UK

United Kingdom · Learning and development · Mid-Level (2-5 years)

Learning & Development Specialist

Here is the whole job, in plain words. What it is, 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.

See how AI is changing this job, and get the full read by email.

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One email: what AI is changing in this job, the new skills it asks for, where it leads, and where to start free. With a link back here. Nothing else follows unless you confirm your address.

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  • Experience bandMid-Level (2-5 years)
  • Direct reportsNo direct reports
  • Reports toSenior Learning & Development Specialist
  • UK framework levelUsually a coordinator, or early in a professional job

Also advertised as L&D Programme Coordinator · Training Delivery Specialist · eLearning Developer (Mid-Level) · HR Learning Partner

Built on 43,079 real UK job descriptions we analysed · grounded in what real qualifications cover

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

SFJ Awards Level 3 Certificate In Learning and Development SFJ Awards · Level 3 · covers 5 of 13 standards
City & Guilds Level 4 Diploma in Learning and Development City & Guilds Limited · Level 4 · covers 4 of 13 standards
OCNLR Level 4 Certificate in Education and Training OCN London · Level 4 · covers 3 of 13 standards
Focus Awards Level 3 Diploma in Playwork (RQF) Focus Awards Limited · Level 3 · covers 2 of 13 standards
NCFE CACHE Level 5 Diploma in Advanced Playwork (Wales) NCFE · Level 5 · covers 2 of 13 standards
TQUK Level 3 Diploma in Specialist Support for Teaching and Learning in Schools (RQF) Training Qualifications UK Ltd · Level 3 · covers 1 of 13 standards

Matched from the standards this job is measured against: a suggestion, not an official ruling.

The units you would start with

Identify individual learning and development needs SFJ Awards Level 3 Certificate In Learning and Development
Provide learning opportunities for colleagues Focus Awards Level 3 Diploma in Playwork (RQF)
Support learning and development within own area of responsibility TQUK Level 3 Diploma in Specialist Support for Teaching and Learning in Schools (RQF)

The future skills this job leans on

AI Fluency working with AI as a thinking partner
Data Fluency turning numbers into a decision
AI Governance Fluency using AI responsibly
Your Plan Illustration

Built for Learning & Development Specialist

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

  1. Identify individual learning and development needs SFJ Awards · covers 5 of 13 standards Level 3
  2. Provide learning opportunities for colleagues Focus Awards Limited · covers 2 of 13 standards Level 3
  3. Support learning and development within own area of responsibility Training Qualifications UK Ltd · covers 1 of 13 standards Level 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.

2AI and this work

Will AI change your work as a Learning & Development Specialist?

Nobody can say exactly how. Here is what this job is being asked for next, and where to start.

The new skills this role is being asked for

  • AI-Assisted Content Curation & Creation
  • Data Storytelling for Learning Impact
Why each one is rising

The future skills this job leans on

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

What happens when you start

Next, a free account. We build your Learning & Development Specialist plan as you set up, starting with the free Automation Fluency module. No card.

Your first Future Fluency module is free. After that, your AI tutor is £70 a month.

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Keep this read. One email with what AI is changing in this job, the new skills it asks for and where to start free. Nothing else follows unless you confirm your address.

3What this role really is

A Learning & Development Specialist prepares training content and runs workshops that help people build skills for their jobs.

4What you'd actually use

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

Cornerstone OnDemand (LMS) Intermediate

You'll manage user profiles, upload SCORM packages for e-learning, schedule instructor-led training (ILT) sessions, and pull standard completion and enrolment reports. You'll also troubleshoot basic user access issues.

Degreed (LXP) Intermediate

You'll curate content into existing learning pathways, answer basic user queries about content, and ensure content is correctly tagged with our skill taxonomies. You might also help analyse basic user engagement data.

Articulate 360 (Rise & Storyline) Intermediate

You'll independently create engaging, template-based e-learning modules in Rise and make edits to existing Storyline files. You'll add quizzes, interactions, and ensure content is visually appealing and instructionally sound.

Workday HCM (Learning Module) Basic

You'll use Workday to look up employee data, assign training based on job profiles, and verify that completion data is syncing correctly from the LMS. You won't be configuring it, but you'll use it every week.

MS Teams / Zoom / Miro Advanced

You'll design and facilitate highly interactive virtual sessions, manage breakout rooms, use polls and chat effectively, and use digital whiteboards like Miro to drive collaboration during workshops. You'll also train others on best practices for virtual engagement.

Qualtrics / SurveyMonkey Intermediate

You'll design and deploy multi-level evaluation surveys (Kirkpatrick L1-L3), analyse qualitative feedback for themes, and present findings to the Senior L&D Specialist and other stakeholders.

5What 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 in Where you are nowThe step above
New Programme Design & Strategy Follows clear instructions to prepare content components. No design input. Proposes minor content adjustments or delivery format changes for existing programmes. Builds e-learning from detailed design documents. Helps summarise TNA findings. Leads the end-to-end design of a new learning solution based on identified needs. Makes recommendations on learning strategy and methodology.
Budget Allocation (Programme Level) No budget authority. Purchases approved materials. Manages small programme budgets (up to £1,000) for materials or minor vendor costs, with approval from Senior L&D. Identifies cost-saving opportunities. Manages programme budgets up to £5K-£10K. Recommends vendor selection and negotiates small contracts within scope.
Stakeholder Communication & Conflict Escalates all stakeholder issues to supervisor. Communicates programme logistics as instructed. Handles routine stakeholder queries and feedback. Escalates complex or contentious issues to Senior L&D. Communicates programme updates and progress. Manages relationships with key business unit stakeholders. Resolves most programme-level conflicts. Influences programme scope and timelines.
Technology & Tool Selection Uses existing tools as instructed. Reports technical issues. Independently uses and troubleshoots core L&D tools (LMS, authoring tools, virtual classroom). Proposes minor improvements to tool usage. Evaluates new features within existing tools. Recommends new tools or significant changes to current tech stack within project scope.
Content Updates & Quality Control Applies minor edits to content based on clear instructions. Follows quality checklists. Independently updates and refreshes existing content. Ensures content accuracy and adherence to brand guidelines. Conducts quality checks on own work. Reviews and approves content created by junior team members. Sets quality standards for specific content types. Designs content review processes.

6How you'll be judged

The scoreboard, and what is not on it. The hard targets, how often each is actually looked at, and the quiet signals that never reach a dashboard.

Programme Completion Rate
The percentage of assigned learners who finish a specific e-learning module or attend a workshop.
Target · 90%+ for mandatory training; 75%+ for voluntary programmes.

If 100 people are assigned the 'GDPR Refresher' e-learning, we'd expect at least 90 to complete it by the deadline. For a 'Presentation Skills' workshop, 75 out of 100 sign-ups should attend and complete.

Level 1 Feedback Scores (Satisfaction)
Average 'smile sheet' scores from learners immediately after completing a programme you've delivered or built.
Target · Average score of 4.2/5.0 across all programmes.

After your 'New Manager Onboarding' session, the average rating for content relevance, facilitator effectiveness, and overall experience should be at least 4.2 out of 5.

Time-to-Delivery for New Content
How quickly you can take a design document and turn it into a live e-learning module or prepare a workshop for delivery.
Target · Within 2 weeks for a standard 30-minute e-learning; 3 weeks for a half-day workshop.

If you're given a script for a new 'Product Feature X' e-learning on Monday, we'd expect it to be ready for review and launch within 10 working days.

LMS Data Accuracy
The correctness of learner records, course assignments, and completion statuses within the Learning Management System.
Target · Less than 2 errors identified per month during spot checks or audits.

Making sure that if someone completed 'Cyber Security 101', their record in Cornerstone OnDemand clearly shows that, and they're not incorrectly assigned it again next month.

Learner Engagement & Participation
How actively learners participate in your sessions and engage with the content you've built. Are they asking questions? Contributing ideas? Discussing it afterwards?
  • You'll see it in active participation in virtual breakout rooms, thoughtful questions during Q&A, positive comments in chat, and unsolicited feedback from attendees saying they found the session genuinely useful. We'll also look at forum activity if you're managing a community of practice.
Content Quality & Clarity
The clarity, relevance, and instructional soundness of the e-learning modules or workshop materials you develop.
  • Feedback from subject matter experts (SMEs) confirming accuracy, low numbers of clarifying questions from learners, positive comments on the ease of understanding, and the Senior L&D Specialist's review of your instructional design choices and adherence to brand guidelines.
Informal Mentorship & Support
Your willingness to help new team members or junior colleagues navigate L&D processes and tools.
  • New starters proactively asking you for help, positive feedback from junior colleagues to the Senior L&D Specialist about your support, and your active involvement in sharing best practices during team meetings.
Problem Identification & Proactive Solutions
Your ability to spot potential issues with a learning programme (e.g., low engagement, technical glitches) and suggest ways to fix them before they become big problems.
  • You'll be bringing ideas to weekly team meetings like 'I've noticed attendance is dropping on X course, maybe we should try Y' or 'I think this e-learning could be much better if we added Z interaction.' It's about not just running the process, but improving it.

7Would you like it

Both sides. What people enjoy, and what grinds them down.

What people enjoy
Making a Tangible Difference

You'll get a real kick out of seeing someone apply a skill they learned in one of your sessions, or hearing feedback that your e-learning module actually helped them solve a problem. It's about direct impact on people's working lives.

Someone telling you, 'That session on giving feedback really helped me with a tricky conversation last week.' That's your fuel.

Solving Interesting Problems

You enjoy the puzzle of figuring out *why* a team isn't performing as expected and then designing a learning solution that genuinely helps. It's not just about delivering, but diagnosing.

A manager comes to you with a problem, and instead of just building a course, you work with them to uncover the real issue and propose a creative learning intervention.

Continuous Learning & Growth

You're naturally curious about new learning methodologies, technologies, and what's happening across the business. You'll be keen to try out new approaches and improve your own skills.

You're always reading up on the latest in instructional design or asking a colleague about a new tool they're using, then trying to apply it to your own work.

What frustrates people
  • The 'Order-Taker' Dilemma: Constantly getting requests for specific training when the real problem is something else entirely (e.g., bad management, unclear processes).
  • The ROI Battle: Trying to prove the financial return on investment for learning programmes, especially when the data isn't easily available or clear-cut.
  • 'Mandatory Training' Fatigue: Chasing people to complete compliance training they find boring, which can sometimes damage L&D's reputation.
  • The Budget Bullseye: L&D is often seen as a 'nice-to-have' and can be an early target for budget cuts, meaning you constantly have to justify your existence.
  • Solving for Non-Training Problems: Being asked to fix issues that aren't actually skill gaps, like poor communication or lack of resources, but are presented as 'training needs'.
  • The Data Nightmare: Trying to connect learning data from the LMS with performance data from HRIS and business outcomes from Finance, when the systems don't always talk nicely to each other.
What this role does not give you
  • A purely strategic, high-level role without hands-on delivery. You'll be building and facilitating.
  • A quiet, predictable 9-to-5. Expect urgent requests, shifting priorities, and the occasional technical hiccup.
  • A role where all your ideas are immediately implemented. You'll need to build a case and sometimes compromise.
  • A role where you only focus on one area of learning. You'll be touching a bit of everything, from compliance to soft skills.

8Who you work with

You're directly responsible for the quality and effectiveness of specific learning programmes. Get it right, and you boost individual performance and team capability. Get it wrong, and we're wasting time and money, and people aren't developing the skills we need to hit our business goals. Your work helps us keep our talent engaged and competitive.

Inside the business
  • Department Heads (e.g., Sales, Product, Operations)
  • HR Business Partners
  • Individual Contributors across all teams
  • Internal Subject Matter Experts
Outside the business
  • Learning content vendors
  • External training providers (e.g., for specialist skills)

9What you need before you start

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

  • At least 2-3 years of hands-on experience in a dedicated L&D role, not just HR generalist with some training duties.
  • Demonstrable experience creating e-learning content using authoring tools like Articulate Rise or Storyline.
  • Proven ability to facilitate engaging training sessions for groups of 10-20 people, both in-person and virtually.
  • Solid understanding of adult learning principles and how to apply them in practice.
  • Experience managing logistics for training events, from scheduling to communications.
  • Comfortable working with an LMS (like Cornerstone OnDemand) for administration and reporting.

10What to practise next

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

Advanced Content Authoring (Storyline Mastery)

While Rise is great for quick, responsive content, Storyline allows for truly bespoke, interactive, and complex learning experiences. As our learning needs become more sophisticated, the ability to build custom simulations, branching scenarios, and gamified content will be invaluable for higher engagement and impact.

Variables & Triggers · Branching Scenarios · Custom Interactivity · Accessibility Features

  • This month: Complete a Storyline 'challenge' or tutorial focused on variables and triggers. Try to build a small, interactive element.
  • Next 3 months: Take an advanced Storyline course (e.g., from Articulate's community or a reputable provider) focusing on branching scenarios.
  • Month 4-6: Propose a project where you can build a more complex Storyline module, perhaps a decision-making simulation for a key role.
  • Ongoing: Regularly review examples of 'best-in-class' Storyline modules from the Articulate community for inspiration and new techniques.

Quick win: Next time you're making a simple edit in Storyline, try to add one new interactive element you haven't used before, even if it's just a custom button state.

LMS/LXP Integration & Optimisation

Our learning ecosystem is becoming more interconnected. Understanding how our LMS (Cornerstone) and LXP (Degreed) integrate with each other, and with other HR systems (like Workday), will be crucial for seamless data flow, accurate reporting, and delivering a truly unified learner experience.

API Basics (Application Programming Interface) · Data Mapping & Synchronisation · Single Sign-On (SSO) · User Experience (UX) Optimisation

  • This month: Spend some time exploring the admin settings of both Cornerstone and Degreed. Look for any integration settings or connectors.
  • Next 3 months: Shadow our HRIS team or IT support when they're troubleshooting a data sync issue between systems. Ask lots of questions.
  • Month 4-6: Propose an idea for how we could better integrate a specific learning resource or data point between our platforms to improve the learner experience.
  • Ongoing: Keep an eye on release notes for Cornerstone and Degreed for new integration features and updates. Understand how they might impact our setup.

Quick win: Familiarise yourself with the 'reporting' sections in both Cornerstone and Degreed. Can you pull the same data from both? Are there discrepancies? Understanding this is the first step.

11Staying current once you are in

What people here do to keep up
  • Attending industry webinars and conferences (e.g., CIPD L&D, Learning Technologies) to stay current with trends.
  • Joining L&D professional networks or online communities to share ideas and learn from peers.
  • Taking online courses on specific instructional design techniques or new learning technologies.
  • Reading key L&D books and articles (we have a shared library of resources).
  • Seeking out opportunities to shadow senior L&D colleagues on complex projects or strategic discussions.

12The rising capability

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-Assisted Content Curation & Creation

AI tools are rapidly changing how quickly we can find, summarise, and even draft learning content. Competitors are already using this to create personalised learning paths and rapid e-learning modules, meaning we need to keep up to deliver relevant, timely content.

  • Prompt Engineering for L&D
  • AI-Powered Content Summarisation
  • Personalised Learning Path Generation
  • Ethical AI Use in L&D

Data Storytelling for Learning Impact

It's not enough to just report numbers; you need to tell a compelling story about what those numbers mean for the business. As L&D becomes more strategic, demonstrating impact with clear narratives is crucial for securing budget and buy-in.

  • Identifying Key Metrics
  • Visualisation Best Practices
  • Narrative Structure
  • Audience Tailoring

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Instructional Design Models (ADDIE/SAM)
  • Learning Evaluation (Kirkpatrick L1-L3)
  • Adult Learning Theory (Andragogy)
  • Performance Consulting & Needs Analysis (TNA)

14The pathway

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

    L&D Coordinator to L&D Specialist

    1.5 - 2.5 years

    Skills to master

    • Moving from purely administrative tasks to taking ownership of content creation and programme delivery. You'll need to master independent e-learning development, effective facilitation, and basic needs analysis.

    You're ready to move on when

    • Consistently accurate LMS administration and logistics management.
    • Positive feedback on your ability to support training sessions.
    • Proactive identification of process improvements.
    • Demonstrated ability to create basic e-learning modules from templates.
  2. 2

    HR Generalist with L&D Focus to L&D Specialist

    2 - 3 years

    Skills to master

    • Transitioning from broad HR duties to a specialist L&D role. This means deepening your instructional design knowledge, becoming proficient in authoring tools, and developing strong facilitation skills. You'll also need to understand learning evaluation beyond basic feedback.

    You're ready to move on when

    • Experience running small internal training sessions or onboarding.
    • Good understanding of employee development needs from an HR perspective.
    • Demonstrated interest in learning technologies and instructional design.
    • Ability to manage small projects independently.
  3. 3

    External Training Consultant (Junior) to L&D Specialist

    1 - 2 years

    Skills to master

    • Adapting external client-facing skills to an internal, in-house L&D environment. This involves understanding our specific business context, internal stakeholder management, and potentially learning our specific tech stack (LMS/LXP) in depth.

    You're ready to move on when

    • Strong facilitation and content delivery experience.
    • Ability to quickly grasp new business contexts and learning needs.
    • Experience working with diverse client groups.
    • Proficiency in common e-learning tools and methodologies.

15Where this role leads

The long view: This work can lead to an L&D Manager role, overseeing budgets and priorities, or further into a Director of Learning & Talent Development role, shaping learning strategy across an organisation.

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 Learning & Development Specialist is actually changing.

Where it leads

Roles this leads to

How you would learn this

One to one, on the work you already do

A tutor sets the task against your own job and marks the reasoning, at your pace. There is no cohort to fall behind.

A lesson from Identify individual learning and development needs, worked against Learning & Development Specialist.

Identify individual learning and development needs Level 3

Applied to your work in Learning & Development Specialist

The objective of this unit is to enable learners to understand and apply the principles of learning needs analysis for individuals. Learners will be able to conduct a learning needs analysis, analyse the findings, and agree on individual learning and development needs with relevant parties, ensuring effective communication throughout the process.

How the thinking builds
  1. 1 Remember
  2. 2 Understand
  3. 3 Apply
  4. 4 Analyse
  5. 5 Evaluate
  6. 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.

It is £70 a month, billed monthly. Your free first module is Future Fluency, and you can cancel any time.

See Your Progress Grow Illustration
Learning & Development Specialist
  • Instructional Design Models (ADDIE/SAM)
  • Learning Evaluation (Kirkpatrick L1-L3)
  • Adult Learning Theory (Andragogy)
  • Performance Consulting & Needs Analysis (TNA)
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.

16The 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

Learning & Development Specialist is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Senior L&D Specialist / Instructional Designer

    3 - 5 years

    This is a natural step up where you'll own the end-to-end design of more complex learning solutions for known problems. You'll mentor junior team members and take on more responsibility for improving existing programmes. You'll move from building from design documents to actually creating them.

    • Advanced Instructional Design Designing complex branching scenarios, simulations, and blended learning journeys.
    • Learning Ecosystem Design Thinking about how different learning components fit together to create a holistic experience.
    • Vendor Management Evaluating and managing relationships with external content providers or tech solutions for specific projects.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, L&D involves a lot of repetitive tasks and the dreaded 'blank page syndrome' when you're starting a new project. What if you could cut down on that busywork and focus more on the creative, impactful stuff? That's where AI comes in.

We're not talking about AI replacing your job; we're talking about it being your super-smart assistant. For a Learning & Development Specialist, AI tools can dramatically speed up content creation, analyse feedback faster than you ever could, and even help you tailor communications to different audiences. Imagine having more time to actually connect with learners or design truly innovative experiences.

First-Draft Content Automation

Use AI to generate initial drafts of e-learning scripts, facilitator guides, and quiz questions. Feed it your source material – like technical documentation or process maps – and watch it produce a solid starting point in minutes. You'll then refine and add the human touch.

Thematic Feedback Analysis

Got hundreds of open-ended comments from your programme surveys? Instead of manually sifting through them, feed them into an AI tool. It'll instantly identify key themes, sentiment, and actionable suggestions, saving you hours of qualitative analysis for each major programme launch.

Personalised Learning Curation

Leverage the AI engine within our Learning Experience Platform (LXP) like Degreed. It can automatically recommend relevant articles, videos, and courses to employees based on their role, stated career goals, and skills data. This shifts content curation from a manual chore to a smart, algorithmic process, freeing up your time.

Targeted Communication Crafting

Need to announce a new programme? Use AI to draft different versions of your email or internal post. You can tailor one for participants (focusing on benefits), another for team leaders (highlighting impact), and another for senior leadership (showing ROI). It's about getting the right message to the right people, faster.

Common questions

Common questions

How do you become a Learning & Development Specialist?

Common routes in include L&D Coordinator to L&D Specialist (1.5 - 2.5 years), HR Generalist with L&D Focus to L&D Specialist (2 - 3 years) and External Training Consultant (Junior) to L&D Specialist (1 - 2 years). Times vary with prior experience.

Where can a Learning & Development Specialist progress to?

This role can lead on to Senior L&D Specialist / Instructional Designer (3 - 5 years), depending on the skills you build.

What new skills matter most for a Learning & Development Specialist?

Increasingly, AI-Assisted Content Curation & Creation and Data Storytelling for Learning Impact. These are the skills our record of this role lists as growing.

Free tools

Want a read on where you stand?

Three free tools, no account needed. Each one ends with a role, a level and a way in.

Read the Zavmo manifesto to understand how you will be taught Meet your tutors

Or try another one

17Where to go from here

Other roles at Level 3

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

 More jobs in learning and development

Stay in the field you know and move sideways rather than up.
If you leave this industry

Skills built in this role, such as instructional design, performance consulting, learning technology management and adult learning, apply across most industries. They carry into sectors like tech, healthcare and finance, or into independent learning consultancy work.

This role profile is © 2026 Growth 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. Start my free Automation Fluency module What happens next: a free account, then we build your plan as you set up. 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.