UK

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

Junior Learning and Development Administrator

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.

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  • Experience bandEntry Level (0-2 years)
  • Direct reportsNo direct reports
  • Reports toLearning and Development Manager
  • UK framework levelUsually someone starting out, or keeping a process running

Also advertised as L&D Coordinator · Training Administrator · Learning Support Assistant

Built on 43,079 real UK job descriptions we analysed · grounded in qualifications employers recognise

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 4 of 10 standards
Focus Awards Level 3 Diploma in Playwork (RQF) Focus Awards Limited · Level 3 · covers 2 of 10 standards
IAO Level 3 Diploma For the Children and Young People's Workforce Innovate Awarding · Level 3 · covers 1 of 10 standards
City & Guilds Level 3 Diploma in Specialist Support for Teaching and Learning in Schools City & Guilds Limited · Level 3 · covers 1 of 10 standards
Focus Awards Level 3 Diploma for the Children and Young People's Workforce (RQF) Focus Awards Limited · Level 3 · covers 1 of 10 standards
NOCN Level 3 Diploma in Healthcare Support NOCN · Level 3 · covers 1 of 10 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 young people to develop, implement and review a plan of action IAO Level 3 Diploma For the Children and Young People's Workforce
Facilitate learning and development activities to meet individual needs and preferences Focus Awards Level 3 Diploma for the Children and Young People's Workforce (RQF)

The future skills this job leans on

Data Fluency turning numbers into a decision
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Your Plan Illustration

Built for Junior Learning and Development Administrator

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

  1. Identify individual learning and development needs SFJ Awards · covers 4 of 10 standards Level 3
  2. Provide learning opportunities for colleagues Focus Awards Limited · covers 2 of 10 standards Level 3
  3. Support young people to develop, implement and review a plan of action Innovate Awarding · covers 1 of 10 standards Level 3
  4. Facilitate learning and development activities to meet individual needs and preferences Focus Awards Limited · covers 1 of 10 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 Junior Learning and Development Administrator?

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

  • Basic L&D Data Analysis & Reporting
  • Digital Content Curation (Beyond Basic Uploads)
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 Junior Learning and Development Administrator plan as you set up, starting with a Future Fluency module on using AI in your job. No card.

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

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3What this role really is

This entry-level role supports the day to day running of training programmes. You handle the administrative work behind the scenes, so sessions and courses run smoothly. Most of the work involves supporting a learning and development function with daily tasks, learning how a busy training operation works.

4What you'd actually use

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

Learning Management System (LMS) - e.g., Cornerstone OnDemand, Docebo, LearnUpon Basic

Managing user profiles, enrolling learners in courses, uploading basic course materials, pulling standard completion reports, and handling basic support tickets (e.g., 'I can't find my course').

Virtual Classroom Platforms - e.g., Zoom (Webinar), MS Teams, Webex Basic

Scheduling sessions, managing participant lists, launching polls during live sessions, and setting up breakout rooms. You'll be the co-host making sure the tech runs smoothly.

HRIS (Human Resources Information System) - e.g., Workday HCM, SAP SuccessFactors, BambooHR Basic

Running pre-defined reports to pull employee data for course rosters and audience assignment. You'll be using this to get accurate lists of who needs to be trained.

Survey & Feedback Tools - e.g., SurveyMonkey, Microsoft Forms Basic

Deploying pre-built feedback surveys ('smile sheets') after training sessions and exporting the raw data to Excel for basic collation. You'll be collecting the initial feedback.

Project Management / Collaboration Tools - e.g., Asana, Monday.com, MS Planner Basic

Updating task statuses, logging training requests, and attaching files to existing project boards. It's about keeping track of your own work and team projects.

Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) Intermediate

Creating and formatting documents, basic data entry and simple calculations in spreadsheets, preparing basic presentations, and managing your email and calendar effectively. This is your bread and butter.

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
Scheduling a new training session Propose dates/times based on facilitator availability and room booking system, but final confirmation and sending invites requires manager review. Independently schedule routine sessions, confirm all resources, and send invites. Escalate if there are conflicts or unusual requests. Design the scheduling process for new programmes, manage complex multi-session schedules, and train junior staff on best practices.
Responding to a learner support query (LMS ticket) Answer basic 'how-to' questions using documented FAQs. Escalate anything complex or technical (e.g., course not launching) to your manager or IT. Independently troubleshoot common LMS issues, including basic data checks. Escalate only novel or system-level problems. Define the LMS support workflow, create new FAQs, and train others on troubleshooting common issues.
Updating training materials on the LMS Upload new versions of documents or presentations provided by a designer, after manager review. Make minor text/image edits to existing modules using authoring tools (e.g., Articulate Rise) and publish to the LMS. Manage the content update cycle for key programmes, ensuring version control and compliance with standards.

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.

Session Scheduling Accuracy
The percentage of training sessions (ILT or VILT) that are scheduled and set up correctly, with all necessary resources booked and confirmed.
Target · 99% of sessions scheduled without logistical errors (e.g., wrong room, missing invites).

If you schedule 50 sessions in a month, and only one had a missing calendar invite, that's 98% accuracy. We're aiming for near-perfect here.

LMS Ticket Resolution Time (Tier 1)
How quickly you respond to and resolve basic learner support queries coming into the LMS helpdesk.
Target · Resolve 85% of Tier 1 LMS tickets within 24 business hours.

A learner can't log in or find a course. You respond with clear instructions or escalate it within a day. That's a win.

Roster & Reporting Accuracy
The correctness of attendee lists and basic completion reports pulled from the LMS.
Target · Less than 1% error rate on manual completion reports or roster updates.

You pull a list of 100 people who completed a course. If you miss one person or include someone who didn't finish, that's an error. We need these lists to be spot on.

Learner Support Satisfaction
How happy learners are with the support they receive for administrative queries or technical issues.
Target · Achieve a 4.0/5.0 average on learner support satisfaction surveys (where applicable).

After you help someone with an LMS issue, they might get a quick survey. A high score means you were helpful and clear. It's about being a friendly face for our learners.

Proactive Communication
You keep people in the loop, anticipating questions and providing updates before anyone has to ask.
  • You'll send reminders about upcoming training, confirm bookings without being prompted, and flag potential issues to your manager early. For example, if a room booking looks shaky, you'll mention it before it becomes a problem.
Problem-Solving Initiative (within scope)
When a small issue crops up, you try to find a solution yourself before escalating, or at least come with a suggestion.
  • A printer isn't working for course materials? You'll check the toner first. A learner can't find a course? You'll check their profile and the course settings. You're not just reporting problems, you're trying to fix them first, or at least suggest a path forward.
Organisational Skills
Your work is tidy, logical, and easy for others to pick up. Files are named consistently, and your calendar is well-managed.
  • Your manager can easily find a document you saved, your calendar invites are clear and complete, and you've got a system for tracking your tasks. It's about making sure your work doesn't create more work for someone else.

7Would you like it

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

What people enjoy
Helping Others Succeed

You'll get a real kick out of knowing your administrative work directly helps colleagues learn and grow. When a learner thanks you for helping them access a course, or a facilitator has a smooth session because of your prep, that'll feel good.

A learner emails you, frustrated they can't find a mandatory course. You quickly guide them through the LMS, and they reply with a 'Thank you, that was so helpful!' That's your daily win.

Working in a Structured Environment

If you like having clear processes, checklists, and a sense of order, you'll enjoy the day-to-day. There's a lot of satisfaction in making sure everything is organised and runs like clockwork.

You'll spend time making sure all programme materials are filed correctly, calendar invites are consistent, and reporting templates are up-to-date. This kind of systematic work will feel natural and rewarding.

Learning New Systems and Processes

You'll be working with various learning platforms and HR systems. If you enjoy figuring out how new software works and becoming the go-to person for basic queries, you'll thrive here.

When a new feature rolls out on the LMS, you'll be keen to explore it, understand how it works, and perhaps even help explain it to others on the team.

What frustrates people
  • The Last-Minute Scramble: You'll often deal with a flood of registrations, cancellations, or changes right before a session, which means constantly re-working rosters, catering orders, or virtual room capacities. It can be a bit mad.
  • Chasing Ghosts: Spending time chasing business leaders or subject matter experts for content approvals, feedback, or even just confirming their availability to facilitate. Sometimes it feels like you're pulling teeth.
  • HRIS Data Nightmare: The employee data in our HR system can sometimes be a bit messy (wrong managers, incorrect job titles), which means your automated reports and learning assignments might be off, and you'll spend hours manually cleaning things up. It's tedious, but necessary.
  • The 'Scheduler' Stereotype: Occasionally, you might feel like you're just an 'order taker' or 'event planner' rather than a key enabler of learning. We know you're more than that, but sometimes others don't see it.
  • Tech Betrayal: The sheer dread of a platform (Zoom, Teams, LMS) failing during a high-stakes training session, especially with senior leadership. All eyes will turn to you to fix it instantly, and that can be stressful.
  • 'Mandatory Fun': The soul-crushing task of tracking down employees who haven't completed mandatory compliance training, sending endless reminder emails that often get ignored. It's not the most exciting part of the job.
What this role does not give you
  • Strategic decision-making: You won't be setting the overall learning strategy or designing courses at this level. You're supporting the delivery, not defining the content.
  • High-level autonomy on complex projects: While you'll manage your own tasks, major project decisions or changes to established processes will need approval from your manager.
  • Constant novelty: Many tasks are recurring and process-driven. If you thrive purely on brand-new challenges every day, some aspects might feel a bit routine.
  • Direct people management: This role doesn't have any direct reports, though you might informally help new starters.

8Who you work with

This role ensures the foundational administrative support for all learning initiatives. It directly impacts the operational efficiency of the L&D department, the learner experience, and the accuracy of training data. Getting this right means our internal clients trust us to deliver, and our learning programmes can genuinely make a difference.

Inside the business
  • L&D Team (Facilitators, Instructional Designers)
  • HR Business Partners
  • All Employees (as learners)
  • IT Support
Outside the business
  • Training Vendors (e.g., for venue bookings or content licences)
  • LMS Support (occasionally)

9What you need before you start

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

  • Strong organisational skills and a methodical approach to tasks.
  • Excellent written and verbal communication skills in English.
  • Proficiency with standard office software (e.g., Microsoft Word, Excel, Outlook).
  • A genuine interest in learning and development, and helping people grow.
  • The ability to work effectively as part of a team and take direction.

10What to practise next

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

Advanced LMS Functionality

As you gain experience, you'll be expected to move beyond basic user management. Understanding more complex LMS features will allow you to support a wider range of learning initiatives and troubleshoot more effectively.

Building simple learning paths or curricula within · Configuring basic automation rules (e.g., auto-enr · Understanding user groups and audience segmentatio · Running custom reports beyond the standard templat

  • This quarter: Ask to shadow a Senior L&D Admin or your manager when they're setting up a new learning path or running a custom report.
  • Next quarter: Take ownership of setting up a simple, new learning path from start to finish (under supervision, of course).
  • Month 6: Explore the LMS admin guides and documentation in your spare time. What else can it do?
  • Month 9: Propose one small automation rule in the LMS that could save the team time.

Quick win: Become the expert on one specific LMS feature (e.g., how to manage certificates) and share your knowledge with the team.

Basic eLearning Authoring Tool Edits

While you won't be designing full courses, being able to make minor text or image updates to existing e-learning modules (e.g., in Articulate Rise) can save designers a lot of time and speed up content refreshes.

Understanding SCORM package structure (what's insi · Making text and image edits in a user-friendly aut · Publishing and testing a new SCORM package in the · Basic accessibility considerations for e-learning

  • This quarter: Get access to Articulate Rise (or our primary authoring tool) and play around with existing modules.
  • Next quarter: Offer to make a small text correction or image swap in an existing course.
  • Month 6: Take an online tutorial on the basics of Articulate Rise or similar tools.
  • Month 9: Work with a designer to update a small, non-critical e-learning module from start to finish.

Quick win: Familiarise yourself with the authoring tool's interface. Just opening it up and clicking around is a good start.

11Staying current once you are in

What people here do to keep up
  • Enrolling in internal company training programmes, especially those focused on our specific L&D systems and processes.
  • Taking online courses on platforms like LinkedIn Learning or Coursera in areas like 'Introduction to L&D', 'Customer Service Skills', or 'Excel for Beginners'.
  • Attending industry webinars or local L&D networking events to learn more about the field and meet other professionals.
  • Seeking out mentorship opportunities within the L&D team to learn from more experienced colleagues.

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.

Basic L&D Data Analysis & Reporting

Businesses are increasingly data-driven, and L&D is no exception. We're moving beyond just 'how many people completed a course' to 'what impact did that course actually have?' This means administrators will need to do more than just pull raw numbers.

  • Basic Excel functions (VLOOKUP, pivot tables, cond
  • Interpreting simple trends in completion rates or
  • Understanding the difference between correlation a
  • Presenting data clearly, perhaps with simple chart

Digital Content Curation (Beyond Basic Uploads)

There's a sea of learning content out there (LinkedIn Learning, Coursera, YouTube). Simply uploading a document isn't enough; L&D administrators will need to help learners find the right content at the right time, often from external libraries.

  • Understanding learning pathways and sequences
  • Tagging and categorisation for discoverability
  • Basic content licensing models (knowing what we ca
  • User experience (UX) principles for content librar

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Kirkpatrick Model of Evaluation (Level 1)
  • ADDIE Model Awareness
  • SCORM/xAPI Standards (Basic Troubleshooting)
  • Blended Learning Coordination

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

    School Leaver / College Graduate

    0-1 year

    Skills to master

    • Basic office administration, professional communication, time management, and a strong willingness to learn new systems.

    You're ready to move on when

    • Consistently accurate completion of routine tasks.
    • Proactive in asking questions and seeking to understand processes.
    • Demonstrates reliability and a positive attitude.
  2. 2

    Administrative Assistant / Office Support

    1-2 years

    Skills to master

    • Advanced organisational skills, experience with scheduling and record-keeping, basic troubleshooting, and managing multiple priorities.

    You're ready to move on when

    • Can independently manage a busy calendar and inbox.
    • Comfortable with various software applications and quick to pick up new ones.
    • Receives positive feedback on support provided to colleagues.
  3. 3

    Customer Service Representative

    1-2 years

    Skills to master

    • Excellent communication and problem-solving skills, patience, empathy, and experience handling queries and complaints.

    You're ready to move on when

    • Consistently achieves high customer satisfaction scores.
    • Skilled at de-escalating frustrated individuals and finding solutions.
    • Strong ability to follow processes and document interactions accurately.

15Where this role leads

The long view: This role can lead into deeper L&D operations, a specialist systems role, or broader HR administration.

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 Junior Learning and Development Administrator is actually changing.

Where it leads

Roles this leads to

The record names a next step, but the catalogue has no page for it yet:

  • Learning and Development Administrator (Level 2)

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 Junior Learning and Development Administrator.

Identify individual learning and development needs Level 3

Applied to your work in Junior Learning and Development Administrator

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.

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See Your Progress Grow Illustration
Junior Learning and Development Administrator
  • Kirkpatrick Model of Evaluation (Level 1)
  • ADDIE Model Awareness
  • SCORM/xAPI Standards (Basic Troubleshooting)
  • Blended Learning Coordination
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

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

  1. Learning and Development Administrator (Level 2)

    2-3 years in the Junior role

    This is a natural step up, where you'll take on more ownership and manage entire processes rather than just individual tasks. You'll move from supporting to truly owning specific areas.

    • Independently manage the full lifecycle for multiple training programmes (e.g., all logistics for a specific department's training).
    • Handle more complex scheduling challenges and resolve common LMS issues without escalation.
    • Create custom reports from the LMS and HRIS, and analyse basic themes from feedback data.
    • Begin informally guiding new joiners or more junior team members.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, L&D administration can be a bit of a grind sometimes. But what if you could cut down on the repetitive stuff and focus on the more interesting parts of the job? That's where AI comes in. We're not talking about robots taking over, but smart tools that can give you back hours every week.

Imagine having a super-efficient assistant that handles the tedious bits. Our AI Productivity Hub is packed with tools and guides specifically for L&D administrators. You'll learn how to use these to automate the mundane, speed up your workflows, and frankly, make your life a lot easier. It's about working smarter, not just harder, and getting more done in less time.

Automated Scheduling & Comms

Use an AI assistant to parse training request emails, find common availability for learners and facilitators across calendars, book rooms or virtual meetings, and then send out templated confirmation and reminder emails. No more endless back-and-forth!

Feedback Theme Analysis

Got a pile of 'smile sheets' with open-ended comments? Feed that text into a large language model. It'll instantly identify key themes, gauge sentiment (positive, negative, neutral), and even suggest actionable improvements. This saves hours of manual reading and categorisation.

First-Draft Content Generation

Need a course description for the LMS? Or some learning objectives based on a brief outline? How about some reminder email copy? AI can whip up a first draft in minutes, giving you a strong starting point to refine and finalise. It's like having a writing buddy.

LMS Support Chatbot

Implement an AI-powered chatbot right on your LMS homepage. It can answer common learner questions like 'How do I reset my password?' or 'Where's my certificate?' This deflects a huge chunk of those basic Tier 1 support tickets, freeing you up for more complex stuff.

Common questions

Common questions

How do you become a Junior Learning and Development Administrator?

Common routes in include School Leaver / College Graduate (0-1 year), Administrative Assistant / Office Support (1-2 years) and Customer Service Representative (1-2 years). Times vary with prior experience.

Where can a Junior Learning and Development Administrator progress to?

This role can lead on to Learning and Development Administrator (2-3 years in the Junior role), depending on the skills you build.

What new skills matter most for a Junior Learning and Development Administrator?

Increasingly, Basic L&D Data Analysis & Reporting and Digital Content Curation (Beyond Basic Uploads). These are the skills our record of this role lists as growing.

Free tools

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

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17Where 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.

 More jobs in learning and development

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

The skills learned in L&D administration transfer well. They can lead into broader HR administrator roles, project coordinator positions in other departments, or event management, given the organisational and logistical skills involved.

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 plan, free 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.