Training Job Roles

Learning and development (L&D) professionals work across a range of roles that support organizational learning, employee development and performance improvement. Within a training department, there are several key training job roles that contribute to these efforts, each with distinct responsibilities:

Administration Roles

These roles focus on managing the logistics, systems and operations of L&D programs.

Learning Administrator: Oversees the learning management system (LMS), ensuring courses are uploaded, user progress is tracked, and technical issues are resolved for learners. Also responsible for maintaining compliance records and generating reports on training completion and effectiveness.

Training Coordinator: Handles the scheduling of training sessions, manages logistical details, maintains training materials, tracks attendance and provides support to trainers and instructional designers.

LMS Administrator: Manages the LMS, including content uploads, user access, troubleshooting and system updates. Works closely with IT and instructional designers to optimize the learning platform’s functionality and reporting features.

Content Development Roles

These roles focus on creating and optimizing learning materials.

Instructional Designer: Designs and develops training programs that include eLearning modules, instructor-led materials and blended learning solutions. Ensures content aligns with organizational goals, incorporates adult learning principles and integrates interactive elements for engagement. Collaborates with subject matter experts to ensure technical accuracy.

Learning Experience Designer (LXD): Enhances the learner journey by focusing on engagement, usability and accessibility. Incorporates gamification, microlearning and interactive media into training solutions.

Content Developer: Writes and curates training materials, emphasizing engaging and interactive resources, including multimedia assets such as videos, animations and infographics. Adapts content to different learning preferences and accessibility requirements.

Content Manager: Oversees learning content strategy, ensuring relevance, accuracy and consistency across training materials. Conducts content audits to update or retire outdated training resources.

eLearning Specialist: Creates digital training content, such as simulations or eLearning courses, to deliver effective online learning experiences. Ensures courses are mobile-friendly and SCORM-compliant. Works closely with LMS administrators to integrate content.

Training Delivery Roles

These roles involve facilitating or delivering training to learners.

Facilitator or Trainer: Leads programs either in person or online, assessing learner engagement and providing feedback to ensure an effective learning experience. Work with pre-developed materials to guide the instruction process and adapts delivery methods based on participant needs.

Technical Trainer: Specializes in training employees on software, systems or other technical processes. Works closely with IT and product teams to ensure training materials remain updated as technologies evolve.

Onboarding Trainer: Focuses on new employee orientation and onboarding programs. Helps new hires integrate into the organization by training them on company policies, culture and essential job functions.

Sales Trainer: Develops and delivers training programs specifically designed for sales teams. Provides coaching on sales techniques, product knowledge and customer engagement strategies.

Leadership and Strategic Roles

These roles involve setting the vision and strategy for L&D.

Training Manager: Manages a team of trainers, designers and coordinators while ensuring training efforts support organizational goals. Evaluate the effectiveness of training programs and recommends improvements.

Training Specialist: Designs, implements and evaluates training programs within an organization. Assesses training needs, facilitates sessions and measures outcomes to ensure alignment with business objectives. Often collaborates with HR and department leaders to tailor programs.

Learning and Development Manager/Director: Identifies skill gaps, addresses future workforce needs and collaborates with senior leadership to align development initiatives with company objectives. Develops long-term training strategies and oversees budget allocation for L&D programs.

Chief Learning Officer (CLO): Leads the learning function, champions a culture of continuous learning and integrates learning strategies with long-term business planning. Works closely with C-suite executives to ensure L&D aligns with overall business goals.

Specialized Roles

These roles focus on specific L&D functions and innovations.

Performance Consultant: Works closely with stakeholders to analyze business needs and recommends learning solutions to drive performance. Conducts a needs assessment to determine skills gaps and helps align training initiatives with organizational priorities.

L&D Data Analyst: Uses learning analytics to measure training effectiveness and return on investment (ROI). Interprets learner engagement data and provides insights to refine content and improve training outcomes.

Summary

The responsibilities of learning and development professionals can vary significantly from one organization to another. Depending on the company’s size, structure and goals, roles may overlap, with individuals often taking on tasks across multiple areas. For example, in smaller organizations, a single person might handle instructional design, content development and training delivery, while larger organizations may have specialized roles for each function. Flexibility and adaptability are key, as the boundaries between responsibilities often blur to meet organizational needs.

Related Content:

Read the report on several key insights regarding career path and compensation factors in the learning and development (L&D) field. Access below.

Training Industry