platforms)Intermediate

Administering existing surveys, managing participant lists, pulling standard response rate reports, and exporting raw data for analysis.

Cornerstone OnDemand / Workday Learning (LMS/LXP)Basic

Uploading content (e.g., SCORM files, PDFs), managing user enrollments for courses, and pulling basic completion reports.

Excel (Power Query, PivotCharts)Intermediate

Cleaning exported survey data, creating pivot tables to summarise findings, and generating basic charts to visualise data for reports.

CanvaBasic

Making minor edits to existing communication templates (e.g., updating dates on a survey reminder graphic) or creating simple social media graphics for L&D events.

MS Teams / SlackIntermediate

Communicating with team members, participating in project channels, scheduling meetings, and sharing files.

Workday HCM / SAP SuccessFactors (HRIS)Basic

Running pre-built reports to pull employee demographic data (e.g., department, tenure) needed for survey participant lists or basic segmentation.

3What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choiceComing inWhere you are nowThe step above
Survey Content ChangesEscalate to manager for review and approval.Propose changes to manager; implement minor edits with manager's sign-off.Design new survey questions and modules with input from relevant stakeholders; final approval from Director.
LMS Programme ScheduleExecute according to existing schedule; escalate any conflicts or issues to manager.Adjust schedules for individual courses within a programme, informing manager.Define and manage the overall learning programme schedule for a business unit.
External Vendor CommunicationDraft emails for manager's review; participate in calls but don't lead.Communicate directly with vendors on routine support issues (e.g., platform bugs).Lead discussions with vendors on new features, contract renewals, or issue resolution.
Budget AllocationNo authority. Escalate any potential costs to manager.Recommend small purchases (e.g., £100 for a workshop supply) to manager for approval.Manage a small project budget (e.g., £5K-£10K) with oversight from Director.

4How you'll be judged

The scoreboard, honestly: the hard targets, how often each one is actually looked at, and the quiet human signals that never make it onto a dashboard.

Survey Response Rates
The percentage of employees who complete our pulse or census surveys.
Target · Achieve >75% for census surveys and >60% for pulse surveys.

For the Q1 Pulse Survey, 62% of employees completed it, hitting the target.

Report Generation Timeliness
How quickly standard reports are pulled and shared after a survey closes or a learning programme finishes.
Target · All standard reports delivered within 48 hours of request or deadline.

The Q4 engagement survey summary report was shared with the Engagement Specialist within 36 hours of the survey closing.

LMS Content Accuracy & Availability
The error rate on course uploads, user enrollments, and ensuring learning content is live when it should be.
Target · <2% error rate on course uploads and user enrollments; 100% of scheduled content live on time.

Out of 50 new course enrollments last month, only 1 had an incorrect user group, resulting in a 2% error rate, which we're aiming to reduce.

Administrative Task Completion Rate
The percentage of assigned administrative tasks (e.g., scheduling, data entry, email drafts) completed on time.
Target · >95% of tasks completed by their agreed deadline.

Last week, 19 out of 20 assigned tasks were completed on time, including all workshop scheduling and email drafts.

Stakeholder Feedback & Support Quality
How helpful and responsive you are to internal team members and managers asking for support.
  • Your manager will get informal feedback from L&D Programme Managers or HR Ops saying things like, 'They were really quick to help with that LMS issue' or 'The survey support emails were clear and helpful.' You'll also be seen as someone who proactively asks if others need help.
Learning & Initiative
How quickly you pick up new tools and processes, and if you're looking for ways to improve things, even small ones.
  • You'll be asking smart questions, taking notes, and then applying what you've learned without needing to be told twice. You might even suggest a slightly better way to do a routine task, showing you're thinking about efficiency. Your manager will notice you're not making the same mistake repeatedly.
Documentation & Process Adherence
How well you follow existing processes and keep our internal guides updated.
  • Your work will consistently follow the established steps for survey setup or content upload. When a process changes, you'll update the relevant internal document. Other team members can easily pick up your work because it's well-organised and documented.

5Would you like it

The honest version. What people enjoy, and what grinds them down.

What people enjoy
Making a Tangible Difference to People's Work Lives

You'll get a kick out of seeing a new learning module go live that you helped upload, or knowing that the survey results you helped summarise are going to spark real changes. It's about contributing to a better employee experience.

Seeing a positive comment about a new course you helped launch, or hearing a manager talk about actions they're taking based on survey data you helped process.

Learning & Skill Development

You're keen to soak up knowledge about people analytics, instructional design, and engagement strategies. This role is a fantastic launchpad, and you'll enjoy the constant learning curve.

Excited to learn a new feature in Glint, or asking your manager for resources on how to write better survey questions.

Being Part of a Supportive Team

You thrive in an environment where people help each other out and you feel comfortable asking questions. You'll enjoy the collaborative aspect of working closely with your manager and the wider L&D team.

Volunteering to help a colleague with a task, or feeling comfortable asking your manager for clarification without feeling silly.

What frustrates people
  • Dealing with messy data exports that need a lot of cleaning before you can even start summarising.
  • Chasing people for information or approvals, which can feel a bit like herding cats.
  • Having to follow a process that feels a bit clunky or old-fashioned, even if you see an easier way.
  • Not always seeing the immediate impact of your work, as some initiatives take months to show results.
What this role does not give you
  • High-level strategic planning or decision-making authority.
  • Deep statistical analysis using advanced tools like R or Python.
  • Independent project ownership from concept to delivery (you'll support projects).
  • A quiet, solitary work environment (it's collaborative and often busy).

6Who you work with

You're crucial for the smooth running of our engagement and learning efforts. If you get the survey links out on time, people participate. If you upload the right course, people learn. Your work directly supports the data collection that informs our people strategy and ensures our employees feel valued and developed. Honestly, without this role, the whole L&D machine would grind to a halt on the operational side.

Inside the business
  • Employee Engagement Specialist (your direct manager)
  • L&D Programme Managers
  • HR Operations team
  • Internal Communications team
  • Team Managers (for survey support)
Outside the business
  • Survey platform support (e.g., Glint, Culture Amp)
  • LMS vendor support (e.g., Cornerstone OnDemand)

7What you need before you start

Not a wish list. The things you would be expected to already have.

  • A genuine interest in people, learning, and making workplaces better.
  • Solid organisational skills and a keen eye for detail.
  • Comfortable using common office software (e.g., Microsoft Office Suite, especially Excel).
  • Ability to communicate clearly, both in writing and verbally.
  • A proactive attitude and willingness to learn new systems and processes quickly.

8What to practise next

Where the job is going, and what to do about it starting this week.

Advanced Data Handling in Excel/Google Sheets

As data volumes grow and come from more sources, being able to quickly clean, merge, and transform data is essential. Your manager will be relying on you to get the data ready for analysis.

VLOOKUP/XLOOKUP · INDEX/MATCH · Text Functions (LEFT, RIGHT, MID, CONCATENATE) · Conditional Formatting · Data Validation

  • This week: Identify one recurring data cleaning task you do and try to automate a part of it using an Excel formula.
  • This month: Complete an online tutorial on VLOOKUP/XLOOKUP and practice on a real dataset.
  • Month 2: Experiment with Power Query in Excel to automate a data import and cleaning process.
  • Month 3: Present a cleaner, more efficient way to handle a specific data task to your manager.

Quick win: Learn one new Excel function every week and try to apply it to a task, even a small one. There are tons of free tutorials online.

9Staying current once you are in

What people here do to keep up
  • Join relevant professional groups or online communities (e.g., LinkedIn groups for L&D or HR professionals) to stay updated on trends.
  • Attend webinars or online courses on topics like 'Introduction to Employee Engagement' or 'LMS Administration Basics'.
  • Read industry blogs and articles to build your knowledge of the L&D and engagement space.
  • Seek out internal mentors within the L&D or HR team to learn from their experience.

10How the AI economy is changing work like this

Before we ask anything of you, here's what we can already say about AI and work of this kind:

The new skill this role is being asked for: AI Prompt Engineering for Content & Comms

AI tools are getting smarter, and knowing how to 'talk' to them effectively to get the best results is becoming a superpower. It's about being able to draft communications or summarise content much faster.

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

Your PlanIllustration

Built for L&D and Engagement Coordinator

3 units that map to this job, from the qualifications that cover it.

  1. Provide learning opportunities for colleaguesPearson EDI · covers 6 of 10 standardsLevel 3
  2. Engage learners in the learning and development processGQA Qualifications Limited · covers 2 of 10 standardsLevel 3
  3. Facilitate learning and development for young peopleKing's Trust · covers 1 of 10 standardsLevel 3
These are the real units behind this job, in the order they rank for it. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

AI Prompt Engineering for Content & Comms

AI tools are getting smarter, and knowing how to 'talk' to them effectively to get the best results is becoming a superpower. It's about being able to draft communications or summarise content much faster.

  • Clear Instructions
  • Context Provision
  • Iterative Refinement
  • Output Validation

What you’ll use

Skills this role draws on

Technical

  • Kirkpatrick's Four-Level Training Evaluation Model (Basic Understanding)
  • ADDIE Model of Instructional Design (Awareness)
  • Employee Net Promoter Score (eNPS) Methodology (Basic Understanding)
  • Pulse & Census Survey Strategy (Awareness)
  • Root Cause Analysis & Action Planning (Exposure)

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

  1. 1

    HR Administrator / HR Assistant

    1-2 years

    Skills to master

    • Data entry accuracy, HRIS system use, basic employee relations support, organisational skills, confidentiality.

    You're ready to move on when

    • You're known for your meticulous attention to detail in HR records.
    • You've shown initiative in supporting HR projects beyond your daily tasks.
    • You're comfortable with HR systems and can pull basic reports.
  2. 2

    Office Administrator / Executive Assistant

    1-2 years

    Skills to master

    • Organisation, scheduling, communication, managing multiple priorities, supporting senior staff, using various office software.

    You're ready to move on when

    • You're the go-to person for keeping things organised and on track.
    • You've successfully managed complex schedules and logistics.
    • You've demonstrated discretion and good judgement in handling sensitive information.
  3. 3

    Recent Graduate (relevant degree)

    0 years (direct entry)

    Skills to master

    • Academic research, critical thinking, presentation skills, foundational knowledge in HR/Psychology/Business.

    You're ready to move on when

    • Your academic projects involved data analysis or people-focused research.
    • You've completed internships or volunteer work in a related field.
    • You can clearly articulate your interest and passion for employee engagement and learning.

11Where this role leads

The long view:Your journey starts here, but where it goes is really up to you. We're committed to giving you the tools, opportunities, and support to build a fulfilling career, whether that's becoming a specialist, a manager, or even taking your skills elsewhere. We want you to thrive.

Pay & demand

Pay and demand for this role will appear here, each figure traced to a named authoritative source (e.g. the ONS Annual Survey of Hours and Earnings, under the Open Government Licence). We don’t show numbers we can’t attribute.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how L&D and Engagement Coordinator is actually changing. In about two minutes, the free confidence check asks where you stand on each of the ten. That's the whole check, and it's what makes the plan yours rather than generic.

Where it leads

Roles this leads to

12The team that's yours

No two people are taught the same way. This is one-to-one, not one-to-many.

Zavmo is a hyper-personalised AI learning platform. Twelve virtual tutors, each with a different way of teaching, and one orchestration agent that picks the right one for the moment. So every single lesson is shaped around you, your role, and the way you learn. Not a course everyone sits through. A conversation built for you, and no one else.

…and nine more, matched to you after your first chat. Meet all twelve

Start free and meet yours

13What it feels like

A conversation, not a course

Because your tutor knows your role, your projects and your last session, learning sounds like this. And it's different for every single person:

Provide learning opportunities for colleaguesLevel 3

Applied to your work in L&D and Engagement Coordinator

By completing this unit, learners will be able to encourage learning and development in colleagues, help them identify learning needs and styles, and assist in planning, implementing, and reviewing learning opportunities.

How the thinking builds
  1. Remember
  2. Understand
  3. Apply
  4. Analyse
  5. Evaluate
  6. Create
An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

One to one, not one to many

No two people run this the same way

A course is written once and handed to everyone. This is assembled around you, and keeps changing as it learns you. Five things it reads, and what each one changes.

  1. Your actual work Every lesson is taught against a live piece of your own work, not a worked example from a textbook.
  2. What you already know The first conversation finds your starting point, so you skip what you can already do and spend the time on what you cannot.
  3. The conditions you learn under Not a learning-styles quiz. The evidence does not support those. The dimensions the research does back, read once and used to shape the plan.
  4. How far you got last time It picks up mid-thought. The tutor knows what you said, what you struggled with, and what it asked you to try.
  5. Which tutor suits the moment Twelve of them, each for a different kind of thinking. The one who walks you through a first idea is not the one who stress-tests it.

See how you learn, free. Eight questions, no sign-up. A directional taster; the diagnostic inside Zavmo goes deeper and keeps adapting.

DemonstrateIllustration

Evidenced on your work in L&D and Engagement Coordinator

You do not finish by watching something. You finish by showing it on the work you already do, against the measures this job is judged on.

  • Survey Response RatesThe percentage of employees who complete our pulse or census surveys.For the Q1 Pulse Survey, 62% of employees completed it, hitting the target.Achieve >75% for census surveys and >60% for pulse surveys.
  • Report Generation TimelinessHow quickly standard reports are pulled and shared after a survey closes or a learning programme finishes.The Q4 engagement survey summary report was shared with the Engagement Specialist within 36 hours of the survey closing.All standard reports delivered within 48 hours of request or deadline.
  • LMS Content Accuracy & AvailabilityThe error rate on course uploads, user enrollments, and ensuring learning content is live when it should be.Out of 50 new course enrollments last month, only 1 had an incorrect user group, resulting in a 2% error rate, which we're aiming to reduce.<2% error rate on course uploads and user enrollments; 100% of scheduled content live on time.
  • Administrative Task Completion RateThe percentage of assigned administrative tasks (e.g., scheduling, data entry, email drafts) completed on time.Last week, 19 out of 20 assigned tasks were completed on time, including all workshop scheduling and email drafts.>95% of tasks completed by their agreed deadline.
These are this job's own measures, with its own targets. Nothing is marked evidenced, because nobody has started this yet. Yours would fill in from the work you bring.

Your passport

This isn't a certificate you file away. It's a passport to the life you're designing.

Every credit you earn and every fluency you build adds up: evidence where it counts, carried with you. Zavmo keeps the map: where you are, where you're heading, and the next step, at your pace, around your life. From L&D and Engagement Coordinator to Employee Engagement Specialist (Level 002), and whatever you decide comes after.

Level 2 · in progressAI Fluency→ Employee Engagement Specialist (Level 002)→ your design
Where this takes you

Your journey starts here, but where it goes is really up to you. We're committed to giving you the tools, opportunities, and support to build a fulfilling career, whether that's becoming a specialist, a manager, or even taking your skills elsewhere. We want you to thrive.

See Your Progress GrowIllustration
L&D and Engagement Coordinator
  • Kirkpatrick's Four-Level Training Evaluation Model (Basic Understanding)
  • ADDIE Model of Instructional Design (Awareness)
  • Employee Net Promoter Score (eNPS) Methodology (Basic Understanding)
  • Pulse & Census Survey Strategy (Awareness)
  • Root Cause Analysis & Action Planning (Exposure)
This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

14The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

L&D and Engagement Coordinator is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Employee Engagement Specialist (Level 002)

    2-3 years in this role

    One level up

    • Designing simple pulse surveys within platform guidelines.
    • Conducting basic driver analysis on survey data.
    • Delivering basic training sessions or workshops.
    • Troubleshooting minor LMS issues independently.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, a lot of the 'grunt work' in L&D and engagement can be time-consuming. But here's the good news: AI isn't just for data scientists anymore. As an L&D and Engagement Coordinator, you'll have access to tools that can seriously cut down on the tedious stuff, freeing you up to learn more and focus on the interesting parts of the job.

We're not talking about robots taking over your job; we're talking about smart tools that act like a really efficient assistant. Imagine less time cleaning data, drafting emails, or sifting through comments. That's what AI can do for you here. You'll be using these tools to make your day smoother and your output faster.

Communication First-Draft Generation

Use generative AI to whip up initial drafts of survey launch emails, reminder nudges, or even 'You Said, We Did' updates. You'll provide the key points, and the AI will handle the structure and tone, saving you loads of time on staring at a blank page.

Data Cleaning & Formatting Assistant

Got messy survey exports from different platforms? Use AI-powered tools within Excel or Google Sheets to spot inconsistencies, standardise formats, and quickly clean up data. It's like having a super-fast data janitor at your fingertips, so you can get to the summary quicker.

Learning Content Summarisation

Need to quickly understand the gist of a long article or a dense policy document before uploading it to the LMS? AI can summarise key points for you, helping you categorise and tag content more efficiently. This means less reading, more doing.

Basic Verbatim Categorisation

While full sentiment analysis is for more senior roles, AI can help you with initial categorisation of open-ended survey comments. It can group similar phrases or identify common keywords, giving you a head start on understanding 'the verbatims' before your manager dives in.

Common questions

Common questions

How do you become an L&D and Engagement Coordinator?

Common routes in include HR Administrator / HR Assistant (1-2 years), Office Administrator / Executive Assistant (1-2 years) and Recent Graduate (relevant degree) (0 years (direct entry)). Times vary with prior experience.

Where can an L&D and Engagement Coordinator progress to?

This role can lead on to Employee Engagement Specialist (Level 002) (2-3 years in this role), depending on the skills you build.

What level is an L&D and Engagement Coordinator in the UK?

This role aligns to RQF Level 2 on the UK framework, a guide to the depth of qualification it maps to, not a hard entry bar.

What new skills matter most for an L&D and Engagement Coordinator?

Increasingly, AI Prompt Engineering for Content & Comms. These are the areas where the higher-paid, future-proof work is heading.

The honest bit

You’ve started things before

Most of them were built for a room full of people who aren’t you. A cohort moves on whether or not your week allowed it, and by the third week the thing you’re behind on becomes the reason you stop opening it.

There’s no cohort here, and no timetable to fall behind. Before anything starts, Zavmo asks when you’re sharpest and how long you can realistically sit down for, then builds the sessions around those answers. A bad fortnight changes your pace. It doesn’t put you behind.

And you only pay once you start learning. Searching and planning are free, and you can cancel any time — so the cost of finding out is an afternoon, not a year.

What it costs

Less than one coaching session. Every month.

A single career-coaching hour costs more than a month of this, and it ends when the hour does. Zavmo doesn't. It's £70 a month, about £2.30 a day, for a companion that knows an L&D and Engagement Coordinator, works on the job you actually do, and keeps going at your pace rather than a timetable's.

  • Searching and planning stay free. You only pay when you start learning.
  • Your credits are yours. Regulated, and they don't vanish when a subscription ends.
  • Cancel any time and billing stops. No notice period, no minimum term.

Your path, personalised

You have the map. Walking it is the part we do together.

This route runs to 10 national skill standards. That is a real journey.

Zavmo shapes a learning experience as unique as you are. It fits how you learn, your pace and the work you already do. Every step stays benchmarked to recognised national standards. That’s the plan for becoming an L&D and Engagement Coordinator: personal to you, and it still counts. The first steps are free.

Independent research finds well-designed intelligent tutoring performs nearly as well as one-to-one human tutoring: VanLehn (2011), Educational Psychologist.

A private tutor in the UK averages £35–40 an hour . Zavmo is £70/month.

A real plan on learn.zavmo.ai: Ofqual-regulated units, credits, and a three-month run at your own pace.
Start free No commitment. See your first steps free.

15Where to go from here

Other roles at Level 2

Same depth of qualification, different job. Useful if the work appeals but this particular role does not.

Other roles in Learning and Development

Stay in the field you know and move sideways rather than up.

If you leave this industry

The skills you'll gain in this role—data handling, communication, project coordination, and understanding people dynamics—are highly transferable. You could move into HR operations, internal communications, project management, or even marketing roles in other sectors. The fundamentals of understanding and engaging people are universal.

Not sure this is the right direction?

Work out what you actually want from work first, then come back and see which roles fit it. Takes about ten minutes.

This role profile is © 2026Growth Engineering Technologies Ltd. Built from UK occupational standards and regulated qualification data, and written for Zavmo.

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Build my plan, free Here's the first ten minutes: a 2-minute confidence check → your personalised roadmap → meet the tutors matched to you. No card, cancel any time. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.