UK

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

Learning Resource Coordinator

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 toL&D Manager
  • UK framework levelUsually a coordinator, or early in a professional job

Also advertised as L&D Coordinator · Training Coordinator · Learning Operations 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 2 of 10 standards
City & Guilds Level 4 Diploma in Learning and Development City & Guilds Limited · Level 4 · covers 2 of 10 standards
City & Guilds Level 4 Certificate in Education and Training City & Guilds Limited · Level 4 · covers 2 of 10 standards
Focus Awards Level 3 Diploma in Playwork (RQF) Focus Awards Limited · Level 3 · 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
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

Plan and prepare specific learning and development opportunities SFJ Awards Level 3 Certificate In Learning and Development
Develop and prepare resources for learning and development City & Guilds Level 4 Certificate in Education and Training
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)
Facilitate learning and development activities to meet individual needs and preferences NOCN Level 3 Diploma in Healthcare Support

The future skills this job leans on

AI Fluency working with AI as a thinking partner
Automation Fluency building AI into how work runs
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Your Plan Illustration

Built for Learning Resource Coordinator

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

  1. Plan and prepare specific learning and development opportunities SFJ Awards · covers 2 of 10 standards Level 3
  2. Develop and prepare resources for learning and development City & Guilds Limited · covers 2 of 10 standards Level 4
  3. Provide learning opportunities for colleagues Focus Awards Limited · covers 2 of 10 standards Level 3
  4. Support learning and development within own area of responsibility Training Qualifications UK Ltd · covers 1 of 10 standards Level 3
  5. Facilitate learning and development activities to meet individual needs and preferences NOCN · 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 Learning Resource Coordinator?

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 & Discovery
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 Resource Coordinator 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

You keep learning programmes running, making sure people have the materials and resources they need, when they need them. Without this work, training schedules stall. The role covers admin, coordination and making sure learners get what they need to build their skills.

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 spend a lot of time here. Managing user profiles, enrolling learners in courses, troubleshooting basic user access issues, and pulling standard reports on completion rates.

Articulate 360 (Rise/Storyline) Basic

You might make minor text or image edits to existing e-learning modules, package SCORM files, and upload content to the LMS. You won't be building courses from scratch, but you'll know your way around.

Jira / Confluence Intermediate

You'll update tickets to track your tasks, manage project timelines for content development, and use Confluence to access and update our L&D knowledge bases and documentation.

Degreed / EdCast (LXP) Intermediate

You'll curate basic content pathways, tag articles and videos, and help users navigate the platform to find relevant learning. It's about making learning discoverable.

Microsoft Excel / Google Sheets Intermediate

You'll use VLOOKUP/XLOOKUP, PivotTables, and basic formulas to track attendance, manage programme budgets, and summarise feedback scores. You're comfortable with data.

Power BI / Tableau Basic

You'll view and filter pre-built dashboards to answer specific questions about learner engagement or programme performance. You won't be building them from scratch, but you can interpret them.

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
Course Scheduling & Rescheduling Propose options, get approval from supervisor. Independently reschedule routine sessions (e.g., due to low attendance) after consulting facilitator; escalate if it impacts critical dates or senior stakeholders. Approve schedule changes for entire workstreams; inform stakeholders.
LMS Configuration & Content Upload Perform tasks following detailed instructions; all changes reviewed. Independently configure standard courses, enroll learners, and upload approved content; escalate complex technical issues or new system integrations. Design and implement complex LMS structures and learning pathways; define content governance.
Learner Support & Issue Resolution Answer basic FAQs; escalate anything technical or complex. Troubleshoot and resolve most common technical and access issues independently; escalate only novel or persistent problems. Define learner support processes and escalation paths; mentor team on complex issue resolution.
Vendor Communication & Coordination Draft emails for supervisor review; follow up on established tasks. Communicate directly with vendors for scheduling, resource requests, and basic issue resolution; flag any contract or billing discrepancies to manager. Lead vendor relationship management; negotiate service level agreements (SLAs).

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.

Learner Support Ticket Resolution Time
How quickly you respond to and resolve questions or issues from learners about course access, technical glitches, or content.
Target · Resolve 90% of tickets within 1 business day, with 95% learner satisfaction on resolved issues.

A learner can't access their course. You respond within 2 hours, troubleshoot the issue, and confirm access, all within the same day. That's a win.

LMS Course Setup Accuracy
The precision with which new courses, learning pathways, or user groups are configured in our Learning Management System (LMS).
Target · Maintain a 99% accuracy rate on all course configurations and learner enrollments.

You set up a new leadership programme for 50 people. All 50 are correctly enrolled, have access to the right modules, and receive the correct notifications. No one gets the wrong pre-work.

Post-Course Survey Deployment Rate
Ensuring that 'happy sheets' (our Level 1 evaluation forms) are sent out promptly after a learning session or course completion.
Target · 100% of surveys sent within 24 hours of session completion or course enrollment completion.

The 'Effective Feedback' workshop finishes at 3 PM on Tuesday. By 3 PM Wednesday, every participant has received the feedback survey. Simple, but crucial for getting timely insights.

Learning Resource Availability
The percentage of scheduled learning resources (e.g., virtual classroom links, pre-work documents, content licenses) that are available and correct for learners at least 24 hours before the programme starts.
Target · 98% of all resources available and correct ahead of time.

You're coordinating a vILT. The Zoom link, pre-reading PDF, and any required software licences are all sent out and working by Monday for a Tuesday session. No last-minute scrambles.

Learner Experience Feedback
The overall sentiment and constructive feedback from learners regarding the logistical support and resource accessibility you provide.
  • Positive comments in post-course surveys about smooth operations, easy access to materials, and helpful support. Learners proactively reaching out to thank you for a well-organised programme. Fewer complaints about technical issues or missing resources.
Stakeholder Trust & Reliability
How much the L&D Manager, facilitators, and content designers trust you to handle tasks independently and reliably, without needing constant follow-up.
  • The L&D Manager delegates tasks to you without micromanaging. Facilitators know they can rely on you for pre-session checks. Content designers are confident you'll upload their materials correctly. You're seen as the 'fire and forget' person for logistics.
Proactive Issue Resolution
Your ability to spot potential problems with logistics, scheduling, or resources before they become actual issues for learners or facilitators.
  • You flag a potential scheduling conflict a week in advance, rather than the day before. You notice a broken link in a course module during a routine check and fix it before anyone complains. You anticipate a need and address it before it's asked for.

7Would you like it

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

What people enjoy
Making things run smoothly

You'll get a real buzz from seeing a complex programme launch without a single hitch, knowing all the logistical pieces you managed fell perfectly into place. It's the satisfaction of a well-oiled machine.

Successfully coordinating a multi-session virtual training programme across three time zones, with all participants receiving the correct links and materials on time, leading to glowing feedback about the organisation.

Helping people learn and grow

You're motivated by the idea that your organisational skills directly enable colleagues to develop new skills. You'll enjoy knowing that by sorting out an LMS access issue, you've removed a barrier to someone's learning.

A new starter struggles with the onboarding modules. You patiently walk them through the LMS, resolve their technical issue, and receive a grateful email about how much easier you made their first week.

Being the 'go-to' person for operational detail

You like being the expert on 'how things get done' in L&D operations. People will come to you for advice on the best way to schedule a session or manage content, and you'll enjoy providing that clarity.

A content designer asks for your advice on the best way to package a new e-learning module for the LMS, knowing you're the expert on the technical requirements and user experience.

What frustrates people
  • Last-minute mayhem: A senior leader adds 10 people to a fully-booked workshop the day before it starts, forcing you to scramble for licences and materials.
  • The 'admin' perception: Constantly fighting the idea that you're just an 'events planner' when you're managing critical technology and budgets.
  • The clunky LMS: Being the person everyone complains to about the system's terrible user interface or bugs.
  • Chasing SMEs: Spending a chunk of your week sending 'gentle reminder' emails to busy people who are ghosting you on content reviews.
  • The 'urgent' mandate: A department head has a 'brilliant idea' for mandatory training that needs to roll out next week, completely bypassing proper planning.
What this role does not give you
  • High-level strategic decision-making in L&D programme design (that's more for L3+).
  • Extensive creative content development (you'll support it, not lead it).
  • A quiet, predictable routine with no urgent requests or last-minute changes.

8Who you work with

Your work directly influences the efficiency and effectiveness of our entire learning ecosystem. When you nail the logistics, our people get the right training at the right time, which means they're better equipped to do their jobs. It also frees up our L&D designers and managers to focus on strategy and content quality, rather than getting bogged down in the day-to-day admin. Honestly, without you, our programmes simply wouldn't get off the ground.

Inside the business
  • L&D Manager (your direct boss)
  • L&D Content Designers (who create the learning materials)
  • Internal Facilitators (the people who deliver the training)
  • Internal Learners (everyone who takes our courses)
  • HR Business Partners (who often flag training needs)
Outside the business
  • Learning Content Vendors (e.g., LinkedIn Learning, Pluralsight)
  • External Facilitators (when we bring in specialists)
  • LMS/LXP Support Teams (when you need technical help)

9What you need before you start

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

  • Proven experience (2+ years) in an administrative, coordination, or support role, ideally within an HR, L&D, or events management function.
  • Solid grasp of Microsoft Office Suite (Word, Outlook, Excel) or Google Workspace (Docs, Gmail, Sheets).
  • A track record of managing multiple tasks simultaneously and hitting deadlines.
  • Demonstrable experience with at least one Learning Management System (LMS), even if it wasn't Cornerstone OnDemand. You know what an LMS is and how it generally works.

10What to practise next

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

Basic Automation & Scripting (e.g., Power Automate, Google Apps Script)

Many repetitive tasks, like sending reminders, generating simple reports, or moving data between systems, can be automated. Learning basic scripting or using low-code tools will free up huge amounts of your time and reduce errors.

If-Then-Else Logic · API Integrations (Conceptual) · Trigger-Action Workflows · Data Mapping

  • This week: Identify one repetitive task you do weekly that takes more than 30 minutes (e.g., sending out a specific reminder email).
  • This month: Explore Microsoft Power Automate or Zapier tutorials to see if you can automate that task. Start with something simple.
  • Month 2: Build a simple automation, perhaps linking a new LMS enrollment to a Google Sheet update.
  • Month 3: Document your automation, share it with the team, and measure the time it saves.

Quick win: Set up a simple email rule in Outlook or Gmail that automatically files specific L&D emails into a dedicated folder. It's a small automation, but it makes a difference.

Advanced Data Visualisation & Storytelling (Power BI/Tableau)

Just pulling data isn't enough anymore. You'll need to turn that data into clear, compelling visuals that tell a story about learning impact. This helps stakeholders quickly understand what's working and what isn't, moving beyond just raw numbers.

Dashboard Design Principles · Key Performance Indicators (KPIs) · Data Cleaning & Transformation · Audience-Specific Visuals

  • This week: Take a free online course on basic Power BI or Tableau dashboard creation (e.g., from YouTube or LinkedIn Learning).
  • This month: Try to recreate one of our existing L&D dashboards from scratch using sample data.
  • Month 2: Identify a new metric that isn't currently visualised and try to build a simple chart for it.
  • Month 3: Present a new visualisation to your L&D Manager, explaining what insights it provides.

Quick win: Instead of just listing numbers in an email, try creating a simple bar chart or pie chart in Excel to illustrate your point. It's a small step, but it makes your data much more digestible.

11Staying current once you are in

What people here do to keep up
  • Join relevant L&D professional groups on LinkedIn or local meetups to network and learn from peers.
  • Take online courses on specific L&D technologies (e.g., advanced LMS features, basic e-learning authoring) to deepen your technical skills.
  • Attend webinars or workshops on adult learning principles or effective communication to enhance your foundational skills.
  • Seek out opportunities to shadow L&D content designers or facilitators to better understand the full programme lifecycle.

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 & Discovery

Finding the best learning content can be a huge time sink. AI tools are getting incredibly good at sifting through vast amounts of information to suggest relevant articles, videos, and courses. Coordinators who can use these tools will be much faster and more effective at building learning pathways.

  • Semantic Search
  • Personalised Recommendations
  • Content Summarisation
  • Skill Tagging Automation

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • ADDIE Model (Implementation & Evaluation)
  • Kirkpatrick's Four Levels of Evaluation (L1-L2)
  • Adult Learning Theory (Andragogy)
  • Content Curation & Taxonomy
  • Vendor & SLA Management (Basic)

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

    Administrative Assistant / Office Manager

    2-4 years

    Skills to master

    • Organisation, scheduling, communication, basic IT troubleshooting, stakeholder support.

    You're ready to move on when

    • You're the 'go-to' person for office logistics.
    • You've managed complex calendars for multiple people.
    • You're comfortable with various software systems and can pick up new ones quickly.
  2. 2

    HR Assistant / HR Administrator

    2-3 years

    Skills to master

    • Understanding HR processes, data management, employee support, confidentiality, basic HRIS use.

    You're ready to move on when

    • You've supported employee onboarding and offboarding processes.
    • You're familiar with HR systems and data handling.
    • You've handled employee queries and provided basic support.
  3. 3

    Events Coordinator / Project Coordinator

    2-4 years

    Skills to master

    • End-to-end event planning, vendor management, budget tracking, managing multiple stakeholders, problem-solving under pressure.

    You're ready to move on when

    • You've successfully managed multiple events or projects from start to finish.
    • You're excellent at juggling logistics and dealing with unexpected issues.
    • You've worked with external vendors and managed timelines effectively.

15Where this role leads

The long view: This work can lead into managing learning operations across a wider organisation, running a major learning programme, or specialising in learning technology systems.

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 Resource Coordinator 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 Plan and prepare specific learning and development opportunities, worked against Learning Resource Coordinator.

Plan and prepare specific learning and development opportunities Level 3

Applied to your work in Learning Resource Coordinator

This unit aims to equip learners with the skills to plan and prepare specific learning and development opportunities that are appropriate for the context and meet identified learner needs. Learners will be able to align learning opportunities with organisational objectives, select appropriate methods and resources, and develop SMART learning objectives.

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
Learning Resource Coordinator
  • ADDIE Model (Implementation & Evaluation)
  • Kirkpatrick's Four Levels of Evaluation (L1-L2)
  • Adult Learning Theory (Andragogy)
  • Content Curation & Taxonomy
  • Vendor & SLA Management (Basic)
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 Resource Coordinator is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Senior Learning Resource Coordinator (L3)

    3-5 years in this role

    You'll move from independently managing routine programmes to leading more complex, high-visibility initiatives. You'll also start mentoring junior team members and proactively improving operational processes, rather than just following them.

    • Advanced LMS Administration Configuring complex curricula, managing system integrations, providing expert-level troubleshooting.
    • Project Management (Agile for L&D) Leading sprints for content development, building team dashboards.
    • Vendor Relationship Management Leading negotiations with vendors, managing service level agreements (SLAs).
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, a lot of the 'coordinator' part of your job can feel like a never-ending to-do list of repetitive tasks. But what if you could offload a good chunk of that to an AI assistant? We're not talking about replacing you; we're talking about giving you superpowers.

Imagine having more time to focus on improving the learner experience, rather than getting bogged down in scheduling emails or sifting through feedback forms. That's the promise of AI in this role. It's about taking the tedious bits off your plate so you can do more of the interesting stuff.

Smart Scheduling Assistant

Use an AI tool to analyse everyone's calendars (across different time zones!) and instantly propose the best times for a multi-session virtual training. No more endless email chains trying to find a slot that works for 15 busy people. It's a game-changer for your sanity.

Feedback Theme Analyser

Instead of manually reading through hundreds of open-ended comments from 'happy sheets,' just feed them into a generative AI. It'll instantly summarise key themes, highlight positive sentiment, and pinpoint areas for improvement, turning qualitative noise into actionable insights in minutes.

Vendor Comparison Engine

Need to compare three potential 'off-the-shelf' content library vendors? Use AI to research and create a quick comparative summary of their course topics, pricing models, and customer reviews. This cuts down hours of manual research, helping you make quicker, more informed recommendations.

Communication Auto-Drafter

Stop staring at a blank screen. Use an AI assistant to generate first drafts of all your standard programme communications: course invitations, pre-work reminders, post-session follow-ups, and survey requests. You just tweak the details, ensuring consistent tone and messaging without the effort.

Common questions

Common questions

How do you become a Learning Resource Coordinator?

Common routes in include Administrative Assistant / Office Manager (2-4 years), HR Assistant / HR Administrator (2-3 years) and Events Coordinator / Project Coordinator (2-4 years). Times vary with prior experience.

Where can a Learning Resource Coordinator progress to?

This role can lead on to Senior Learning Resource Coordinator (3-5 years in this role), depending on the skills you build.

What new skills matter most for a Learning Resource Coordinator?

Increasingly, AI-Powered Content Curation & Discovery. 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 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 in this role, organisation, project coordination, technical system administration and stakeholder management, transfer well. They can lead into HR operations, project management in other departments, or learning technology roles in other industries.

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 Learning Resource Coordinator 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.