UK

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

Talent Development 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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One email: what AI is changing in this job, and where to start free. With a link back here. Nothing else follows unless you confirm your address.

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  • Experience bandMid-Level (2-5 years)
  • Direct reportsNo direct reports
  • Reports toSenior Talent Development Specialist or Talent Development Manager
  • UK framework levelUsually a coordinator, or early in a professional job

Also advertised as L&D Specialist · Learning Programme Coordinator · Training Operations Specialist

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

GQA PAA\VQ-SET Level 3 Certificate in Learning and Development GQA Qualifications Limited · Level 3 · covers 7 of 15 standards
City & Guilds Level 4 Diploma in Learning and Development City & Guilds Limited · Level 4 · covers 5 of 15 standards
OCNLR Level 4 Certificate in Education and Training OCN London · Level 4 · covers 4 of 15 standards
Focus Awards Level 3 Diploma in Playwork (RQF) Focus Awards Limited · Level 3 · covers 3 of 15 standards
Open Awards Level 4 Certificate in Education and Training (RQF) Open Awards · Level 4 · covers 2 of 15 standards
1st4sport Level 4 Diploma in Spectator Safety Management 1st4sport · Level 4 · covers 2 of 15 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 GQA PAA\VQ-SET Level 3 Certificate in Learning and Development
Provide learning opportunities for colleagues Focus Awards Level 3 Diploma in Playwork (RQF)
Manage Learning and Development in Groups Open Awards Level 4 Certificate in Education and Training (RQF)
Support individuals’ learning and development 1st4sport Level 4 Diploma in Spectator Safety Management

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
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Your Plan Illustration

Built for Talent Development Specialist

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

  1. Identify individual learning and development needs GQA Qualifications Limited · covers 7 of 15 standards Level 3
  2. Provide learning opportunities for colleagues Focus Awards Limited · covers 3 of 15 standards Level 3
  3. Manage Learning and Development in Groups Open Awards · covers 2 of 15 standards Level 4
  4. Support individuals’ learning and development 1st4sport · covers 2 of 15 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 Talent Development 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 Impact)
  • AI Prompt Engineering (for L&D Content & Comms)
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 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

A talent development specialist keeps learning programmes running smoothly, handling scheduling, coordination and feedback so each session works as planned.

4What you'd actually use

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

Workday Learning / Cornerstone OnDemand (LMS) Intermediate

Managing user profiles, enrolling learners into programmes, pulling standard attendance and completion reports, scheduling vILT sessions, and troubleshooting basic learner access issues.

Degreed / EdCast (LXP) Intermediate

Curating content into existing learning pathways, promoting featured content to target audiences, and answering basic user queries about content discovery.

Articulate Rise 360 Intermediate

Making minor content updates to existing e-learning modules, creating clean, modern e-learning from templates, and embedding videos or simple knowledge checks.

Asana / Monday.com Intermediate

Managing your personal tasks for course launches, updating project checklists, tracking progress on assigned deliverables, and collaborating with team members on shared project boards.

SurveyMonkey / MS Forms Intermediate

Deploying 'smile sheet' surveys using existing templates, configuring basic survey logic, and exporting raw data to Excel for initial analysis (e.g., calculating averages and counts).

BambooHR / Oracle HCM (HRIS) Basic

Looking up employee data such as manager, department, and location to manage programme rosters, verify eligibility, and troubleshoot access issues.

Zoom / MS Teams (Virtual Classroom) Intermediate

Scheduling virtual sessions, managing breakout rooms during live training, launching polls, and troubleshooting basic audio/video issues for learners and facilitators.

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 Proposes schedule changes to manager for approval; follows strict guidelines for room bookings. Independently adjusts programme schedules for routine conflicts (e.g., facilitator availability) within existing guidelines; books resources without direct approval. Approves significant schedule changes impacting multiple programmes or business units; negotiates with stakeholders on resource allocation.
Learner Support & Enrolment Escalates all learner access or enrolment issues to a senior team member. Resolves most common learner access and enrolment issues independently within the LMS; escalates only complex technical problems. Defines and optimises learner support processes; handles escalated, complex learner issues requiring policy interpretation.
Content Updates Makes minor text edits to existing programme materials under direct supervision. Independently updates existing e-learning modules or programme documents using authoring tools (e.g., Articulate Rise 360) based on approved content changes. Designs and develops new learning modules or significant content revisions based on needs analysis; sets content update standards.
Vendor Interaction No direct interaction with external vendors; all communication handled by manager. Communicates directly with external facilitators regarding scheduling, material requirements, and basic logistics. Manages relationships with key learning vendors; negotiates contracts up to £5K; evaluates new vendor offerings.

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.

Logistics Accuracy
The number of errors in scheduling, learner rosters, pre-work distribution, and post-session communications.
Target · <1% error rate per programme

If you manage 10 programmes in a month, and only one had a minor error (e.g., a wrong link in an email), that's a 0.1% error rate, which is brilliant.

Learner Support Resolution Time
How quickly you respond to and resolve learner inquiries, like password resets, enrolment issues, or access problems.
Target · 95% of inquiries resolved within one business day

If 100 learners contact you in a week, you'd want to have sorted out 95 of their problems by the next day. The reality is, some are quick fixes, others take a bit more digging.

Feedback Collection Rate
The percentage of learners who complete post-session feedback surveys (our 'smile sheets').
Target · >75% completion rate for all delivered sessions

If you run a session with 50 learners, we'd expect at least 38 of them to fill out the survey. Getting that number up usually means sending timely reminders and making the survey easy to access.

Programme Engagement & Completion
For multi-part learning journeys or self-paced e-learning, this tracks how many learners actually finish the whole thing.
Target · >85% completion rate for assigned programmes

If 200 people are enrolled in our 'New Manager Essentials' journey, we want at least 170 of them to complete all modules and activities. This often comes down to clear communication and good support.

Learner Experience Quality
Ensuring learners have a smooth, hassle-free, and positive experience from enrolment to completion.
  • We'll look for positive unsolicited feedback (emails, Slack messages), minimal complaints about logistics, and high scores on 'ease of access' questions in surveys. Basically, if learners aren't grumbling about the admin, you're doing well.
Stakeholder Communication Clarity
Providing clear, concise, and proactive updates to managers, facilitators, and HRBPs about programme status, changes, and learner issues.
  • Managers will confirm they understand programme schedules and requirements, facilitators will feel well-supported, and you won't get endless questions asking for information you've already sent. It's about getting everyone on the same page.
Process Adherence & Improvement
Consistently following established L&D processes for programme delivery and, where appropriate, suggesting small improvements.
  • Your programme files will be organised and complete, checklists will be used, and there won't be any 'reinventing the wheel' for standard tasks. We also love it when you spot a way to make something a little bit better or more efficient.

7Would you like it

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

What people enjoy
Making Things Run Smoothly

You get a real kick out of seeing a complex schedule come together perfectly or knowing that all programme materials are exactly where they need to be, well in advance.

Successfully launching a new cohort of our leadership programme with zero logistical hitches, despite a few last-minute changes from the business.

Helping People Learn and Grow

While you're not designing the content, you know your meticulous coordination directly enables others to develop new skills. You enjoy seeing positive feedback from learners.

Reading a 'thank you' email from a learner who appreciated your quick help with an LMS issue, allowing them to complete a crucial module.

Being the Go-To Person for Logistics

You like being the expert for all things operational in L&D. Colleagues and facilitators know they can come to you for answers about scheduling, platform use, or participant lists.

A new facilitator asking you for advice on how to best use breakout rooms in Zoom for their session, knowing you're the expert.

What frustrates people
  • The 'Order Taker' Trap: Sometimes, business leaders just come with a pre-defined solution ('We need a 2-hour workshop on feedback!') rather than explaining the actual problem to be solved. You're trying to coordinate, but you know it might not be the right solution.
  • The LMS Admin Black Hole: Expect to spend a significant chunk of your week on repetitive tasks within the Learning Management System – things like mass enrolments, troubleshooting basic user errors, or pulling standard reports. It's necessary, but can feel like a grind.
  • Chasing SMEs and Stakeholders: The endless cycle of sending 'gentle reminders' to subject matter experts or business leaders for content review or approval. You'll often get things back hours before a major launch, which can be stressful.
  • Last-Minute Chaos: The constant disruption from last-minute registrations, cancellations, or 'urgent' requests that completely derail your carefully planned week. You'll need to be good at reprioritising.
What this role does not give you
  • Deep instructional design: While you'll work with content, you won't be designing new learning programmes from scratch.
  • Strategic influence at a high level: Your focus is on flawless execution, not setting the overall L&D strategy.
  • A quiet, predictable routine: There will always be unexpected issues and shifting priorities.
  • Freedom from administrative tasks: A significant portion of your time will be spent on detailed administrative coordination.

8Who you work with

Your work directly influences the perceived quality and effectiveness of our learning initiatives. A well-run programme means engaged learners and better skill development, which ultimately helps our teams perform better and makes us a more attractive place to work. Frankly, if our programmes are a mess, people won't bother showing up, and that's a huge waste of investment.

Inside the business
  • HR Business Partners (HRBPs) – They'll often be your first point of contact for learner issues or specific team needs.
  • Instructional Designers – You'll work with them to get programme materials ready for delivery.
  • IT Support – Essential for troubleshooting any tech issues during virtual sessions.
  • Department Heads / Line Managers – They'll want updates on their team's progress and might have specific requests.
Outside the business
  • External Facilitators – You'll be their main contact for scheduling, logistics, and ensuring they have everything they need.
  • Learning Platform Vendors – Occasionally, you might need to contact them for technical support or specific feature queries.

9What you need before you start

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

  • At least 2-3 years of proven experience in an L&D coordination, training administration, or similar operational support role.
  • Demonstrable experience managing multiple projects or programmes simultaneously, often with competing deadlines.
  • A solid track record of using at least one Learning Management System (LMS) for administrative tasks.
  • Excellent written and verbal communication skills, with a knack for clarity and attention to detail.
  • Proficiency with Microsoft Office Suite (Excel, Word, PowerPoint) or Google Workspace (Sheets, Docs, Slides).

10What to practise next

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

Advanced LMS Configuration & Reporting

As you become more familiar with our LMS, you'll start to see how you can go beyond basic enrolments and standard reports. Being able to configure more complex learning paths, set up automated rules for notifications, or build slightly more custom reports will make your job much more efficient and provide better data to the team.

Custom Learning Paths · Automated Notifications & Triggers · Basic SQL for Custom Reports · Integration Points

  • This month: Spend an hour each week exploring the 'admin' sections of our LMS you don't usually use. Click around, see what's there.
  • Month 2: Ask your manager or a senior colleague to show you how they build a custom report or configure an automated rule.
  • Month 3: Take on a small project to build a simple custom learning path for a new internal initiative, with guidance.
  • Month 4: Document one of our existing automated LMS processes, breaking down how it works step-by-step.

Quick win: Next time you need a specific piece of data that isn't in a standard report, try to build a custom report yourself first, even if it's just a simple filter, before asking a senior colleague.

11Staying current once you are in

What people here do to keep up
  • Attend L&D industry webinars and virtual conferences (many are free!) to stay up-to-date on trends and best practices.
  • Join relevant LinkedIn groups or online communities for L&D professionals to share ideas and troubleshoot common challenges.
  • Read L&D blogs and articles from reputable sources (e.g., Learning Technologies, Training Industry) to broaden your knowledge.
  • Seek out opportunities to shadow colleagues who are working on programmes you're less familiar with, or even those in other HR functions, to understand the bigger picture.

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 Impact)

It's no longer enough to just pull raw numbers from the LMS. Business leaders want to understand the story behind the data: 'What does this completion rate actually mean for our sales team?' or 'How is this programme changing behaviour?' Being able to translate data into a compelling narrative that shows impact is becoming critical.

  • Audience-Centric Reporting
  • Visualisation Best Practices
  • Narrative Structure
  • Connecting L1/L2 to Business Outcomes

AI Prompt Engineering (for L&D Content & Comms)

AI tools like ChatGPT and Claude are already here, and they're getting incredibly good at drafting content, summarising information, and even generating basic e-learning outlines. If you can master how to talk to these tools, you'll be able to produce high-quality drafts for communications, programme descriptions, or even basic learning objectives in a fraction of the time. This isn't about replacing you, it's about making you far more efficient.

  • Clear & Specific Prompts
  • Iterative Prompting
  • Output Validation
  • Ethical AI Use

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Instructional Design Models (Basic Application)
  • Learning Evaluation Models (Kirkpatrick L1/L2)
  • Adult Learning Theory (Andragogy)
  • Training Needs Analysis (Support)
  • Blended Learning Architecture (Execution)

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

    Talent Development Coordinator (L1)

    1-2 years

    Skills to master

    • Mastering basic LMS administration, meticulous scheduling, clear learner communication, and becoming the go-to person for routine logistical support.

    You're ready to move on when

    • Consistently delivers error-free logistical support for all assigned sessions.
    • Resolves 90%+ of learner inquiries independently and within agreed SLAs.
    • Proactively identifies and flags potential scheduling conflicts or material shortages.
    • Can effectively train new team members on basic L&D administrative processes.
  2. 2

    HR Administrator with L&D Exposure

    2-3 years

    Skills to master

    • Understanding core HR processes, managing employee data with accuracy, basic reporting, and demonstrating an interest in learning and development initiatives.

    You're ready to move on when

    • Has actively sought out opportunities to support L&D projects or events within their HR role.
    • Demonstrates strong organisational skills and attention to detail in HR admin tasks.
    • Understands the importance of employee development and its link to business performance.
    • Can clearly articulate why they want to specialise in L&D.
  3. 3

    Executive Assistant / Office Manager (with project focus)

    3-4 years

    Skills to master

    • Exceptional organisational and project coordination skills, managing complex calendars, stakeholder communication, and a proven ability to anticipate needs and solve problems proactively.

    You're ready to move on when

    • Has successfully coordinated complex events or projects involving multiple stakeholders and tight deadlines.
    • Demonstrates a high degree of autonomy and problem-solving capability.
    • Is highly proficient with scheduling and communication tools (e.g., Outlook, Teams).
    • Shows a genuine interest in moving into a people-focused, programme-driven role.

15Where this role leads

The long view: This work can lead to programme management, instructional design or a specialism in learning technology.

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

Identify individual learning and development needs Level 3

Applied to your work in Talent Development Specialist

This unit aims to enable learners to understand the principles of learning needs analysis and develop the skills to conduct thorough analyses for individuals. Learners will be able to identify learning gaps, development areas, and agree on individual learning and development needs with relevant parties.

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.

Start my Talent Development Specialist plan, free
See Your Progress Grow Illustration
Talent Development Specialist
  • Instructional Design Models (Basic Application)
  • Learning Evaluation Models (Kirkpatrick L1/L2)
  • Adult Learning Theory (Andragogy)
  • Training Needs Analysis (Support)
  • Blended Learning Architecture (Execution)
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 Specialist is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Senior Talent Development Specialist (L3)

    3-5 years in current role

    This is the natural next step, moving from owning existing programmes to designing and improving new ones.

    • Leading Training Needs Analysis (TNA) Independently identifying performance gaps and determining if training is the right solution.
    • Instructional Design (Design & Development) Designing new learning programmes from scratch using models like ADDIE or SAM.
    • Advanced Learning Evaluation (Kirkpatrick L3/L4) Designing and implementing ways to measure behaviour change and business impact.
    • Vendor Management (Strategic) Managing relationships with key learning vendors, negotiating contracts, and evaluating new offerings.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, a lot of the 'coordinator' part of this role involves repetitive admin. But here's the thing: you don't have to do it all manually. We're big believers in using AI to take the grunt work off your plate, freeing you up for more interesting and impactful stuff. Imagine spending less time on scheduling and more time making sure our learners have a truly great experience.

Our team is actively exploring and implementing AI tools to streamline our L&D operations. For a Talent Development Specialist, this means transforming how you handle everything from programme logistics to content updates and learner communications. We want you to be at the forefront of this, using these tools to boost your productivity and make your job more engaging.

The Auto-Coordinator

Use AI tools to automate repetitive scheduling tasks, send personalised reminders to learners and facilitators, manage waitlists efficiently, and even track attendance automatically. This frees you up from the most tedious parts of programme administration, letting you focus on exceptions and learner experience.

The Insight Finder

Imagine feeding hundreds of open-ended survey comments into an AI sentiment analysis tool. Instead of manually reading every single response, you can instantly identify key themes, spot positive feedback, and pinpoint areas for improvement. This helps you quickly understand learner sentiment and report back to the team with actionable insights.

The First-Draft Generator

Got a new technical document or a transcript from a subject matter expert? Provide AI with the raw information and ask it to generate a first draft of learning objectives, a course outline, or even a 10-question knowledge check. You'll then refine it, but the heavy lifting of starting from a blank page is gone.

The Comms Assistant

When launching a new programme, use AI to draft a multi-channel communication plan. Generate tailored emails for different audiences—learners, their managers, and other stakeholders—ensuring consistent, clear, and impactful messaging. This saves you a ton of time crafting bespoke messages for every group.

Common questions

Common questions

How do you become a Talent Development Specialist?

Common routes in include Talent Development Coordinator (1-2 years), HR Administrator with L&D Exposure (2-3 years) and Executive Assistant / Office Manager (with project focus) (3-4 years). Times vary with prior experience.

Where can a Talent Development Specialist progress to?

This role can lead on to Senior Talent Development Specialist (3-5 years in current role), depending on the skills you build.

What new skills matter most for a Talent Development Specialist?

Increasingly, Data Storytelling (for L&D Impact) and AI Prompt Engineering (for L&D Content & Comms). 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 3

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

 More jobs in learning and development

Stay in the field you know and move sideways rather than up.
If you leave this industry

The skills built in this role, project coordination, stakeholder management, learning technology administration and a focus on people development, apply widely. They can lead into broader HR operations, project management in other departments, or a specialism in learning and development within most industries, including tech, healthcare, finance or retail. Learning happens everywhere, and so does the need for people who can organise it.

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 Talent Development 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.