UK

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

Talent Development Coordinator

Here is the whole job, in plain words. What it is, 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.

See how AI is changing this job, and get the full read by email.

Start my free Automation Fluency module

As a Talent Development Coordinator, a good place to start on Digital Literacy & Automation Mindset is Automating a Repeated Task in Own Work, a free Future Fluency module at Level 3. You'd practise automating the part of a weekly task that never changes, and checking it really saves you time.

Free to start, no card.

Keep this job description

Where should we send it?

One email: what AI is changing in this job, the new skills it asks for, where it leads, and where to start free. With a link back here. Nothing else follows unless you confirm your address.

Your employer, or 'self-employed'

Leading a team? Try this with up to five of them for 14 days, free.

  • Experience bandEntry Level (0-2 years)
  • Direct reportsNo direct reports
  • Reports toTalent Development Specialist
  • UK framework levelUsually someone starting out, or keeping a process running

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

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 12 standards
Focus Awards Level 3 Diploma in Playwork (RQF) Focus Awards Limited · Level 3 · covers 2 of 12 standards
IAO Level 3 Diploma For the Children and Young People's Workforce Innovate Awarding · Level 3 · covers 1 of 12 standards
City & Guilds Level 3 Diploma in Specialist Support for Teaching and Learning in Schools City & Guilds Limited · Level 3 · covers 1 of 12 standards
TQUK Level 3 Diploma in Specialist Support for Teaching and Learning in Schools (RQF) Training Qualifications UK Ltd · Level 3 · covers 1 of 12 standards
Focus Awards Level 3 Diploma for the Children and Young People's Workforce (RQF) Focus Awards Limited · Level 3 · covers 1 of 12 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
Provide learning opportunities for colleagues Focus Awards Level 3 Diploma in Playwork (RQF)
Support young people to develop, implement and review a plan of action IAO Level 3 Diploma For the Children and Young People's Workforce
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 Focus Awards Level 3 Diploma for the Children and Young People's Workforce (RQF)

The future skills this job leans on

Data Fluency turning numbers into a decision
Automation Fluency building AI into how work runs
Your Plan Illustration

Built for Talent Development Coordinator

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

  1. Identify individual learning and development needs SFJ Awards · covers 4 of 12 standards Level 3
  2. Provide learning opportunities for colleagues Focus Awards Limited · covers 2 of 12 standards Level 3
  3. Support young people to develop, implement and review a plan of action Innovate Awarding · covers 1 of 12 standards Level 3
  4. Support learning and development within own area of responsibility Training Qualifications UK Ltd · covers 1 of 12 standards Level 3
  5. Facilitate learning and development activities to meet individual needs and preferences Focus Awards Limited · covers 1 of 12 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 Talent Development 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

  • Digital Literacy & Automation Mindset
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 Talent Development Coordinator plan as you set up, starting with the free Automation Fluency module. No card.

Your first Future Fluency module is free. After that, your AI tutor is £70 a month.

Ready to pay? Subscribe for £70 a month

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 talent development coordinator organises training sessions, workshops and online courses so they run smoothly.

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 OnDemand, Workday Learning Intermediate

You'll be managing course catalogues, enrolling users, pulling standard attendance and completion reports, and troubleshooting basic user login issues. It's your daily bread and butter for online learning.

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

You'll help curate content into existing learning pathways and assist users with navigating the platform to find what they need. You won't be designing journeys, but you'll help people use them.

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

You'll use existing templates in Rise to create simple, text-based courses or make minor edits to existing content. Packaging SCORM files for the LMS will also be part of your remit.

Collaboration & Project Management - e.g., Asana, Monday.com, MS Teams, Slack Intermediate

You'll update project tasks, manage channel communications for training cohorts, and schedule meetings. Keeping everyone on the same page and knowing what's next is key.

Survey & Analytics - e.g., Qualtrics, SurveyMonkey, Microsoft Excel Basic

You'll deploy pre-built surveys, export raw data to Excel, and create simple charts in PowerPoint to summarise Level 1 feedback. Basic data handling is a must.

Core HRIS - e.g., Workday HCM, SAP SuccessFactors Basic

You'll need to look up employee data (like department or manager) to help with enrolments or reporting. Understanding the basic data flow between the HRIS and the LMS is also helpful.

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 & Venue Booking Executes bookings based on requests and availability, escalates conflicts. Proposes optimal schedules, manages conflicting priorities, suggests alternative solutions. Designs and optimises the overall training calendar for a workstream, considering business impact and resource allocation.
Learner Support & Troubleshooting Resolves basic LMS login issues, answers common FAQs, escalates complex tech problems to IT/LMS admin. Troubleshoots common LMS data integration errors, provides advanced user support, identifies trends in user issues. Defines learner support processes, trains junior team members, acts as escalation point for critical issues, manages vendor support relationships.
Material Preparation & Distribution Prints, binds, and distributes materials following specific instructions and templates. Suggests improvements to material formats, manages inventory, coordinates with external print vendors. Sets standards for material design and production, evaluates new tools for digital content delivery, manages budget for materials.
Process Improvement Follows established processes, flags inefficiencies to supervisor. Proposes and documents minor process improvements for administrative tasks. Designs and implements new operational processes for L&D, often involving automation.

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.

Course Fill Rate
The percentage of available seats filled for all scheduled Instructor-Led Training (ILT) and Virtual Instructor-Led Training (vILT) sessions.
Target · >90%

If a 'New Manager Essentials' course has 30 available spots and you fill 28, that's a 93% fill rate. We want to see those numbers consistently high, meaning our scheduling and comms are spot on.

Learner Satisfaction (Level 1)
The average score from post-course 'smile sheet' surveys, specifically focusing on logistical aspects like organisation, materials, and venue suitability.
Target · Average score of 4.5/5.0

After a vILT session, learners rate 'Was the virtual platform easy to use?' and 'Were the materials clear and accessible?' If the average for these questions is 4.6, you're doing great.

Logistical Accuracy
The number of significant logistical errors (e.g., wrong room booked, A/V not working, catering missed, incorrect materials printed) per quarter.
Target · <1 major logistical error per quarter

Over a three-month period, if you've run 20 training sessions and had zero issues with room setup, tech, or materials, that's a perfect score. One major screw-up counts against you.

LMS Support Ticket Resolution
The percentage of user-facing Learning Management System (LMS) support tickets (like login issues, course access problems) resolved within one business day.
Target · 95% resolved within one business day

If 20 people email you with LMS access problems on Monday, and by Tuesday evening you've helped 19 of them get sorted, you're hitting the target. That one tricky one might need IT, but the easy ones should be quick.

Proactive Problem Solving
Anticipating potential issues before they become actual problems, especially concerning logistics and learner experience.
  • You're the person who checks the room setup 30 minutes early and spots the projector isn't working, fixing it before anyone arrives. You notice a facilitator always uses flip charts and make sure they're in the room before they even ask. The L&D team often says, 'Thank goodness you thought of that!'
Stakeholder Feedback & Collaboration
Positive, unsolicited feedback from internal L&D team members, facilitators, and learners about your helpfulness and organisational skills.
  • You get 'thank you' emails from facilitators for making their lives easier. Team members consistently say you're a pleasure to work with and that they trust you to handle things. People come to you first for logistical questions because they know you'll have the answer or find it quickly.
Documentation & Process Adherence
Consistently following established processes and maintaining accurate, up-to-date documentation for administrative tasks.
  • Your training calendar is always current. Your records of learner attendance are flawless. When someone needs to understand how a specific admin task is done, they can look at your documented process and follow it easily. No one has to chase you for missing information.

7Would you like it

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

What people enjoy
Making Things Run Smoothly

You genuinely enjoy the satisfaction of a perfectly organised calendar, a fully stocked training room, or an email campaign that goes out without a hitch. The idea of creating order from potential chaos really appeals to you.

You'll feel a sense of accomplishment when a complex training week, with multiple sessions and facilitators, concludes without a single logistical issue.

Helping Others Learn and Grow

You get a real kick out of supporting people on their learning journey. Even if you're not delivering the content, knowing you've made it easier for someone to access a course or solve a tech problem motivates you.

A learner sends a 'thank you' email because you quickly sorted out their LMS access, allowing them to complete a crucial course on time.

Being the Go-To Person for Operational Excellence

You like being the person everyone turns to for logistical questions or to get things organised. You thrive on being seen as reliable and efficient, the one who knows how to get things done.

When a new programme is being planned, the team automatically asks you about room availability, catering options, and material printing because they trust your expertise.

What frustrates people
  • The 'LMS Black Hole': You'll often be the first line of defence for every technical issue with the Learning Management System, from basic user login problems to obscure bugs. Sometimes, the root cause is with IT or the vendor, but you're still the one fielding the calls.
  • Last-Minute Mayhem: Expect a constant stream of last-minute registrations, cancellations, and requests that mean you have to re-do room bookings, catering counts, and material print jobs. It can feel like you're constantly putting out small fires.
  • Chasing SMEs: Your entire project might be stalled waiting for a Subject Matter Expert (SME) to review a simple document or confirm a date, and their 'real job' always seems to take priority. You'll do a fair bit of polite nagging.
  • The 'Order Taker' Dilemma (sometimes): Occasionally, a business leader will ask for a specific 'workshop' when the real problem is something else entirely. You're asked to deliver a solution that, frankly, won't solve the root cause, and that can be a bit disheartening.
  • Data Integrity Nightmares: Trying to run an accurate report on training completion for a specific department, only to find the HRIS data is a mess of incorrect job titles or manager hierarchies. It's not your fault, but you'll be the one trying to make sense of it.
What this role does not give you
  • Deep instructional design: You won't be designing complex learning content from scratch; you're supporting its delivery.
  • Strategic decision-making: Your decisions will be operational and tactical, not about setting the overall L&D strategy.
  • A quiet, predictable routine: While there are processes, the nature of live events and learner support means things can change quickly and unexpectedly.
  • Immediate, hard-dollar ROI: Your impact is crucial for smooth operations, but you won't be directly linking training to a 5% increase in sales.

8Who you work with

This role ensures that our learning and development programmes are delivered smoothly and efficiently. You're making sure that the practical side of learning never gets in the way of the actual learning. By handling the operational heavy lifting, you free up our more senior L&D folks to focus on designing and delivering impactful content, which ultimately helps our employees grow and our business succeed.

Inside the business
  • L&D Team (Specialists, Designers, Managers)
  • Internal Learners (our employees)
  • HR Business Partners
  • IT Support (for tech issues)
  • Facilities Team (for room bookings)
Outside the business
  • External Facilitators and Trainers
  • Catering Vendors
  • Venue Providers (if off-site)

9What you need before you start

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

  • Strong administrative and organisational skills – you'll be juggling a lot, so being naturally organised is a huge plus.
  • Basic IT literacy, including proficiency with Microsoft Office Suite (Word, Excel, PowerPoint) and a general comfort with learning new software.
  • A genuine 'can-do' attitude and a proactive approach to problem-solving – if you see something that needs doing, you'll try to sort it.
  • Excellent written and verbal communication skills, especially for dealing with internal employees and external vendors.
  • A customer service orientation – you're here to support our learners and ensure they have a great experience.

10What to practise next

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

Basic Data Analysis for Learning Insights

L&D teams are increasingly expected to show the impact of their programmes, not just how many people attended. Even at a coordinator level, being able to pull and present basic insights from learner data will be a valuable skill. This will be important within the next 12 months.

Simple Data Cleaning · Pivot Tables & Basic Formulas · Interpreting Basic Metrics

  • This month: Take an online course on Excel Pivot Tables and common functions (SUMIF, COUNTIF).
  • Next 3 months: Practice cleaning and summarising real (anonymised) LMS data, looking for simple trends.
  • Next 6 months: Proactively offer to create a simple dashboard or summary report for a programme using the data you've collected.
  • Month 9-12: Explore introductory courses on data visualisation tools like Power BI or Tableau (the free versions).

Quick win: Start by making sure all your data exports from the LMS are consistently formatted. Then, try to create one simple chart in Excel that tells a story about course attendance or feedback.

11Staying current once you are in

What people here do to keep up
  • Attend internal L&D workshops and webinars to deepen your understanding of our programmes and methodologies.
  • Seek out opportunities to shadow more experienced team members to learn best practices in programme coordination and LMS administration.
  • Take online courses (e.g., on LinkedIn Learning) in areas like 'Time Management', 'Customer Service Skills', or 'Introduction to Data Analysis in Excel'.
  • Participate in relevant professional networking groups or online forums for L&D administrators to share tips and learn from peers.

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.

Digital Literacy & Automation Mindset

More and more administrative tasks can be automated, freeing up time for more impactful work. If you're not comfortable with digital tools and thinking about 'how can I automate this?', you'll quickly fall behind. This is critical within the next 6 months.

  • Workflow Automation Basics
  • Basic Data Visualisation
  • Digital Content Curation

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Instructional Design Models (ADDIE/SAM)
  • Adult Learning Theory (Andragogy)
  • Kirkpatrick's Four-Level Evaluation Model
  • Training Needs Analysis (TNA)

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 Coordinator

    1-2 years

    Skills to master

    • Organisational skills, scheduling, managing multiple priorities, basic IT troubleshooting, professional communication.

    You're ready to move on when

    • Consistently praised for organisational abilities and attention to detail.
    • Successfully managed complex calendars or event logistics.
    • Proactively identified and resolved administrative bottlenecks.
  2. 2

    Customer Service Representative

    1-2 years

    Skills to master

    • Problem-solving under pressure, empathetic communication, managing expectations, handling queries efficiently, maintaining positive relationships.

    You're ready to move on when

    • Excellent customer satisfaction scores or positive feedback.
    • Demonstrated ability to de-escalate difficult situations calmly.
    • Efficiently resolved a high volume of diverse customer inquiries.
  3. 3

    HR Assistant

    0-1 year

    Skills to master

    • Understanding HR processes, handling sensitive employee data, basic HRIS administration, supporting HR programmes.

    You're ready to move on when

    • Familiarity with HR systems and data management.
    • Experience supporting HR-related events or initiatives.
    • Strong understanding of confidentiality and data protection.
  4. 4

    Recent Graduate (relevant degree/apprenticeship)

    0 years (direct entry)

    Skills to master

    • Academic research, project management (from university projects), presentation skills, eagerness to learn and apply theory.

    You're ready to move on when

    • Strong academic record, especially in subjects requiring organisation or communication.
    • Successfully completed internships or work placements.
    • Demonstrated ability to learn new concepts and apply them practically.

15Where this role leads

The long view: This work can lead to a senior talent development specialist role, or into learning design.

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 Talent Development 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 Identify individual learning and development needs, worked against Talent Development Coordinator.

Identify individual learning and development needs Level 3

Applied to your work in Talent Development Coordinator

The objective of this unit is to enable learners to understand and apply the principles of learning needs analysis for individuals. Learners will be able to conduct a learning needs analysis, analyse the findings, and agree on individual learning and development needs with relevant parties, ensuring effective communication throughout the process.

How the thinking builds
  1. 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
Talent Development Coordinator
  • Instructional Design Models (ADDIE/SAM)
  • Adult Learning Theory (Andragogy)
  • Kirkpatrick's Four-Level Evaluation Model
  • Training Needs Analysis (TNA)
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

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

  1. Talent Development Specialist (Level 2)

    2-3 years in the Coordinator role

    From executing tasks to owning specific processes or smaller programmes.

    • LMS Administration (Advanced) Configuring user groups, building automated reports, troubleshooting data integrations.
    • eLearning Authoring (Intermediate) Designing and building simple eLearning modules from scratch using tools like Articulate Rise.
    • Learning Programme Ownership Taking responsibility for the end-to-end delivery of a specific, recurring learning programme (e.g., New Hire Onboarding).
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, a lot of the coordinator's job involves repetitive tasks and sifting through information. But here's the thing: AI isn't just for data scientists anymore. It's a game-changer for L&D operations, taking the grunt work off your plate so you can focus on making our learning experiences even better.

Imagine having a super-efficient assistant that handles the mundane stuff, allowing you to be more proactive and less reactive. Our AI Productivity Hub is designed to help you do just that, giving you back precious hours every week. We're not talking about replacing you; we're talking about making your job easier and more impactful.

Logistics & Comms Automation

Use AI tools, like Zapier or Microsoft Power Automate, connected to our LMS to automatically draft and send personalised pre-work, reminder, and post-session follow-up emails to learners and their managers. No more manually sending 100 emails for every course!

Feedback Theme Analysis

Instead of manually reading through hundreds of open-ended survey comments from 'smile sheets', you can paste the raw text into a GenAI tool (like ChatGPT or Claude). Ask it to 'Identify the top 5 positive themes and top 5 areas for improvement, providing verbatim examples for each.' It'll give you a summary in minutes.

First-Draft Content Creation (for comms)

Need to draft an FAQ for a new programme or an outline for a simple 'how-to' guide? Use an AI prompt like 'Create an outline for a 60-minute interactive workshop on Time Management for new managers, including learning objectives, key concepts, and two group activities.' This gives you a solid foundation to work from, saving you hours of staring at a blank page.

Basic Learner Q&A Bot

We're exploring setting up a simple AI chatbot connected to our internal knowledge base. This could answer common learner questions about course schedules, LMS access, or programme prerequisites, freeing you up from answering the same questions repeatedly.

Common questions

Common questions

How do you become a Talent Development Coordinator?

Common routes in include Administrative Assistant / Office Coordinator (1-2 years), Customer Service Representative (1-2 years), HR Assistant (0-1 year) and Recent Graduate (relevant degree/apprenticeship) (0 years (direct entry)). Times vary with prior experience.

Where can a Talent Development Coordinator progress to?

This role can lead on to Talent Development Specialist (2-3 years in the Coordinator role), depending on the skills you build.

What new skills matter most for a Talent Development Coordinator?

Increasingly, Digital Literacy & Automation Mindset. 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

17Where to go from here

Other roles at Level 2

Same depth of qualification, different job. Useful if the work appeals but this particular role does not.

 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, organisation, communication, digital literacy, and a basic grasp of how people learn, carry over easily. They suit administrative roles, project coordination roles, or entry-level marketing or communications 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 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.