UK

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

Learning Programme Specialist

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 toManager, L&D Programmes
  • UK framework levelUsually a coordinator, or early in a professional job

Also advertised as Learning & Development Specialist · Training Programme Coordinator · L&D Project Manager

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 4 of 10 standards
City & Guilds Level 4 Diploma in Learning and Development City & Guilds Limited · Level 4 · covers 4 of 10 standards
OCNLR Level 4 Certificate in Education and Training OCN London · Level 4 · covers 2 of 10 standards
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
Open Awards Level 4 Certificate in Education and Training (RQF) Open Awards · Level 4 · covers 1 of 10 standards

Matched from the standards this job is measured against: a suggestion, not an official ruling.

The units you would start with

Plan and prepare specific learning and development opportunities SFJ Awards Level 3 Certificate In Learning and Development
Identify individual learning and development needs OCNLR 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)
Manage Learning and Development in Groups Open Awards Level 4 Certificate in Education and Training (RQF)

The future skills this job leans on

Data Fluency turning numbers into a decision
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Your Plan Illustration

Built for Learning Programme Specialist

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 4 of 10 standards Level 3
  2. Identify individual learning and development needs OCN London · 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. Manage Learning and Development in Groups Open Awards · covers 1 of 10 standards Level 4
These are the real units behind this job, in the order they rank for it. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

2AI and this work

Will AI change your work as a Learning Programme Specialist?

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

The new skills this role is being asked for

  • Data Storytelling for L&D
  • Digital Facilitation Mastery
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 Programme Specialist 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

This job involves making sure learning programmes run smoothly, handling logistics and coordination from start to finish. It covers scheduling, chasing the right people, and giving learners a good experience throughout.

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

Managing course catalogues, enrolling users, troubleshooting basic learner access issues, running standard completion reports, publishing content.

Authoring Tools - e.g., Articulate 360 (Rise), Adobe Captivate Basic

Making minor edits to existing eLearning modules (e.g., updating dates, correcting typos), publishing pre-built templates, performing quality assurance checks on new content.

Project & Collaboration Suite - e.g., Asana, Monday.com, MS Teams, Miro Intermediate

Managing your personal tasks and deadlines, updating project boards, collaborating on shared documents, participating in virtual meetings, and helping to organise brainstorming sessions.

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

Viewing pre-built dashboards to understand programme performance, exporting raw data to Excel for further analysis, creating simple charts for weekly status reports.

Survey & Feedback Tools - e.g., Qualtrics, SurveyMonkey Intermediate

Deploying existing survey templates (like our 'happy sheets'), collating responses, and creating basic summary reports on learner feedback.

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

Curating relevant content into existing learning pathways, promoting featured content to learners, and assisting users with platform navigation and content discovery.

HR Information System (HRIS) - e.g., Workday HCM, SAP SuccessFactors Basic

Looking up employee data (e.g., job roles, manager hierarchies) to verify programme eligibility or support learner queries. You won't be making changes, just viewing.

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 Scheduling & Logistics None. Always confirm with supervisor. Independent for routine session scheduling within established programme timelines. Consult manager for any major shifts or conflicts affecting multiple programmes. Full authority for workstream scheduling. Consult Director on cross-departmental conflicts.
Content Updates & Materials None. Escalate all content changes. Minor updates to existing programme materials (e.g., fixing typos, updating dates) with approval from the Senior Programme Manager or content owner. Escalate any substantive content changes. Technical decisions on content design and updates within programme scope. Consult Director on strategic content direction.
Vendor Selection & Management None. Escalate all vendor contact. Recommend potential vendors for specific programme needs (e.g., a new facilitator for a specific topic). You won't sign contracts, but you'll help gather information. Spend authority up to £1,000 for small purchases (e.g., specific learning resources). Select and manage vendors up to £50K budget, with Director approval for contracts.
Budget Spend None. Escalate all spend requests. Authority to spend up to £1,000 per programme for approved operational expenses (e.g., printing materials, small software licenses). Anything above that needs manager approval. Manage programme budgets up to £50K. Recommend budget allocation for larger initiatives.

6How you'll be judged

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

Programme Completion Rate
The percentage of enrolled learners who actually finish a programme you're managing.
Target · 90% for mandatory programmes, 75% for optional ones

If 100 people started the 'Introduction to our Product' programme, we'd expect 90 of them to complete it. You'd track this in the LMS.

Learner Satisfaction Score (L1 Evaluation)
Average score from 'happy sheets' or post-session surveys, measuring immediate reaction to the learning experience.
Target · 4.5 out of 5.0

After a virtual workshop you've coordinated, the average feedback score for logistics, materials, and overall experience should be at least 4.5.

Learner Support Ticket Resolution Time
How quickly you respond to and resolve questions or issues from learners (e.g., login problems, course access).
Target · 95% resolved within 24 hours

Someone can't access a module; you get them sorted within a day. If you're swamped, you'll flag it to your manager, but most of these are on you.

Programme Logistics Error Rate
The number of mistakes in scheduling, communications, materials distribution, or platform setup.
Target · <2% error rate

No one should turn up to a training session only to find the room is double-booked, the Zoom link is wrong, or the pre-work wasn't sent. That's a critical error.

SME & Stakeholder Collaboration Quality
How well you work with Subject Matter Experts and other internal teams to get things done.
  • SMEs consistently meet deadlines for content review
  • they actually enjoy working with you. HR Business Partners come to you proactively for programme updates. You're seen as reliable and easy to work with, rather than a blocker. People will tell your manager you're a good egg.
Proactive Problem Solving
Your ability to spot potential issues before they become big problems and suggest solutions.
  • You flag a potential scheduling conflict a week in advance, not the day before. You notice a trend in learner complaints about a specific module and suggest a small fix to your manager. You don't just bring problems
  • you bring ideas, even if they're small ones.
Programme Documentation & Organisation
Keeping all programme-related materials, schedules, and communications tidy and up-to-date.
  • Anyone could pick up your project folder and understand exactly where things stand. All communications are clear, concise, and sent on time. Your LMS course pages are well-organised and easy for learners to navigate. It's not glamorous, but it's essential.

7Would you like it

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

What people enjoy
Seeing Tangible Impact

You'll get a real kick out of seeing positive feedback from learners, knowing that a smooth-running programme you managed helped them gain a new skill. That feeling when someone thanks you for making their learning experience easy? That's your fuel.

Receiving an email from a new starter saying how much they appreciated the well-organised onboarding programme, which made them feel welcome and ready to contribute.

Solving Practical Problems

You enjoy figuring out how to make complex logistics simple, or troubleshooting a tech issue that's blocking a learner. You like finding efficient ways to get things done and making processes smoother for everyone.

Streamlining the pre-work distribution process for a large cohort, reducing manual effort and ensuring everyone gets the right materials on time.

Being the 'Go-To' Person for Operations

You like being the reliable hub for programme queries and operational tasks. You enjoy being the one who knows where everything is, who to talk to, and how to get things moving. You're comfortable with being the person who 'owns' the details.

Your manager trusts you implicitly with the end-to-end coordination of a recurring programme, knowing you'll handle all the moving parts without needing constant oversight.

What frustrates people
  • The 'Training Panacea': Getting requests to 'fix' a team with a training course when the real problem is clearly something else – like poor management or a broken process.
  • SME Unavailability: Your programme timeline being held hostage by a brilliant-but-swamped Subject Matter Expert who just can't find time to review content or deliver a session.
  • Clunky Tech: Spending too much time fighting with an outdated LMS or a video conferencing tool that just won't behave, leading to a poor user experience.
  • Learner Apathy: Trying to get busy, sometimes cynical, employees to engage with programmes you've poured your heart into, only for them to treat it as a tick-box exercise.
What this role does not give you
  • Full creative control over instructional design (you'll support, not lead, this at this level).
  • Strategic influence over the entire L&D roadmap (that's for more senior roles).
  • A quiet, predictable routine with no last-minute changes (expect some curveballs).

8Who you work with

Your work ensures that our colleagues get the right training at the right time, helping them do their jobs better and grow their careers here. You'll directly contribute to a positive learning culture and make sure our investment in development actually pays off through better-skilled and more engaged employees. Essentially, you're helping us build a more capable workforce, one well-run programme at a time.

Inside the business
  • Learners (our employees)
  • Subject Matter Experts (SMEs) from across the business
  • HR Business Partners
  • Internal Communications & Marketing teams
  • IT Support (for platform issues)
Outside the business
  • Learning content vendors
  • LMS/LXP platform support teams
  • External facilitators or coaches

9What 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 project coordination role, where you've managed logistics and worked with multiple stakeholders.
  • Demonstrable experience with at least one Learning Management System (LMS) – you'll need to know your way around it.
  • Proven ability to manage multiple tasks and deadlines in a fast-paced environment, ideally for a programme or project.
  • Experience in collecting and summarising feedback or data, even if it's just from simple surveys.
  • Strong command of Microsoft Office Suite (Excel, PowerPoint, Word) or Google Workspace (Sheets, Slides, Docs).

10What to practise next

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

AI-Powered Content Creation & Curation

Generative AI is changing how quickly we can draft learning content and curate resources. As a Programme Specialist, you'll need to know how to use these tools responsibly and effectively to speed up your workflow, not just for research but for drafting communications or even assessment questions.

Prompt engineering basics · Content validation & fact-checking · Ethical AI use in L&D · AI tools for assessment generation

  • This week: Experiment with ChatGPT or Claude to draft a programme communication email or summarise a long article.
  • This month: Explore how AI can help you generate ideas for new assessment questions for a module you're managing.
  • Month 2: Take an online course on prompt engineering to improve your ability to get useful outputs from AI.
  • Month 3: Document how AI has saved you time on a specific task and share your findings with your manager.

Quick win: Start using AI to summarise meeting notes or draft initial outlines for programme guides – it's a low-risk way to get started.

Learning Experience Design (LXD) Principles

It's not just about delivering a course; it's about the entire journey a learner takes. Understanding LXD means you'll think about pre-work, the learning event itself, and post-learning reinforcement. This holistic view will help you make programmes truly effective and engaging.

Learner journey mapping · Motivation & engagement strategies · Performance support integration · Feedback loops for continuous improvement

  • This week: Read up on what 'Learning Experience Design' actually means and how it differs from traditional instructional design.
  • This month: Pick one programme you manage and try to map out the full learner journey, noting all the touchpoints.
  • Month 2: Identify one small change you could make to that programme's pre-work or post-learning support to improve the overall experience.
  • Month 3: Discuss your LXD ideas with a Senior Programme Manager or Instructional Designer to get their insights.

Quick win: When you're drafting programme communications, think about what the learner needs to know at that exact moment in their journey, not just all the information at once.

11Staying current once you are in

What people here do to keep up
  • Attending L&D industry webinars or conferences (e.g., Learning Technologies, World of Learning).
  • Joining professional L&D networks or online communities to share ideas and learn from peers.
  • Taking online courses on specific tools (e.g., advanced LMS features, data visualisation) or L&D methodologies.
  • Reading industry publications and thought leadership pieces to stay current with trends.

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.

Data Storytelling for L&D

It's not enough to just pull numbers from the LMS anymore. Our leaders want to know what those numbers mean for the business. They want a compelling story, not just a spreadsheet. This skill will help you translate data into actionable insights and influence decisions.

  • Audience-centric reporting
  • Visualisation best practices
  • Narrative structure
  • Connecting L&D metrics to business outcomes

Digital Facilitation Mastery

Hybrid working is here to stay, and running engaging virtual training sessions is a whole different ball game to in-person. We need people who can not only manage the tech but also help create a dynamic, interactive experience online, whether they're facilitating or supporting a facilitator.

  • Virtual engagement tools
  • Energy management in virtual settings
  • Technical troubleshooting for virtual events
  • Creating inclusive virtual spaces

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Instructional Design Models (ADDIE, SAM)
  • Learning Evaluation (Kirkpatrick L1-L2)
  • Adult Learning Theory (Andragogy)
  • Performance Consulting & Needs Analysis

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

    1-3 years

    Skills to master

    • Mastering logistics, LMS administration, basic reporting, and learner support. Getting really good at making sure the small things run perfectly.

    You're ready to move on when

    • You can manage all the admin for multiple training sessions without supervision.
    • You're the go-to person for LMS queries and basic troubleshooting.
    • You consistently get positive feedback on your organisational skills and attention to detail.
  2. 2

    HR Administrator / HR Coordinator

    2-4 years

    Skills to master

    • Understanding broader HR processes, employee lifecycle, and how L&D fits into talent management. Developing strong stakeholder management skills with internal teams.

    You're ready to move on when

    • You've managed HR projects or initiatives from start to finish.
    • You're comfortable communicating with employees at all levels.
    • You've shown a keen interest in learning and development within your HR role.
  3. 3

    Project Coordinator / Project Support Officer

    2-3 years

    Skills to master

    • Applying structured project management methodologies, risk management, and stakeholder communication to non-L&D projects. Translating these skills to a learning context.

    You're ready to move on when

    • You've successfully coordinated complex projects with multiple dependencies.
    • You're adept at using project management software and tracking progress.
    • You can demonstrate how your project skills would transfer to managing learning programmes.

15Where this role leads

The long view: This work can lead into managing a team of programme managers, working as a learning strategist advising on projects, or a director role setting learning strategy for a division.

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 Programme Specialist 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 Programme Specialist.

Plan and prepare specific learning and development opportunities Level 3

Applied to your work in Learning Programme Specialist

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 Programme Specialist
  • Instructional Design Models (ADDIE, SAM)
  • Learning Evaluation (Kirkpatrick L1-L2)
  • Adult Learning Theory (Andragogy)
  • Performance Consulting & Needs Analysis
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 Programme Specialist is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Senior Learning Programme Manager (L3)

    3-5 years in this role

    You'll move from managing established programmes to leading the delivery of more complex, high-stakes, or global learning initiatives. You'll also start mentoring junior team members.

    • Advanced Learning Evaluation (Kirkpatrick L3) Designing and measuring behaviour change on the job.
    • Vendor Relationship Management Owning relationships with key learning vendors and negotiating contracts.
    • Budget Management Taking ownership of larger programme budgets (£5K-£50K).
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, programme management can involve a lot of repetitive tasks. Imagine getting back nearly a full day each week to focus on what really matters – making our learning programmes brilliant. Our L&D team is embracing AI to do just that, and you'll be right at the heart of it.

We're not just talking about buzzwords; we're actively using AI to streamline programme logistics, personalise learner experiences, and even help us curate content faster. You won't be replaced by AI; you'll be empowered by it to be a more effective, strategic Learning Programme Specialist.

Automated Learner Support & Comms

Use an AI chatbot, integrated with our LMS, to instantly answer 70% of common learner questions. Think 'When's the pre-work due?' or 'How do I access module 3?' This frees you up from the constant stream of basic admin queries, letting you focus on bigger issues. It's like having a super-efficient virtual assistant.

Personalised Learning Path Generation

Imagine AI analysing a new starter's role and recommending a tailored sequence of learning content from our LXP. You'll use these AI-generated suggestions to refine and manage personalised pathways within your programmes, moving beyond a one-size-fits-all approach. It means more relevant learning for everyone, with less manual effort from you.

Rapid Content Curation & First Drafts

Need to quickly pull together resources on a new topic for a programme module? Use generative AI to scan, summarise, and cluster the top external articles or research papers. This turns days of research into hours, giving you a solid foundation for new content. You'll still add the human touch and validation, of course.

Smart Assessment & Feedback Analysis

Use AI tools to generate diverse assessment questions based on your programme content. Then, when the feedback rolls in, use natural language processing (NLP) to quickly analyse open-ended survey responses, identifying key themes, sentiment, and actionable suggestions in minutes, not hours. It helps you get to the 'so what?' faster.

Common questions

Common questions

How do you become a Learning Programme Specialist?

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

Where can a Learning Programme Specialist progress to?

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

What new skills matter most for a Learning Programme Specialist?

Increasingly, Data Storytelling for L&D and Digital Facilitation Mastery. 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

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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 here, project management, stakeholder coordination, data analysis, and understanding how adults learn, apply beyond this field. They can lead into broader HR roles, general project management, operations, or learning technology work in sectors such as finance, healthcare or government.

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 Programme Specialist 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.