UK

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

Training and Development Manager

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 bandMid-Level (2-5 years)
  • Direct reportsNo direct reports
  • Reports toSenior Training and Development Manager
  • UK framework levelUsually a coordinator, or early in a professional job

Also advertised as Learning Specialist · L&D Project Lead · Learning & Development 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 4 of 10 standards
City & Guilds Level 4 Diploma in Learning and Development City & Guilds Limited · Level 4 · covers 4 of 10 standards
OCNLR Level 4 Certificate in Education and Training OCN London · Level 4 · covers 2 of 10 standards
TQUK Level 3 Diploma in Specialist Support for Teaching and Learning in Schools (RQF) Training Qualifications UK Ltd · Level 3 · covers 1 of 10 standards
Focus Awards Level 3 Diploma in Playwork (RQF) Focus Awards Limited · Level 3 · covers 1 of 10 standards
Open Awards Level 4 Certificate in Education and Training (RQF) Open Awards · Level 4 · 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
Support learning and development within own area of responsibility TQUK Level 3 Diploma in Specialist Support for Teaching and Learning in Schools (RQF)
Provide learning opportunities for colleagues Focus Awards Level 3 Diploma in Playwork (RQF)
Manage Learning and Development in Groups Open Awards Level 4 Certificate in Education and Training (RQF)

The future skills this job leans on

AI Fluency working with AI as a thinking partner
AI Governance Fluency using AI responsibly
Your Plan Illustration

Built for Training and Development Manager

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. Support learning and development within own area of responsibility Training Qualifications UK Ltd · covers 1 of 10 standards Level 3
  3. Provide learning opportunities for colleagues Focus Awards Limited · covers 1 of 10 standards Level 3
  4. Manage Learning and Development in Groups Open Awards · covers 1 of 10 standards Level 4
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 Training and Development Manager?

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

The new skill this role is being asked for

  • AI-Powered Content Curation & Personalisation
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 Training and Development Manager plan as you set up, starting with the free Automation Fluency module. No card.

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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 training and development manager designs and improves training programmes so staff can do their jobs better. The work covers building new modules and updating existing ones, then checking they help people in practice.

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, Workday Learning Intermediate

You'll be managing course catalogues, enrolling users, setting up learning paths, tracking completions, and pulling standard reports. You'll also troubleshoot basic user access issues and understand how our LMS integrates with other systems.

eLearning Authoring - e.g., Articulate 360 (Rise), Camtasia Intermediate

You'll create engaging, interactive eLearning modules using Articulate Rise from existing templates, or perform simple video edits and screen recordings in Camtasia for short instructional videos. You'll understand basic SCORM publishing.

Learning Experience Platform (LXP) - e.g., Degreed, 360Learning Basic

You'll use the LXP to curate relevant content into existing learning pathways and monitor user engagement on dashboards. You'll understand how to recommend resources to learners based on their needs.

Collaboration & Project Management - e.g., Asana, MS Teams, Miro Intermediate

You'll manage your own tasks and update project boards for assigned learning modules using Asana or similar tools. You'll use MS Teams for virtual meetings and collaboration, and occasionally use Miro for brainstorming or design sessions with SMEs.

Analytics & Visualisation - e.g., Power BI, Tableau Basic

You'll view and interpret pre-built dashboards to understand training completion rates and basic engagement. You might export data to Excel for simple analysis, but you won't be building complex dashboards from scratch.

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
Training Content Design Follows templates and detailed instructions; all designs reviewed by senior team. Independently designs smaller modules and adapts existing content; consults senior team on complex design choices. Designs complex, multi-modal programmes from scratch; sets design standards for junior team.
Project Timeline & Scope Executes tasks within given timelines; escalates any potential delays immediately. Manages timelines and scope for individual projects; proposes adjustments with justification to manager. Defines project timelines and scope for major workstreams; negotiates with stakeholders and manages expectations.
LMS Administration Performs basic data entry and user enrolment under supervision. Manages course setup, user groups, and standard reporting independently; troubleshoots basic user issues. Configures complex learning paths, manages integrations, and trains other LMS administrators.
Stakeholder Communication Communicates updates as directed by supervisor. Proactively communicates project status and gathers feedback from relevant stakeholders. Manages stakeholder expectations, resolves conflicts, and influences buy-in for strategic initiatives.

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.

Facilitator Effectiveness Score
Average score from participant feedback on your delivery of training sessions.
Target · >4.5/5.0

After delivering a 'New Manager Essentials' workshop, participants rate your delivery as 4.7 out of 5, indicating clear communication and engaging facilitation.

Learning Transfer Rate (L2/L3)
Percentage of participants demonstrating increased knowledge (L2) or applying learned behaviours (L3) post-training.
Target · >25% knowledge lift / >60% behaviour application

Participants in a 'Presentation Skills' course show a 30% improvement in a post-course quiz, and 70% of their managers report seeing improved presentation skills in their teams three months later.

Project Delivery Adherence
Percentage of learning projects (e.g., new eLearning module, workshop redesign) delivered on time and within agreed scope.
Target · >90% on-time delivery

You're building a new 'Customer Service Excellence' eLearning module. It's launched on the exact date planned, and all the features agreed upon in the design phase are included.

LMS/LXP Content Utilisation
Engagement metrics for content you've created or curated within our learning platforms (e.g., completion rates, unique views).
Target · >70% completion rate for mandatory courses; >30% engagement for optional content.

The 'Introduction to Our Values' eLearning module you built has a 92% completion rate for new hires, and the curated 'Leadership Articles' pathway sees 40% of managers engaging monthly.

Stakeholder Feedback & Collaboration
How well you work with managers and SMEs to understand their needs and get their buy-in for training initiatives.
  • Managers actively seek your advice on development challenges
  • SMEs are responsive and engaged in content creation
  • positive comments in informal feedback sessions
  • you're seen as a trusted partner, not just an 'order taker'.
Instructional Design Quality
The clarity, engagement, and effectiveness of the learning materials and experiences you design and deliver.
  • Learners consistently comment on the relevance and practical application of your content
  • materials are well-structured and easy to follow
  • your designs show a clear understanding of adult learning principles
  • feedback from peers on your module reviews is consistently positive.
Problem-Solving & Adaptability
Your ability to troubleshoot issues during a live session, adapt content on the fly, or find creative solutions to learning challenges.
  • You calmly handle technical glitches during vILT sessions
  • you can adjust a workshop agenda based on real-time group needs
  • you suggest alternative learning approaches when a traditional training request isn't the best solution
  • you proactively identify potential roadblocks and propose fixes.

7Would you like it

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

What people enjoy
Seeing People Grow and Develop

You get a real buzz from seeing a learner have an 'aha!' moment in a workshop, or getting feedback that someone used a skill you taught them to solve a problem at work.

A junior team member tells you they nailed a presentation because of the tips you gave them in the 'Effective Communication' workshop.

Solving Business Problems Through Learning

You enjoy the challenge of taking a business problem (like 'our sales team isn't closing enough deals') and figuring out how learning can be part of the solution, then building something that actually helps.

You design a new product training module that directly leads to a measurable increase in product knowledge scores for the sales team, which then correlates with better sales figures.

Building and Creating Engaging Content

You love getting stuck into designing an interactive eLearning module, writing a compelling script for a video, or crafting a facilitator guide that makes a workshop really come alive.

You spend a Friday afternoon perfecting the branching scenarios in a new compliance eLearning, making it genuinely engaging rather than just a tick-box exercise.

What frustrates people
  • Being asked to create a 'quick training' for a complex problem without proper time for needs analysis.
  • Chasing busy Subject Matter Experts (SMEs) for content input or review, leading to project delays.
  • Dealing with technical glitches during a live virtual session, despite thorough preparation.
  • Low attendance or engagement in optional training programmes, even when you know the content is valuable.
  • Having to justify the value of learning beyond simple attendance figures.
What this role does not give you
  • A quiet, predictable routine with no interruptions or urgent requests.
  • Direct authority over large budgets or strategic direction for the entire L&D function.
  • The ability to completely ignore administrative tasks like scheduling and reporting.
  • A role where you only design and never have to deliver or facilitate.

8Who you work with

This role directly impacts employee capability and performance. You'll be helping our people learn new skills, improve existing ones, and adapt to changes in their roles. If our teams aren't trained properly, it can slow down projects, reduce customer satisfaction, and frankly, make people feel a bit lost. Your work ensures we've got a skilled workforce, ready for whatever the business throws at them, which ultimately helps us hit our overall company goals.

Inside the business
  • Departmental Managers (e.g., Sales, Operations, Product)
  • HR Business Partners
  • Subject Matter Experts (SMEs) across the business
  • Fellow L&D team members
Outside the business
  • External training vendors (occasionally)
  • LMS/LXP platform support

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 experience in a dedicated L&D role (e.g., Training Specialist, Learning Coordinator, Junior Instructional Designer).
  • Proven experience in delivering engaging training sessions, both in-person and virtually.
  • Demonstrable experience in designing and developing learning materials, including presentations and basic eLearning modules.
  • Solid understanding of adult learning principles and how to apply them in practice.
  • Experience using a Learning Management System (LMS) for administration and reporting.
  • Strong project management skills for managing individual learning initiatives.
  • Excellent written and verbal communication skills, with the ability to work effectively with various internal stakeholders.

10What to practise next

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

Advanced eLearning Interactivity & Gamification

Learners expect more than just click-through slides. Highly interactive modules, simulations, and gamified elements significantly boost engagement and retention. If our content isn't engaging, it's 'scrap learning'.

Branching Scenarios · Variables & Triggers in Authoring Tools · Gamification Mechanics · User Experience (UX) for Learning

  • This month: Complete an online course on advanced Articulate Storyline features or gamification in learning.
  • Next 3 months: Redesign an existing basic eLearning module to include at least two new interactive elements or a simple gamified challenge.
  • Next 6 months: Seek out a mentor (internal or external) who is an expert in advanced eLearning design and get their feedback on your work.
  • Next 12 months: Lead the development of a new, highly interactive eLearning module that incorporates branching scenarios or a significant gamified component.

Quick win: Try adding a simple drag-and-drop activity or a short quiz with immediate feedback into your next eLearning module. Small changes can make a big difference to engagement.

Learning Analytics & Reporting (Advanced)

We need to move beyond just reporting completion rates. Being able to connect learning data to business outcomes (e.g., reduced errors, increased sales) is crucial for demonstrating value and securing future investment. This means digging deeper into the numbers.

xAPI (Experience API) · Data Visualisation Best Practices · Correlation vs. Causation · Basic SQL for Data Extraction

  • This month: Take an online course on data visualisation basics using Excel or Power BI.
  • Next 3 months: Work with a senior L&D colleague or data analyst to understand how they connect learning data to business metrics. Ask to shadow them.
  • Next 6 months: Identify one specific business problem and try to gather relevant learning data (e.g., completion rates for a specific course) and a related business metric (e.g., error rates in that department). Try to visualise any patterns.
  • Next 12 months: Present a simple 'learning impact' report to your manager, going beyond basic completion rates to show potential correlations with business outcomes.

Quick win: Start regularly reviewing the existing analytics dashboards in our LMS/LXP. Ask 'why' when you see spikes or dips in engagement. Get curious about the numbers.

11Staying current once you are in

What people here do to keep up
  • Regularly attending L&D webinars, industry conferences (e.g., Learning Technologies), or local CIPD events.
  • Joining online L&D communities or forums to share best practices and learn from peers.
  • Undertaking specific online courses in instructional design, adult learning, or specific software tools.
  • Reading key L&D publications and research to stay current with trends and methodologies.
  • Seeking out opportunities to shadow senior L&D professionals or mentor junior 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.

AI-Powered Content Curation & Personalisation

Learners expect more personalised experiences, and there's an explosion of content out there. AI can help us cut through the noise, find the most relevant resources, and tailor learning paths to individual needs much faster than we ever could manually. Competitors are already using this to offer more engaging and efficient learning.

  • Adaptive Learning Algorithms
  • Generative AI for Content Summarisation
  • Skill Gap Identification via AI
  • Ethical AI in Learning

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Instructional Design (ADDIE/SAM)
  • Adult Learning Theory (Andragogy)
  • Learning Evaluation (Kirkpatrick L1 & L2)
  • Training Needs Analysis (TNA) Basics
  • Facilitation & Presentation Skills

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

    Learning Coordinator / L&D Administrator

    2-3 years

    Skills to master

    • Flawless logistical coordination, LMS administration, basic content updates, strong attention to detail, proactive problem-solving for operational issues.

    You're ready to move on when

    • You've consistently delivered projects on time and without errors.
    • You're often asked to help with content adjustments or basic design tasks.
    • You've shown initiative in suggesting improvements to L&D processes.
    • You're comfortable presenting information to small groups or running basic training sessions.
  2. 2

    HR Generalist with L&D Focus

    3-4 years

    Skills to master

    • Understanding of HR processes, basic training delivery, employee relations, talent management principles, and a strong desire to specialise in learning.

    You're ready to move on when

    • You've actively sought out L&D projects within your HR role.
    • You've delivered internal training sessions or onboarding programmes.
    • You can articulate how learning impacts broader HR and business goals.
    • You've completed some formal L&D training or certifications.
  3. 3

    Subject Matter Expert (SME) / Trainer

    3-5 years (within a specific domain)

    Skills to master

    • Deep expertise in a specific business area, strong presentation/facilitation skills, ability to break down complex topics for others, and a passion for teaching.

    You're ready to move on when

    • You're regularly asked to train new hires or colleagues in your area of expertise.
    • You've developed your own training materials or guides.
    • You've shown an interest in instructional design principles, not just content delivery.
    • You're keen to move into a full-time L&D role rather than just ad-hoc training.

15Where this role leads

The long view: This work can lead to managing larger learning programmes, or into a head of L&D role setting strategy for a whole organisation.

16Pay and demand

Pay & demand

Typical pay £36,357 a year Source: ONS Annual Survey of Hours and Earnings, 2025 (provisional), under the Open Government Licence v3.0

The figure is the median for full-time employees in the ONS occupation this job title codes to (Other vocational and industrial trainers), from the April 2025 survey, about six months old when published, as ASHE always is. It is that occupation's middle, not this role's. Half earn more.

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 Training and Development Manager is actually changing.

Where it leads

Roles this leads to

Also named as a next step, with no page in the catalogue yet:

  • Instructional Designer (Specialist)

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 Training and Development Manager.

Identify individual learning and development needs Level 3

Applied to your work in Training and Development Manager

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
Training and Development Manager
  • Instructional Design (ADDIE/SAM)
  • Adult Learning Theory (Andragogy)
  • Learning Evaluation (Kirkpatrick L1 & L2)
  • Training Needs Analysis (TNA) Basics
  • Facilitation & Presentation Skills
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.

17The 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

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

  1. Senior Training and Development Manager

    3-5 years

    Level 3 (Senior Professional)

    • Full Instructional Design Ownership Designing multi-modal programmes from scratch, including blended learning solutions.
    • Advanced Learning Evaluation (Kirkpatrick L3/L4) Measuring behaviour change and business results.
    • Vendor Management Selecting and managing external training providers.
    • Budget Management (small scale) Managing programme-specific budgets (e.g., up to £50K).

  2. Instructional Designer (Specialist)

    3-5 years

    Level 3 (Senior Professional)

    • Expert eLearning Authoring Mastering tools like Articulate Storyline for complex simulations and interactions.
    • Learning Technology Integration Understanding how different learning platforms connect and optimise the ecosystem.
    • Media Production Basic video editing, animation, or podcasting for learning content.
    • Advanced Storyboarding Creating detailed visual blueprints for complex modules.
Working with AI on the job

Working with AI

Where AI is starting to help

Imagine getting a first draft of an eLearning script in minutes, or instantly understanding feedback from hundreds of survey responses. AI isn't here to replace your creativity; it's here to give you back hours every week, letting you focus on the human side of learning and development.

As a Training and Development Manager, you're constantly creating content, analysing feedback, and trying to make learning more efficient. AI tools can take the heavy lifting out of those repetitive, time-consuming tasks, freeing you up to design more engaging experiences and build stronger relationships with your learners and stakeholders. It’s about working smarter, not just harder.

First-Draft Content Creation

Use AI to generate a structured first draft of an eLearning module, facilitator guide, or video script based on your raw notes or a technical document. The AI can quickly create initial outlines, learning objectives, and key talking points, giving you a solid starting point to refine. This saves you from staring at a blank page.

Qualitative Feedback Analysis

Got hundreds of open-ended comments from your programme evaluation surveys? Feed them into an AI tool. It'll instantly identify key themes, sentiment (positive/negative), and actionable suggestions. This saves you hours of manual reading, categorisation, and trying to spot patterns in the noise, letting you get to the insights faster.

vILT Session Summarisation

Automatically generate a detailed transcript, summary, and a clear list of key action items from a recorded virtual instructor-led training (vILT) session. This means you can quickly share concise recaps with attendees or those who couldn't make it, ensuring everyone's on the same page without you needing to manually type it all out.

Learning Objective Generation

Struggling to write clear, measurable learning objectives? Use AI to generate a range of options based on your content topic and target audience. It can help you quickly craft objectives that align with Bloom's Taxonomy, ensuring your learning outcomes are well-defined and effective. It's a great brainstorming partner.

Common questions

Common questions

How do you become a Training and Development Manager?

Common routes in include Learning Coordinator / L&D Administrator (2-3 years), HR Generalist with L&D Focus (3-4 years) and Subject Matter Expert (SME) / Trainer (3-5 years (within a specific domain)). Times vary with prior experience.

Where can a Training and Development Manager progress to?

This role can lead on to Senior Training and Development Manager (3-5 years) and Instructional Designer (Specialist) (3-5 years), depending on the skills you build.

What new skills matter most for a Training and Development Manager?

Increasingly, AI-Powered Content Curation & Personalisation. 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

18Where 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

The skills built as a training and development manager transfer across industries, including tech, finance, healthcare and education. Instructional design, facilitation and learning technology are useful in most sectors. This work can also lead into broader HR roles, talent management, change management or organisational development.

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.