UK

United Kingdom · Learning and development · Senior (5-8 years)

Senior 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 bandSenior (5-8 years)
  • Direct reportsNo direct reports
  • Reports toL&D Program Manager
  • UK framework levelUsually a professional owning their own work, or leading a small team

Also advertised as L&D Programme Lead · Learning Operations Specialist · Senior Learning Administrator

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

City & Guilds Level 4 Diploma in Learning and Development City & Guilds Limited · Level 4 · covers 3 of 10 standards
City & Guilds Level 4 Certificate in Education and Training City & Guilds Limited · Level 4 · covers 2 of 10 standards
NCFE CACHE Level 5 Diploma in Advanced Playwork (Wales) NCFE · Level 5 · covers 2 of 10 standards
Open Awards Level 4 Certificate in Education and Training (RQF) Open Awards · Level 4 · covers 1 of 10 standards
AIM Qualifications Level 5 Diploma in Education and Training AIM Qualifications · Level 5 · covers 1 of 10 standards
SFJ Awards Level 3 Certificate In Learning and Development SFJ Awards · Level 3 · covers 3 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 City & Guilds Level 4 Diploma 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 NCFE CACHE Level 5 Diploma in Advanced Playwork (Wales)

The future skills this job leans on

AI Fluency working with AI as a thinking partner
Data Fluency turning numbers into a decision
AI Governance Fluency using AI responsibly
Automation Fluency building AI into how work runs
Change Fluency taking people through change
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Your Plan Illustration

Built for Senior Learning Resource Coordinator

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

  1. Plan and prepare specific learning and development opportunities City & Guilds Limited · covers 3 of 10 standards Level 4
  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 NCFE · covers 2 of 10 standards Level 5
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 Senior 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 Workflow Automation
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 Senior 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

A Senior Learning Resource Coordinator organises and runs the logistics behind learning programmes, including those for senior leaders. The work covers scheduling, coordinating virtual sessions, checking content, and making sure materials are accessible. It means catching small problems before they become big ones.

4What you'd actually use

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

Cornerstone OnDemand (LMS) Advanced

You'll be building complex curricula, configuring custom reports for programme managers, managing system integrations with other platforms (like HRIS), and training other admins or junior coordinators on advanced features. You're the go-to person for Cornerstone.

Articulate 360 (Rise/Storyline) Intermediate

You'll be making minor text/image edits to existing e-learning modules, packaging SCORM files, and uploading content to the LMS. You might even develop simple interactive e-learning from scratch for quick, tactical needs.

Jira / Confluence Advanced

You'll be creating project plans for programme logistics, managing sprints for content development, building team dashboards to track progress, and creating/maintaining Confluence knowledge bases for operational processes.

Degreed / EdCast (LXP) Advanced

You'll be designing and promoting learning journeys, analysing skill data to identify gaps, and integrating with internal content sources. You'll also be training users and junior team members on how to best use the LXP for content curation.

Microsoft Excel / Google Sheets Advanced

You'll be building complex dashboards with Power Query, creating forecast models for training demand, automating reporting workflows for attendance and budgets, and integrating spreadsheet data with our BI tools.

Power BI / Tableau Intermediate

You'll be connecting to various data sources (LMS, HRIS, survey tools) and building custom dashboards to visualise learning impact, programme attendance, and ROI for L&D Programme Managers and other stakeholders.

5What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choiceComing in Where you are nowThe step above
Programme Logistics & Scheduling Follows pre-defined schedules; escalates any conflicts or changes. Independently creates and manages schedules for routine programmes; escalates major conflicts. Leads scheduling for complex, high-visibility programmes, proactively resolving conflicts and making real-time adjustments. Defines scheduling best practices for the team.
Vendor Selection & Management Supports invoice processing; logs vendor issues. Manages day-to-day relationship with assigned vendors; flags contract expiry. Owns key vendor relationships (e.g., content libraries), negotiates renewals (within defined budget), and manages performance against SLAs. Recommends new vendors.
LMS/LXP Configuration & Content Deployment Uploads content following templates; enrols users. Configures standard courses and learning pathways; troubleshoots common user access issues. Designs and implements complex LMS/LXP configurations for new programmes, including custom reporting and integrations. Mentors juniors on advanced features.
Process Improvement Identifies minor inefficiencies and reports them. Proposes solutions for identified process issues. Designs, implements, and documents new operational processes that significantly improve efficiency or reduce errors for the L&D team. Leads adoption of new processes.

6How you'll be judged

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

Programme Delivery Accuracy
The percentage of high-visibility learning programmes (e.g., leadership development, critical skill academies) delivered without major logistical errors or participant complaints.
Target · 98% accuracy for all managed programmes

For the Q2 Leadership Accelerator, all 12 modules were scheduled correctly, pre-work sent on time, and no technical issues for facilitators, resulting in 100% accuracy. One minor error (wrong link in a follow-up email) would drop it to 99%.

LMS Content Management Efficiency
The average time taken to publish or update learning content (courses, resources, pathways) in the LMS/LXP from receiving the final assets.
Target · Content published/updated within 2 business days

A new 'Effective Feedback' e-learning module was finalised on Monday; you had it live in Cornerstone by Wednesday morning, hitting the 2-day target. If it took until Thursday, that's a miss.

Vendor Invoice & Contract Compliance
The percentage of vendor invoices processed and reconciled correctly, and contracts renewed or terminated on time, avoiding late fees or service interruptions.
Target · 99% compliance rate

Over a quarter, you managed 15 vendor invoices and 3 contract renewals. All invoices were paid on time and matched POs, and contracts were actioned before expiry, meaning 100% compliance. Missing one renewal date would drop it.

Learner Satisfaction (Logistics & Support)
Average score from post-programme surveys specifically rating the logistical organisation, clarity of communications, and responsiveness of support.
Target · Average score of 4.5/5 or higher

After the 'Strategic Thinking' workshop, participants rated the organisation as 4.7/5, communications as 4.6/5, and support as 4.8/5. This shows you're nailing the operational side.

Operational Process Improvement
Proactively identifies bottlenecks or inefficiencies in L&D operations and proposes/implements solutions that save time or reduce errors for the team.
  • You'll be leading discussions in team meetings about 'how we can do this better'. You'll have documented new, streamlined processes (e.g., for onboarding new vendors) that the team is actually using. Your L&D Programme Manager will mention specific examples of processes you've improved.
Mentorship & Knowledge Sharing
Effectively guides and supports junior Learning Resource Coordinators, sharing best practices and helping them develop their skills.
  • Junior team members will come to you for advice before their manager. You'll be running informal 'how-to' sessions. Your manager will note specific instances where you've helped a junior colleague successfully navigate a tricky situation or learn a new system feature.
Stakeholder Trust & Reliability
Earns the trust of L&D Programme Managers, facilitators, and internal clients by consistently delivering on commitments and communicating proactively.
  • People will say things like, 'Just give it to [Your Name], I know it'll get done.' You'll be brought into planning discussions earlier. You'll get fewer 'chasing' emails because people trust you're on top of things and will update them when necessary.

7Would you like it

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

What people enjoy
Making Things Run Perfectly

You get a real kick out of seeing a complex project, like a multi-day leadership programme, come together flawlessly. You're the one who double-checks every link, every calendar invite, every delegate list, and feels a deep satisfaction when it all just *works*.

Successfully delivering a new hire onboarding programme for 50 people across three countries, where every single participant had the right access, materials, and schedule, with zero technical hitches.

Being the Go-To Person

You enjoy being the expert that others rely on for answers about programme logistics, LMS functionality, or vendor details. You like being the one who knows how to get things done and can unstick a tricky situation for a colleague.

An L&D Programme Manager comes to you with a last-minute request for a custom report from the LMS, and you're able to quickly build it and explain the data, saving them hours.

Continuous Improvement

You're always thinking about how to make processes smoother, faster, or more efficient. You don't just follow instructions; you question them, looking for ways to optimise the operational side of L&D. You're keen to automate the tedious bits.

You identify that the current process for booking external facilitators is clunky, and you design and implement a new, streamlined workflow that cuts booking time by 30%.

What frustrates people
  • The 'Admin' Perception: Constantly fighting the idea that you're 'just' an event planner, when you're managing complex tech and budgets.
  • Last-Minute Mayhem: A senior leader adds ten people to a full workshop the day before, forcing you to scramble for licences and materials.
  • The Clunky LMS: Being the front-line support for a Learning Management System that everyone loves to complain about.
  • Chasing SMEs: Spending half your week sending 'gentle reminder' emails to Subject Matter Experts who are late with content reviews.
  • The 'Urgent' Mandate: A department head demands a mandatory training next week, completely bypassing proper design and planning.
  • Vendor Spaghetti: Juggling dozens of different vendors with varying invoicing, contract, and licensing models, making budget management a headache.
What this role does not give you
  • A purely strategic role with no operational execution.
  • A 'set it and forget it' environment where priorities never shift.
  • A role where you're solely responsible for content design or instructional design.
  • An environment free from technical glitches or user complaints.

8Who you work with

You're the linchpin for delivering high-quality learning experiences, especially for our critical talent development programmes. Your attention to detail and ability to keep things running smoothly directly impacts learner satisfaction, the reputation of the L&D team, and ultimately, the effectiveness of our leadership and employee development initiatives. If a programme goes well, you're a big part of that. If it goes badly, everyone feels it.

Inside the business
  • L&D Programme Managers
  • Learning Designers
  • Internal Facilitators & SMEs
  • HR Business Partners
  • Senior Leadership (as programme participants or sponsors)
Outside the business
  • Third-party training providers
  • Content library vendors (e.g., LinkedIn Learning)
  • LMS/LXP technology vendors
  • External facilitators

9What you need before you start

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

  • At least 5 years of experience in a dedicated L&D operations, programme coordination, or similar administrative role, ideally within a fast-paced corporate environment.
  • Proven experience managing the logistics and operational delivery of complex learning programmes, not just simple workshops. Think multi-module, multi-stakeholder initiatives.
  • Demonstrable advanced proficiency with at least one major Learning Management System (LMS) – ideally Cornerstone OnDemand – including complex configuration, reporting, and user management.
  • Experience in managing external vendor relationships, including contract review, performance monitoring, and budget tracking (even if it's just for smaller vendors).
  • A track record of identifying process inefficiencies and implementing improvements that have genuinely saved time or reduced errors for a team.
  • Strong analytical skills, including the ability to pull, clean, and interpret data from various sources (LMS, surveys, spreadsheets) to provide actionable insights. You'll need to know your way around Excel.

10What to practise next

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

Advanced LXP Configuration & Personalisation

Learners expect highly personalised experiences. Our LXP (Degreed) is becoming central to this. You'll need to go beyond basic content curation to really leverage its features for skill-based pathways, adaptive learning suggestions, and deeper integrations.

Skill Taxonomy & Tagging Strategies · API Integrations for Content Sync · Adaptive Learning Pathway Design · LXP Analytics & Insights

  • This month: Deep dive into Degreed's admin documentation. Explore all the advanced configuration options you haven't used yet.
  • Next quarter: Work with a Learning Designer to build one truly adaptive learning pathway from scratch in Degreed, experimenting with different rules and content types.
  • Month 4-6: Seek out opportunities to integrate a new content source into Degreed, even if it's a small internal repository, understanding the technical requirements.
  • Ongoing: Regularly review Degreed's product updates and participate in user forums to stay ahead of new features and best practices.

Quick win: Start using Degreed's advanced search and filtering options to identify underutilised content and then actively promote it within relevant learning pathways.

11Staying current once you are in

What people here do to keep up
  • Attend industry webinars and conferences focused on L&D operations, learning technology, and process improvement. Stay curious about what's new and what others are doing.
  • Join online communities or forums for L&D professionals and LMS administrators. These are great places to share best practices and troubleshoot tricky issues.
  • Take online courses (e.g., via LinkedIn Learning, Coursera) on advanced Excel, data visualisation (Power BI/Tableau), or no-code automation tools.
  • Seek out opportunities to mentor junior colleagues or lead internal training sessions on L&D operational processes. Teaching is a great way to solidify your own knowledge.

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 Workflow Automation

Frankly, competitors are already using AI to automate huge chunks of L&D operations, from scheduling to feedback analysis. If we don't embrace this, we'll be left behind, and you'll be stuck doing tedious manual tasks that could be done in minutes.

  • No-code/Low-code Automation Platforms
  • Prompt Engineering for Operational Tasks
  • Data Extraction & Transformation with AI
  • Ethical AI Use in L&D

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • ADDIE Model (Analysis, Design, Development, Implementation, Evaluation)
  • Content Curation & Taxonomy
  • Vendor & SLA Management
  • Kirkpatrick's Four Levels of Evaluation (Operational Application)
  • Agile for L&D (Operational Support)

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 (Internal Promotion)

    3-5 years

    Skills to master

    • Mastering routine LMS administration, flawlessly executing logistics for standard programmes, developing strong foundational organisational skills, and building initial vendor management experience.

    You're ready to move on when

    • Consistently delivers error-free logistical support for all assigned programmes.
    • Proactively identifies and resolves routine operational issues without supervision.
    • Demonstrates a deep understanding of our core LMS functionality and can train new users.
    • Has taken on informal mentorship roles for new team members.
    • Consistently meets deadlines and manages workload effectively across multiple tasks.
  2. 2

    Programme Coordinator / Project Coordinator (from other departments)

    4-6 years

    Skills to master

    • Transferable skills in project coordination, stakeholder management, and logistical planning. You'd need to quickly get up to speed on L&D-specific technologies (LMS/LXP) and methodologies (ADDIE, adult learning principles).

    You're ready to move on when

    • Proven track record of coordinating complex projects with multiple dependencies and stakeholders.
    • Strong organisational and communication skills, with experience managing project timelines and budgets.
    • Demonstrated ability to quickly learn new software and systems.
    • A genuine interest in learning and development, showing an understanding of its impact on business.
    • Experience managing external vendors or contractors in previous roles.
  3. 3

    Senior Administrator / Executive Assistant (with L&D exposure)

    5-7 years

    Skills to master

    • Exceptional organisational and administrative skills, often with experience supporting senior leaders. You'd need to develop specific L&D technology expertise, understand learning programme lifecycles, and build skills in vendor management and data reporting.

    You're ready to move on when

    • Highly organised with a meticulous eye for detail, managing complex schedules and logistics.
    • Strong communication and interpersonal skills, used to interacting with senior stakeholders.
    • Proven ability to manage multiple priorities and work independently.
    • Has taken initiative to streamline administrative processes in previous roles.
    • Expresses a clear desire to specialise in L&D operations and has taken steps to learn about the field.

15Where this role leads

The long view: This work can lead to programme leadership, a technical specialist role, or a strategic role in learning and development.

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 Senior 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 Senior Learning Resource Coordinator.

Plan and prepare specific learning and development opportunities Level 4

Applied to your work in Senior Learning Resource Coordinator

This unit aims to equip learners with the skills to plan and prepare engaging learning and development opportunities. Learners will be able to align these opportunities with organisational goals, address individual learner needs, and select appropriate methods and resources to support effective delivery.

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
Senior Learning Resource Coordinator
  • ADDIE Model (Analysis, Design, Development, Implementation, Evaluation)
  • Content Curation & Taxonomy
  • Vendor & SLA Management
  • Kirkpatrick's Four Levels of Evaluation (Operational Application)
  • Agile for L&D (Operational 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.

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

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

  1. Lead L&D Operations Specialist (L4)

    3-5 years

    You'd move from leading operational delivery for specific programmes to managing a portfolio of learning technologies and designing scalable operational workflows for the entire L&D function. You'd start managing a small team.

    • L&D Technology Architecture
    • Data Governance & Analytics Strategy
    • System Integration Management
    • Change Management (for new tech rollouts)

  2. L&D Programme Manager (L5)

    4-6 years

    This path shifts your focus from operational delivery to owning the strategy and budget for a major learning domain (e.g., Leadership Development, Sales Enablement), managing multiple projects and stakeholders, and focusing on learning impact rather than just logistics.

    • Instructional Design Principles (advanced)
    • Learning Needs Analysis (strategic level)
    • Curriculum Development (end-to-end strategy)
    • Executive Presentation Skills
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, a lot of what we do in L&D operations involves repetitive tasks, digging through data, and drafting comms. Imagine reclaiming a significant chunk of your week by letting AI handle the heavy lifting. This isn't about replacing you; it's about making you incredibly more efficient and freeing you up for the more strategic, impactful work.

As a Senior Learning Resource Coordinator, you're already juggling a lot. AI tools can become your personal assistant, tackling everything from scheduling complex programmes to making sense of mountains of feedback. We're actively exploring and investing in AI to make your day-to-day smoother, and we want you to be part of shaping how we use it.

Smart Scheduling Assistant

Use an AI tool to analyse the calendars of all required attendees, facilitators, and SMEs across multiple time zones. It'll instantly propose optimal times for a multi-session vILT series or content review meetings, cutting out the endless back-and-forth emails that usually take hours.

Feedback Theme Analyser

Got hundreds of open-ended comments from post-programme 'happy sheets' or qualitative feedback? Feed them into a generative AI. It'll instantly summarise key themes, positive sentiment, and areas for improvement, turning a mountain of qualitative data into actionable insights in minutes, not days.

Vendor Comparison Engine

When you're evaluating new 'off-the-shelf' content library vendors or training providers, use AI to research and create a comparative summary. It can analyse course topics, pricing models, and customer reviews from various sources to accelerate your RFI process and help you make better recommendations.

Communication Auto-Drafter

Create prompts for 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. This ensures consistent tone and messaging across all your programmes, saving you significant drafting time each week.

Common questions

Common questions

How do you become a Senior Learning Resource Coordinator?

Common routes in include Learning Coordinator / L&D Administrator (Internal Promotion) (3-5 years), Programme Coordinator / Project Coordinator (from other departments) (4-6 years) and Senior Administrator / Executive Assistant (with L&D exposure) (5-7 years). Times vary with prior experience.

Where can a Senior Learning Resource Coordinator progress to?

This role can lead on to Lead L&D Operations Specialist (3-5 years) and L&D Programme Manager (4-6 years), depending on the skills you build.

What new skills matter most for a Senior Learning Resource Coordinator?

Increasingly, AI-Powered Workflow Automation. 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 4

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 here, including programme coordination, learning technology management, and process improvement, transfer well. They can lead to operational or programme management roles in other HR functions, event management, project management offices, or client-facing roles with learning technology providers.

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 Senior 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.