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

Coaching and Mentoring 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 bandMid-Level (2-5 years)
Direct reportsNo direct reports
Reports toLead, Coaching & Mentoring Programmes
UK framework levelUsually a coordinator, or early in a professional job

Also advertised as L&D Programme Coordinator · Talent Development Specialist (Mentoring) · Learning Experience 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 coaching and mentoring programmes run smoothly, day in, day out. You'll be the person behind the scenes, making sure participants get matched up, sessions are booked, and everyone knows what's happening. It's a hands-on role where you'll be dealing with people and processes constantly, ensuring our colleagues get the development they need to thrive.

2What you'd actually use

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

BetterUp / CoachHub (Coaching Platform)Intermediate

Managing user profiles, scheduling sessions, pulling standard reports on session completion, and troubleshooting participant login issues. You'll be in this quite a bit.

Cornerstone OnDemand / Degreed (LMS / LXP)Basic

Enrolling users into pre-built learning paths related to coaching, tracking their completions, and answering basic user questions about the platform. You won't be building courses, just managing access.

Culture Amp / Qualtrics (Feedback & Analytics)Intermediate

Deploying pre-written surveys, exporting raw data to Excel, and creating basic charts for reports to summarise feedback. You'll be the one sending out those 'how was your session?' emails.

Asana / Monday.com (Project Management)Intermediate

Updating tasks, tracking your personal deadlines, and using existing project templates to keep your programmes on track. It's how we keep organised as a team.

Microsoft Excel / Google Sheets (Spreadsheet)Intermediate

Using VLOOKUPs, PivotTables, and conditional formatting to clean participant lists, track programme budgets, and summarise data. You'll be doing a fair bit of data wrangling here.

Tableau / Power BI (Data Visualisation)Basic

Viewing and filtering pre-built dashboards to answer specific questions about programme health, like 'how many sessions were completed last month?'. You won't be building them, just using them.

Slack / MS Teams (Collaboration)Intermediate

Managing programme-specific channels, posting announcements, and facilitating Q&A sessions. It's how we keep everyone connected and informed.

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 choice	Coming in	Where you are now	The step above
Participant Matching	Propose matches to supervisor for approval.	Make independent matching decisions for assigned programmes, escalating only complex or high-profile cases.	Design and refine matching algorithms/criteria, review complex matches, provide guidance to junior coordinators.
Scheduling & Logistics	Execute scheduling requests as directed, escalate conflicts immediately.	Independently manage all scheduling for assigned programmes, troubleshoot conflicts, and propose solutions.	Optimise scheduling processes across multiple programmes, implement new tools, resolve escalated logistical challenges.
Programme Communications	Send out pre-approved templates for reminders and updates.	Draft and send routine programme communications (onboarding, feedback requests), with manager review for major announcements.	Develop communication strategies for new programmes, create and maintain communication templates, advise on messaging.
Troubleshooting Participant Issues	Escalate all participant issues to supervisor.	Resolve common participant issues (login, basic queries, minor scheduling conflicts) independently. Escalate sensitive or complex issues.	Handle all escalated participant issues, develop FAQs and self-service resources, train junior staff on issue resolution.

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.

Scheduling Accuracy

The percentage of coaching and mentoring sessions that are scheduled correctly and on time, without needing rescheduling due to your error.

Target · 98%+ accuracy

If 100 sessions are scheduled in a month, you'd aim for no more than 2 errors that cause a reschedule. This means checking time zones, calendar invites, and participant availability properly.

Participant Onboarding Completion Rate

The percentage of new programme participants who complete all their onboarding steps (e.g., profile setup, initial survey, first session booked) within the agreed timeframe.

Target · 95%+ within 48 hours of programme start

For a cohort of 50 new mentees, 48 of them should have their profiles done and first meeting scheduled within two days of the programme kicking off. You'll be chasing the stragglers, basically.

Feedback Survey Response Rate

The percentage of participants who complete post-session or end-of-programme feedback surveys.

Target · 90%+ response rate

If you send out 200 feedback requests for coaching sessions, you'd want at least 180 responses. This often means sending polite nudges, which you'll own.

Participant Experience & Satisfaction

How happy participants are with the overall programme experience, from matching to logistics.

Positive comments in feedback surveys about programme organisation, smooth scheduling, and feeling well-supported. You'll know you're doing well if people recommend the programme to their colleagues.

Programme Engagement

The level of active participation and commitment from coachees and mentees.

Low drop-out rates, consistent session attendance, and active participation in any programme community channels. Your manager will look for signs that people are genuinely bought in, not just going through the motions.

Stakeholder Communication Quality

How effectively you keep relevant people (your manager, HRBPs, participants) informed about programme status and any issues.

Few 'where are we with X?' questions from your manager or HRBPs. People feel in the loop, and you're seen as someone who proactively shares updates and flags potential problems before they become big ones.

5Would you like it

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

What people enjoy

Making a Tangible Difference to People's Growth

You'll get a buzz from seeing positive feedback from a mentee who's just landed a promotion, or from a coach who tells you their coachee has had a breakthrough. It's about the human impact.

Getting an email from a mentee saying 'Thank you, this programme genuinely changed my career trajectory' will be your fuel.

Organising and Optimising Complex Systems

You'll enjoy the challenge of taking a messy list of participants, coaches, and schedules, and turning it into a beautifully organised, smooth-running programme. It's like solving a giant logistical puzzle.

Successfully launching a new cohort of 30 pairings, with all chemistry calls booked and first sessions scheduled, will feel like a real win.

Being a Trusted Point of Contact

Participants will come to you with questions, concerns, and sometimes just to share good news. You'll be their go-to person, and you'll enjoy being that reliable resource.

Someone reaching out directly to you for advice on navigating their mentoring relationship, rather than just using the generic help email, shows you've built that trust.

What frustrates people

Dealing with the 'Lip Service' Leader: Executives who say they support development but then pull their people from programmes.
Participant Ghosting: Spending ages on a perfect match, only for one party to go silent.
The 'Admin' Perception: Being seen as just a scheduler, not a key part of talent development.
Messy HRIS Data: Trying to run a nomination process with outdated or inconsistent colleague data.

What this role does not give you

High-level strategic decision-making (that's more for your manager).
Direct coaching or mentoring of individuals (you're coordinating, not delivering).
A quiet, predictable routine (expect frequent interruptions and shifting priorities).
Immediate, hard financial ROI metrics for your daily work (your impact is more qualitative for now).

6Who you work with

This role directly impacts our ability to develop and retain key talent. By ensuring our coaching and mentoring programmes run without a hitch, you're helping our colleagues build new skills, improve their performance, and ultimately contribute more to the business. It's about making sure our investment in people actually pays off.

Inside the business

Lead, Coaching & Mentoring Programmes (your manager)
HR Business Partners (who nominate participants)
Programme Participants (coachees and mentees)
Internal Coaches & Mentors
L&D Content & Design Team

Outside the business

External Coaching Vendors (for executive coaching programmes)
LMS/LXP Platform Support (e.g., BetterUp, Cornerstone)

7What you need before you start

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

At least 2 years of experience in an L&D, HR, or programme coordination role, where you've managed logistics and communicated with a diverse group of people.
Proven ability to manage multiple tasks and deadlines in a fast-paced environment. (Honestly, if you've ever organised a wedding or a big group holiday, you've got some of these skills.)
Strong organisational skills and a real eye for detail – catching that wrong date on a calendar invite is your superpower.
Comfortable using various digital tools and platforms, and a quick learner when it comes to new software.
A genuine interest in people development and helping others grow in their careers.

8What to practise next

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

Digital Learning Experience Optimisation

More of our programmes are moving online, and simply putting content up isn't enough. We need to make sure the digital journey for participants is seamless, engaging, and actually helps them learn and connect.

User experience (UX) principles for learning platf · Engagement strategies for online communities (how · Personalisation techniques (how can we tailor the · Troubleshooting common digital learning issues (wh · Understanding basic integration points between dif

This week: Spend some time exploring our LMS/LXP from a participant's perspective. What's good? What's clunky?
This month: Research 'digital learning engagement strategies' online. What are other companies doing?
Month 2: Propose one small improvement to an existing digital programme element, like a clearer onboarding message or a new discussion prompt.
Month 3: Work with the L&D Content team to understand how they design digital content and how you can support its delivery.

Quick win: If you see a common question coming up about how to use a platform feature, create a short, simple guide or video to answer it. You'll save everyone time.

9Staying current once you are in

What people here do to keep up

Attending L&D industry webinars and online conferences to stay up-to-date on trends.
Joining professional networks or online communities for L&D professionals to share best practices.
Taking online courses on specific tools or skills, like advanced Excel or data visualisation basics.
Seeking out feedback from your manager and colleagues to identify areas for growth.
Shadowing other L&D team members to understand different aspects of programme delivery.

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: Data Storytelling (for Programme Insights)

We're moving beyond just reporting numbers. Our leaders want to understand the 'so what?' behind the data. Being able to weave a narrative around programme performance will help us secure more budget and prove our value.

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

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.

Data Storytelling (for Programme Insights)

We're moving beyond just reporting numbers. Our leaders want to understand the 'so what?' behind the data. Being able to weave a narrative around programme performance will help us secure more budget and prove our value.

Identifying key insights from data (what's the mos
Structuring a narrative around data (beginning, mi
Using visualisations effectively to support your s
Tailoring your story to different audiences (what
Connecting programme metrics to broader business o

What you’ll use

Skills this role draws on

Technical

Coaching & Mentoring Models (Basic Understanding)
Programme Design & Management (Execution)
Programme Evaluation (Level 1 Feedback)
Stakeholder Management (Participants & Peers)

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
HR Administrator / HR Coordinator
1-3 years
Skills to master
- Organisation, data management, basic employee relations, communication with staff across all levels.
You're ready to move on when
- You've taken on responsibilities for organising training sessions or onboarding events.
- You're the go-to person for questions about company policies or processes.
- You enjoy solving logistical puzzles and helping people navigate internal systems.
2
L&D Assistant / Training Coordinator
1-2 years
Skills to master
- Scheduling, venue booking, participant communication, basic reporting on training attendance.
You're ready to move on when
- You've managed the logistics for several training courses from start to finish.
- You're comfortable with LMS systems and can troubleshoot basic user issues.
- You've started to think about how to improve the participant experience in training programmes.
3
Project Coordinator (Non-HR/L&D)
2-4 years
Skills to master
- Project planning, stakeholder communication, risk management, managing timelines and dependencies.
You're ready to move on when
- You've successfully coordinated projects with multiple moving parts and deadlines.
- You're adept at using project management software to keep things on track.
- You can demonstrate strong organisational skills and a proactive approach to problem-solving.

11Where this role leads

The long view:Your journey here isn't just about this role; it's about building a foundation for a really impactful career in people development. We're excited to see where you take it.

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.

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 Coaching and Mentoring Coordinator is actually changing. In about two minutes, the free confidence check asks where you stand on each of the ten. That's the whole check, and it's what makes the plan yours rather than generic.

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:

Facilitate the Learning and Development of Young People through MentoringLevel 3

Applied to your work in Coaching and Mentoring Coordinator

This unit aims to equip learners with the knowledge and skills to facilitate the learning and development of young people through mentoring. Learners will understand the core principles of mentoring, effective mentoring techniques, and how to support young people in addressing their individual needs, promoting their wellbeing, resilience, and overall achievement.

How the thinking builds

Remember
Understand
Apply
Analyse
Evaluate
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.

Your actual work Every lesson is taught against a live piece of your own work, not a worked example from a textbook.
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.
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.
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.
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 Coaching and Mentoring 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.

Scheduling AccuracyThe percentage of coaching and mentoring sessions that are scheduled correctly and on time, without needing rescheduling due to your error.If 100 sessions are scheduled in a month, you'd aim for no more than 2 errors that cause a reschedule. This means checking time zones, calendar invites, and participant availability properly.98%+ accuracy
Participant Onboarding Completion RateThe percentage of new programme participants who complete all their onboarding steps (e.g., profile setup, initial survey, first session booked) within the agreed timeframe.For a cohort of 50 new mentees, 48 of them should have their profiles done and first meeting scheduled within two days of the programme kicking off. You'll be chasing the stragglers, basically.95%+ within 48 hours of programme start
Feedback Survey Response RateThe percentage of participants who complete post-session or end-of-programme feedback surveys.If you send out 200 feedback requests for coaching sessions, you'd want at least 180 responses. This often means sending polite nudges, which you'll own.90%+ response rate

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 Coaching and Mentoring Coordinator to Senior Coaching & Mentoring Coordinator, and whatever you decide comes after.

Level 3 · in progressAI Fluency→ Senior Coaching & Mentoring Coordinator→ your design

Where this takes you

Your journey here isn't just about this role; it's about building a foundation for a really impactful career in people development. We're excited to see where you take it.

See Your Progress GrowIllustration

Coaching and Mentoring Coordinator

Coaching & Mentoring Models (Basic Understanding)
Programme Design & Management (Execution)
Programme Evaluation (Level 1 Feedback)
Stakeholder Management (Participants & Peers)

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

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

Senior Coaching & Mentoring Coordinator
2-3 years in this role
Level 3 (Senior)
- Programme design (contributing to new programme development)
- Advanced programme evaluation (Kirkpatrick Levels 2 & 3 - measuring behaviour change)
- Vendor management (initial contact and relationship building with external coaches)
- Mentoring junior colleagues (informal guidance and support)

Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, a big part of coordinating programmes involves repetitive tasks. But what if you could offload a chunk of that to smart tools? We're embracing AI to make our roles more impactful and, frankly, less tedious. You won't be replaced by a robot, but you'll definitely be working *with* one.

In this role, AI isn't about magic; it's about smart automation. Imagine cutting down on scheduling headaches, getting instant insights from feedback, or drafting communications in minutes instead of hours. That's what we're talking about. We'll help you get comfortable with these tools so you can focus on the human side of development.

Automated Scheduling & Nudges

Use AI-powered schedulers like Calendly or Clockwise, integrated with Slack or Teams. They'll handle all the session booking, send reminders, and even prompt participants for feedback automatically. No more endless email chains trying to find a time that works for everyone. Honestly, it's a game changer.

Thematic Feedback Analysis

Instead of manually sifting through hundreds of qualitative survey responses, feed them into an AI tool. It'll instantly tell you the top 3 things people loved and the top 3 areas we need to fix. You get insights in minutes, not hours, meaning you can act faster to improve programmes.

Personalised Resource Curation

Need to find some articles on 'leading hybrid teams' for a coachee? Use an AI research assistant. Just prompt it, and it'll pull together a curated list of relevant resources, saving you loads of time digging through Google. It's like having a super-fast research assistant on demand.

First-Draft Communications

Staring at a blank page for a programme launch announcement or an FAQ? Use generative AI to create a solid first draft in seconds. You'll then refine and personalise it, cutting your initial writing time by around 80%. It's a huge help for getting those comms out quickly and consistently.

Common questions

How do you become a Coaching and Mentoring Coordinator?

Common routes in include HR Administrator / HR Coordinator (1-3 years), L&D Assistant / Training Coordinator (1-2 years) and Project Coordinator (Non-HR/L&D) (2-4 years). Times vary with prior experience.

Where can a Coaching and Mentoring Coordinator progress to?

This role can lead on to Senior Coaching & Mentoring Coordinator (2-3 years in this role), depending on the skills you build.

What level is a Coaching and Mentoring Coordinator in the UK?

This role aligns to RQF Level 3 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 Coaching and Mentoring Coordinator?

Increasingly, Data Storytelling (for Programme Insights). 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 Coaching and Mentoring 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 Coaching and Mentoring 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 Zavmo curriculum screen: a three-month plan of nine units, ninety credits, each one an Ofqual-regulated unit the learner can tick or untick before starting. — 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 3

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 skills you'll gain here—programme management, stakeholder communication, data analysis, and a deep understanding of people development—are highly transferable. You could move into broader HR roles, project management in other sectors, or even specialise in talent management consultancy. Your ability to get things done and work with people will always be in demand.

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.

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.

Coaching and Mentoring Coordinator

What's rising in its place

Data Storytelling (for Programme Insights)

Skills this role draws on

Technical

How you actually get there, here

HR Administrator / HR Coordinator

L&D Assistant / Training Coordinator

Project Coordinator (Non-HR/L&D)

The credential is what you can do today. These are what keep you valuable.

Roles this leads to

No two people are taught the same way. This is one-to-one, not one-to-many.

A conversation, not a course

No two people run this the same way

This isn't a certificate you file away. It's a passport to the life you're designing.

Your journey here isn't just about this role; it's about building a foundation for a really impactful career in people development. We're excited to see where you take it.

Everything else the record holds

The career path, and where it branches

Senior Coaching & Mentoring Coordinator

Where AI is starting to help

Automated Scheduling & Nudges

Thematic Feedback Analysis

Personalised Resource Curation

First-Draft Communications

Common questions

You’ve started things before

Less than one coaching session. Every month.

You have the map. Walking it is the part we do together.