UK

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

Talent Development 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 toTalent Development Specialist
  • UK framework levelUsually someone starting out, or keeping a process running

Also advertised as Learning & Development Assistant · L&D Administrator · People Development Coordinator

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

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1What this role really is

This role is all about making sure our leadership and talent development programmes run like clockwork. You're the person behind the scenes, ensuring everything from room bookings to participant queries is handled smoothly, so our leaders can focus on learning and growing. It's a foundational role, really, where you'll get to see how a busy L&D team operates day-to-day.

2What you'd actually use

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

Degreed / Cornerstone OnDemand (LMS/LXP)Basic

Enrolling participants into courses, tracking their completion status, pulling standard reports on who's done what, and managing basic course logistics.

Hogan Assessments / Korn Ferry 360 (Assessment Tools)Basic

Administering assessments by sending out links, tracking completion, generating individual reports for debriefs, and coordinating feedback sessions.

Workday HCM / SAP SuccessFactors (HRIS)Intermediate

Pulling reports on employee demographics, job titles, and performance ratings to help identify who should be invited to which programmes.

Tableau / Power BI (Data Visualisation)Basic

Interpreting pre-built dashboards to understand programme attendance or feedback trends, and exporting data for simple analysis in Excel.

Miro / MURAL (Digital Whiteboarding)Intermediate

Participating in and contributing to digital whiteboarding sessions during virtual workshops, helping to organise content or capture ideas.

Articulate 360 (Rise, Storyline) (E-Learning Authoring)Basic

Making simple text or image edits to existing Rise courses, ensuring content is up-to-date and accurate.

Microsoft Office 365 / Google WorkspaceAdvanced

Daily use of Outlook/Gmail for emails, Word/Docs for programme notes, Excel/Sheets for tracking data, and PowerPoint/Slides for presentations.

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
Programme SchedulingYou'll propose initial schedule options based on availability and known constraints; your manager will make the final approval.N/AN/A
Vendor Selection (e.g., for catering or a new small supplier)You'll research options, gather quotes, and present them; your manager will make the final choice and approve spend.N/AN/A
Resolving Participant IssuesYou'll handle basic 'where's the link' or 'how do I log in' questions. Anything beyond that, like a complaint or a complex technical issue, you'll escalate immediately to your manager.N/AN/A
Programme Material ChangesYou'll make minor text/image edits to existing materials under direct guidance. Any significant content changes require manager review and approval.N/AN/A

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.

Programme Attendance Rate
The percentage of invited participants who actually show up to our development programmes.
Target · 90%+ per programme

If we invited 20 leaders to the 'Leading Through Change' workshop and 19 attended, that's a 95% attendance rate. Your comms and logistics play a big part here.

Feedback Survey Completion Rate
The proportion of participants who complete our post-programme feedback surveys.
Target · 80%+ per programme

For a programme with 25 attendees, if 20 fill out the survey, that's 80%. This shows your follow-up and clear instructions are working.

Logistics Accuracy
The number of errors or issues related to programme logistics (e.g., wrong room, missing materials, tech failures you could have prevented).
Target · Less than 2 errors per 10 programmes

Over the last quarter, you supported 15 programmes and we had zero issues with catering, room bookings, or pre-reads. That's top-notch.

LMS Data Accuracy & Timeliness
How accurately and quickly participant enrolment, completion, and assessment data is entered and updated in our Learning Management System (LMS).
Target · 98% accuracy; all data updated within 24 hours of programme completion

All 30 participants from the 'Coaching Skills' module had their completion status updated in Degreed by Tuesday morning, and all names were spelled correctly – no errors found.

Participant Experience & Support
How participants perceive the level of support and organisation for their learning journey.
  • You'll see unsolicited positive comments in feedback surveys about 'smooth logistics' or 'helpful coordinator.' Participants will thank you directly for quick responses to their queries. Fewer complaints about administrative issues, naturally.
Team Collaboration & Proactiveness
How well you work with the rest of the L&D team and anticipate their needs.
  • Senior team members will often say things like 'you made my life easier today' or 'thanks for thinking of that.' You'll offer help before being asked, spotting gaps and filling them.
Vendor Relationship Effectiveness
The quality of your interactions and coordination with external training providers and vendors.
  • Vendors will confirm clear instructions, timely communication, and smooth payment processes. They'll enjoy working with us, which makes future collaborations easier.

5Would you like it

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

What people enjoy
Making a Difference Behind the Scenes

You'll get a real buzz from knowing your organisational skills and diligent support enable others to learn and grow without a hitch. Seeing a programme run perfectly because of your efforts is a big win.

When a leader thanks you for making their learning experience so smooth, or when a colleague says 'I couldn't have done it without you,' that's what drives you.

Learning and Growing

You're genuinely keen to understand how L&D works, how programmes are designed, and to pick up new skills in areas like learning technology or data reporting. You're always asking 'how does this work?' or 'what's next?'

You'll actively seek out opportunities to learn more about our LMS, ask questions during programme debriefs, or volunteer for tasks that stretch your knowledge.

Being Part of a Supportive Team

You value working with colleagues who help each other out, share knowledge, and celebrate successes together. A collaborative environment where you feel supported is really important to you.

You'll enjoy team meetings, actively contribute to shared goals, and be the first to offer a hand when a colleague is swamped.

What frustrates people
  • Last-minute changes to schedules or participant lists without much notice.
  • Dealing with difficult or demanding participants who expect instant solutions.
  • Technical issues during live sessions that aren't your fault but you're expected to help fix.
  • Having to chase people for information or approvals repeatedly.
What this role does not give you
  • You won't be designing the overall L&D strategy or leading big workshops from day one. This role is firmly about execution and support, building your foundational knowledge.
  • You won't have direct reports or significant budget authority yet.
  • If you're looking for a role with minimal administrative tasks, this isn't it. Admin is a core component.

6Who you work with

This role directly supports the smooth operation and effectiveness of our entire talent development offering. You're making sure that the investment we make in our people actually translates into tangible learning experiences. Get it right, and you help build a culture of continuous learning; get it wrong, and you can inadvertently create barriers to development.

Inside the business
  • Programme participants (our leaders and high-potential employees)
  • L&D team colleagues (Specialists, Partners, Managers)
  • HR Business Partners (HRBPs)
  • IT Support (for tech issues in sessions)
  • Facilities Team (for room bookings and catering)
Outside the business
  • External training providers and facilitators
  • Assessment vendors (e.g., Hogan, Korn Ferry)
  • Venue providers (if we use external spaces)

7What you need before you start

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

  • Strong organisational skills – you can manage multiple tasks and deadlines without getting flustered.
  • Excellent written and verbal communication skills – you can write clear emails and speak professionally.
  • Comfort with standard office software (Microsoft Office or Google Workspace) – you're proficient in Word/Docs, Excel/Sheets, and Outlook/Gmail.
  • A genuine 'can-do' attitude and a proactive approach to problem-solving.
  • A keen eye for detail – you spot errors others might miss.

8What to practise next

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

Learning Analytics & Reporting

Everyone, especially our leadership, wants to know if our learning programmes are actually working and providing value. The business needs to see the impact of L&D investment, not just how many people attended.

Basic Statistical Concepts · Data Visualisation Principles · Connecting Data Sources · Storytelling with Data

  • This quarter: Learn advanced functions in Excel or Google Sheets (like pivot tables, VLOOKUP, conditional formatting) to better manipulate data.
  • Next quarter: Explore basic tutorials for Tableau or Power BI – get comfortable with connecting data and building simple visualisations.
  • Month 6: Shadow a more senior analyst or L&D Partner when they're building a report or dashboard, asking lots of questions about their process and insights.
  • Month 9: Take a basic online course on 'Data Storytelling' or 'Introduction to Business Analytics'.

Quick win: Start tracking programme feedback data in a more structured way yourself, looking for basic trends and patterns before anyone asks you to. What does the data tell you?

9Staying current once you are in

What people here do to keep up
  • Attending L&D webinars and online events to stay up-to-date with industry trends.
  • Reading industry blogs and articles (e.g., from CIPD, Training Journal) to broaden your knowledge.
  • Joining professional groups on LinkedIn or other platforms to network and learn from peers.
  • Volunteering for small projects within the L&D team that allow you to learn new skills.

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: Digital Facilitation & Engagement

Remote and hybrid learning isn't going anywhere, and in fact, it's becoming the norm for many of our programmes. This means we need new ways to keep people engaged and connected when they're not all in the same room.

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

Your PlanIllustration

Built for Talent Development Coordinator

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

  1. Identify individual learning and development needsSFJ Awards · covers 4 of 10 standardsLevel 3
  2. Provide learning opportunities for colleaguesPearson EDI · covers 4 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.

Digital Facilitation & Engagement

Remote and hybrid learning isn't going anywhere, and in fact, it's becoming the norm for many of our programmes. This means we need new ways to keep people engaged and connected when they're not all in the same room.

  • Advanced Virtual Platform Features
  • Interactive Collaboration Tools
  • Managing Virtual Energy
  • Basic Troubleshooting for Online Learners

What you’ll use

Skills this role draws on

Technical

  • Programme Logistics Management
  • Data Entry & Basic Reporting
  • Basic Instructional Support

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

    Administrative Assistant (Any Department)

    1-2 years

    Skills to master

    • Organisation, scheduling, professional communication (written and verbal), and proficiency with standard office software. These are the core skills that transfer really well.

    You're ready to move on when

    • You're known for keeping things running smoothly and efficiently in your current role.
    • You proactively offer help and look for ways to improve processes.
    • You've shown a genuine curiosity about how L&D works and expressed an interest in moving into the field.
  2. 2

    HR Administrator

    1-2 years

    Skills to master

    • Understanding general HR processes, managing employee data, providing employee support, and familiarity with HR Information Systems (HRIS).

    You're ready to move on when

    • You're already familiar with HR systems and processes, making your transition smoother.
    • You enjoy helping employees with their queries and supporting their professional journeys.
    • You've actively sought out opportunities to learn more about learning and development within your HR role.

11Where this role leads

The long view:Your journey starts here, as a vital part of our L&D team. Where it goes is really up to you and your ambition. We're genuinely here to support your growth every step of the way, providing opportunities to learn, develop, and carve out a career that excites you.

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.

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:

Identify individual learning and development needsLevel 3

Applied to your work in Talent Development Coordinator

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. 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 Talent Development 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.

  • Programme Attendance RateThe percentage of invited participants who actually show up to our development programmes.If we invited 20 leaders to the 'Leading Through Change' workshop and 19 attended, that's a 95% attendance rate. Your comms and logistics play a big part here.90%+ per programme
  • Feedback Survey Completion RateThe proportion of participants who complete our post-programme feedback surveys.For a programme with 25 attendees, if 20 fill out the survey, that's 80%. This shows your follow-up and clear instructions are working.80%+ per programme
  • Logistics AccuracyThe number of errors or issues related to programme logistics (e.g., wrong room, missing materials, tech failures you could have prevented).Over the last quarter, you supported 15 programmes and we had zero issues with catering, room bookings, or pre-reads. That's top-notch.Less than 2 errors per 10 programmes
  • LMS Data Accuracy & TimelinessHow accurately and quickly participant enrolment, completion, and assessment data is entered and updated in our Learning Management System (LMS).All 30 participants from the 'Coaching Skills' module had their completion status updated in Degreed by Tuesday morning, and all names were spelled correctly – no errors found.98% accuracy; all data updated within 24 hours of programme completion
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 Talent Development Coordinator to Talent Development Specialist (L2), and whatever you decide comes after.

Level 2 · in progressAI Fluency→ Talent Development Specialist (L2)→ your design
Where this takes you

Your journey starts here, as a vital part of our L&D team. Where it goes is really up to you and your ambition. We're genuinely here to support your growth every step of the way, providing opportunities to learn, develop, and carve out a career that excites you.

See Your Progress GrowIllustration
Talent Development Coordinator
  • Programme Logistics Management
  • Data Entry & Basic Reporting
  • Basic Instructional Support
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

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

  1. Talent Development Specialist (L2)

    2-3 years (after your time as Coordinator)

    You'll move from executing tasks under guidance to owning specific programmes and processes independently. You'll take more responsibility for programme delivery and basic design.

    • Basic Needs Analysis: Identifying what learning is actually needed by teams.
    • Programme Facilitation: Leading small workshops or sections of larger programmes.
    • Basic Instructional Design: Making more significant edits to e-learning content or designing simple learning activities.
    • Advanced LMS Configuration: Setting up new courses, managing user groups, and running more complex reports in our learning platforms.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, AI isn't just for data scientists anymore. Even in L&D coordination, smart tools can take a lot of the grunt work off your plate, freeing you up for more interesting tasks and problem-solving.

Imagine automating those repetitive emails, getting quick summaries of feedback, or even drafting programme descriptions in minutes. That's the reality with AI. These aren't futuristic tools; they're here now and can genuinely make your day-to-day work smoother and more efficient.

Smart Content Search & Curation

AI tools can help you quickly find relevant learning content for specific roles or topics from our LMS, LinkedIn Learning, or internal wikis. This saves you loads of time when responding to participant requests for 'more on X' or building pre-reads.

Feedback Theme Summariser

Instead of manually reading every single open-ended comment from participant surveys, AI can quickly process and summarise key themes, sentiment, and common suggestions. You'll get a snapshot of what went well and what didn't in minutes, not hours.

Programme Communication Drafts

Need to send out a reminder email, draft a quick programme update for the intranet, or write a short description for a new module? AI can generate a solid first draft in seconds, which you can then tweak and send, saving you precious writing time.

Intelligent Scheduling Assistant

AI-powered tools can help you find optimal meeting times across multiple calendars, considering time zones and preferences. This dramatically reduces the back-and-forth for complex programme scheduling, especially when dealing with busy leaders or external facilitators.

Common questions

Common questions

How do you become a Talent Development Coordinator?

Common routes in include Administrative Assistant (Any Department) (1-2 years) and HR Administrator (1-2 years). Times vary with prior experience.

Where can a Talent Development Coordinator progress to?

This role can lead on to Talent Development Specialist (L2) (2-3 years (after your time as Coordinator)), depending on the skills you build.

What level is a Talent Development 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 a Talent Development Coordinator?

Increasingly, Digital Facilitation & Engagement. 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 a Talent Development 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 a Talent Development 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 foundational skills you'll gain in L&D coordination – organisation, communication, problem-solving, and system administration – are incredibly valuable and highly transferable across almost any industry. Any large organisation with a dedicated HR or People function will need these skills, so you'll have plenty of options.

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.