WHAT DOES A LEARNING AND DEVELOPMENT BUSINESS PARTNER DO?

Reviewed by Lam Nguyen under Editorial Standards

Published: Jan 22, 2026 - The Learning and Development Business Partner designs and delivers scalable learning solutions that build manager and team capabilities and foster a continuous learning culture. This role assesses learning needs, implements programs through ILT, VILT, self-paced, and e-learning formats, and measures their effectiveness. The partner also collaborates with stakeholders to create innovative solutions, improve performance, and advise on L&D initiatives.

A Review of Professional Skills and Functions for Learning and Development Business Partner

1. Learning and Development Business Partner Duties

  • Learning Strategy: Design, develop, and deliver a global learning and development strategy for the Company
  • Development Planning: Regularly review personal development objectives and agree divisional learning plans with MDs
  • Needs Analysis: Identify learning and development needs, establish individual learning and team capabilities, and learning gaps, in line with performance outcomes
  • Career Advisory: Provide advice to managers and the HRBPs to assist them with identifying and evaluating career development options suitable for their teams.
  • CPD Compliance: Promote completion of CPD to meet IDD obligations, including suggesting learning solutions and recording within Company systems
  • Talent Coaching: Implement and monitor the effectiveness of 1:1 coaching for key talent.
  • Succession Planning: Develop and manage the succession process for key positions.
  • Inclusion Support: Support (as part of the HR team) with the implementation of the D&I program and associated initiatives across the Company
  • Mentoring Program: Establish and manage a mentoring programme to support key talent
  • Learning Tools: Regularly review and evaluate learning tools available to ensure the best possible learning experience, including, e.g., onboarding.
  • Vendor Management: Manage and critically evaluate external training providers and work with vendors to custom build programs e.g., leadership development
  • Training Delivery: Design and deliver training programs, produce materials and presentations
  • Budget Oversight: Management and oversight of the annual training budget
  • Training Metrics: Create reports and produce metrics to assess the quality of internal and external training programmes as well as attendance and feedback
  • HRBP Collaboration: Work with the HRBPs to implement effective L&D solutions for their client groups.

2. Learning and Development Business Partner Details

  • Learning Trends: Sourcing and implementing external learning trends and ways of working
  • Business Partnering: Strategic partner to the business with the ability to influence, problem solve, and facilitate learning needs
  • Strategy Support: Supports learning strategy with solutions and planning
  • Project Support: Supports the Head of L&D with initiatives and projects
  • Training Delivery: Delivery of internal knowledge sessions, including line manager training and unconscious bias training
  • Budget Management: Management of the L&D budget, tracking, reviewing, and forecasting for the L&D function
  • Talent Programs: Supports the running of emerging talent programmes and apprenticeships
  • Partner Coordination: Working with and identifying external partners to organise sessions and initiatives
  • Stakeholder Communication: Communicates and engages excellently with colleagues on all things L&D

3. Learning and Development Business Partner Responsibilities

  • Cross-Functional Collaboration: Collaborate with cross-functional teams and department managers to identify training needs and address them through learning solutions
  • Training Analysis: Conduct ongoing and thorough analysis of organizational, departmental, and individual training needs
  • Training Strategy: Create training plans and strategies utilizing various learning methodologies and technology (facilitator-led training, online live training sessions, self-paced eLearning courses, online and blended learning solutions)
  • Content Adaptation: Adapt the Trust and Safety technical content into learning solutions that address the identified training needs and align with the desired performance outcome
  • Adult Learning: Apply knowledge of adult learning theory to identify appropriate training media and methodologies based on audience learning styles, course content, and desired learning outcomes
  • Training Communication: Manage communication with T&S team members and department managers to provide information and clarification regarding training programs, available courses, and other learning initiatives
  • Learning Evaluation: Evaluate the effectiveness and impact of implemented learning solutions and transform collected feedback into improvement opportunities
  • Industry Trends: Stay on top of L&D industry trends and best practices, and apply that knowledge in creating and delivering modern L&D projects
  • Continuous Learning: Constantly think of new ways of supporting the continuous learning and upskilling of the Trust and Safety team members

4. Learning and Development Business Partner Accountabilities

  • Learning Barriers: Work with Managers and Principals to identify barriers to achieving business goals that could be removed or eased through learning interventions.
  • Training Solutions: Identify the optimum training solutions to meet the Partnership’s training requirements, balancing time, cost, and quality, and define the training solution at the appropriate level of detail to enable Training Design to commence or deliver a solution to be delivered.
  • Horizon Scanning: Conduct horizon scanning to identify new or changing Partnership training needs and provide advice and information to help ensure that interventions and training design activities are consistent and coherent with the business strategy, and provide a skills pipeline for the future.
  • Change Response: Identify and articulate responses to new or changing training requirements, which may arise from organisational, product, policy, or strategic directional change.
  • Stakeholder Relationships: Build and maintain strong relationships with Partnerships and Colleague Managers to ensure their learning and development needs are appropriately assessed, prioritised, and delivered.
  • Material Review: Analyse and review existing training materials to support enhancement, alternative delivery methodologies, or wider dissemination.
  • Workshop Participation: Participate in internal workshops to discuss and agree on findings from the analysis
  • Evaluation Support: Assist Programme Directors in the development of evaluation methods to ensure that delivery is cost-effective and enhances value creation within the business.
  • Quality Oversight: Oversee the ongoing quality and relevance of the material and delivery.
  • Learning Development: Contribute to the development of approaches to learning and development within the OBS, including supporting the development of an internal accreditation programme
  • Assessment Design: Create and administer assessments that meet Openwork standards

5. Learning and Development Business Partner Functions

  • Customer Partnering: Partner with customers at all levels.
  • Needs Analysis: Ensure understanding of business needs in order to provide the most effective recommendations and solutions to support the development of capabilities that complement the customer's strategic direction and business plans.
  • Stakeholder Management: Identify, build, and maintain key stakeholder and customer relationships and ensure understanding of and compliance with customer processes.
  • Supplier Sourcing: Source and engage quality-tested and reliable suppliers and vendors to carry out the learning development needs for internal and external customers
  • Market Review: Ensure regular review of the market, solutions, content, quality of delivery, value, and customer satisfaction to guarantee the most suitable solutions.
  • Solution Design: Manage the design, development, and sourcing of innovative learning and development solutions to improve and enhance the learning and development offer.
  • Supplier Negotiation: Negotiate with suppliers and vendors to secure advantageous terms.
  • Vendor Liaison: Act as a liaison between parties where development needs are outsourced
  • Marketing Collaboration: Collaborate with Marketing to create social media campaigns and utilise own social media network to promote learning and Marshall Skills Academy
  • Product Development: Develop new products or services that help identify and develop scarce skills or skills gaps in the future in order to best advise the internal and external customers on learning provisions.
  • Performance Reporting: Oversee the delivery of reporting to make sure the activity meets the KPI, including customer reports
  • Customer Support: Respond to standard requests from predominantly internal customers and resolve them to a conclusion to deliver an excellent customer experience.

6. Learning and Development Business Partner Overview

  • Learning Improvement: Implement and continuously improve programs relative to learning and development, analyze learning effectiveness, solicit feedback, develop new ideas, and challenge the status quo to improve learning success.
  • Business Insight: Demonstrates business insight for supporting functions through a deep understanding of the roles, capabilities, and business processes
  • Subject Expertise: Strives to become a subject matter expert, utilizing networks of individual contributors and business leaders.
  • Leadership Influence: Exhibits courage and provides an individual point of view at all levels, influences at the leadership level, balances stakeholders across the business function, and navigates organizational complexity.
  • Content Leadership: Lead the execution and development of content to adapt quickly to business needs.
  • Learning Modality: Determines the best modality (virtual, in-person, written, etc.) to meet the objectives of the learning experience and facilitates content to the end learner.
  • Proactive Learning: Leads with a proactive learning approach.
  • Training Planning: Works with functional leadership to develop, maintain, and execute a rolling 90-day training plan that incorporates both national initiatives and emerging needs.
  • Facilitation Skills: Skilled facilitator that can effectively manage a classroom, both virtually and in person, inclusive of managing support team members, including teaching assistants, producers, supervisors, managers, and cross-functional partners
  • Project Management: Be responsible for project management surrounding learning initiatives, which directly impacts overall learning consistency and accountability across the business
  • People Leadership: Lead others and are expected to mentor and coach within a direct supervisory relationship

7. Learning and Development Business Partner Details and Accountabilities

  • Learning Collaboration: Work closely with the Head of Learning and Development and the operations team to identify potential learning needs.
  • Learning Design: Ensure the design, build, test, and delivery of quality and engaging, professional learning solutions, courses, and workshops to meet the people, business, and brand objectives.
  • Curriculum Planning: Plan and design learning across a range of areas, including new tools, technology, process, product, cross-skilling, soft-skills, behaviours, and mind-sets.
  • Change Leadership: Work with the leadership team to support their capability for leading change.
  • Program Support: Assist in the development, delivery, and roll out of new products, promotions, technology, operational programmes, and procedures.
  • LMS Management: Maintenance of the LMS to support the learner journey.
  • Content Curation: Curate and maintain L&D materials held within LMS, CMS, and SharePoint.
  • Learning Transfer: Monitor how effectively learning has been transferred.
  • Learning Culture: Promote a culture of continual learning and development to support both the operations and support office teams to continue to achieve the desire to be as famous for the people development.
  • Learning Evaluation: Continually re-evaluate the learning offer in the pursuit of ‘better’ across the learning journey (from hire to retire).
  • Internal Engagement: Maintaining a highly engaging and effective L&D page internally

8. Learning and Development Business Partner Tasks

  • Learning Interventions: Diagnose, design, and deliver scalable, high-impact leader and team interventions and or learning experiences that enable a continuous learning culture in close partnership with respective HRBPs
  • Capability Scaling: Be responsible for accelerating the efforts to scale and provide relevant and timely solutions that build the skills and capabilities for today and tomorrow for managers and their teams
  • Needs Consulting: Consult with stakeholders to conduct a learning and development needs assessment, determine the solution for bridging the skills gap, and follow up to determine the effectiveness of the learning solution
  • Cross-Functional Partnering: Partner with cross-functional teams and business stakeholders to create innovative solutions for a rapidly growing organization
  • Training Delivery: Deliver training programs through in-person and virtual instructor-led trainings, self-paced learning, and e-learning assets
  • Performance Analysis: Identify areas of opportunity and challenges that teams are facing to determine relevant solutions for improved performance in the workplace at an individual, team, and organization level
  • Ad Hoc Support: Respond to ad hoc requests, which may include researching internal and external benchmarking, internal consulting, and facilitating team-building workshops
  • Content Collaboration: Work closely with the Instructional Designer to create foundational and engaging learning content at Lucid
  • Impact Analysis: Analyze the impact of work and the transfer of learning.
  • Continuous Improvement: Based on these insights, develop recommendations for continuous improvement of solutions
  • Stakeholder Advisory: Act as advisor to internal stakeholders regarding projects, tasks, and operations

9. Learning and Development Business Partner Roles

  • Training Strategy: Work together with the Head of People, the Cluj Leadership Team, and the People Team to help shape the Darwin training strategy, conduct skill gap analysis, and learning need analysis
  • Trusted Advisory: Act as a trusted advisor when L&D input is required for various projects
  • Training Delivery: Design and deliver training sessions for Cluj people (webinars, F2F, workshops, individual sessions, etc.)
  • Development Planning: Help develop individual development plans for all employees with a self-led approach, supporting managers and individual contributors, and collating common skills areas
  • Program Coordination: Own and coordinate monthly Day 1 and 2 for the RO Darwin People.
  • Content Review: Review and update, in conjunction with the UK L&D Business Partner, the Welcome Sessions content and delivery
  • L&D Coordination: Become the main point of contact for all L&D requests in Cluj, advise on and track all training interventions (soft and technical, etc.)
  • OD Knowledge: Actively expand organizational development knowledge through training courses and daily research, and utilize this knowledge to drive value for the people
  • Learning Systems: Maintain learning tools, including the learning management system (LMS)
  • Provider Liaison: Liaise with various training providers, schedule training sessions, and ensure facility setup, attendee communication, and engagement
  • Budget Tracking: Work with the UK L&D Business Partner to track spend on the L&D budget and ensure it is maximised to its fullest potential
  • Data Reporting: Provide statistics and data to Darwin based on the L&D actions
  • Learning Models: Apply learning models, benchmark best practices and trends, and maintain knowledge of cutting-edge approaches

10. Learning and Development Business Partner Additional Details

  • Learning Design: Support the design, development, delivery, and iteration of core learning content and programs using a variety of mediums (virtual and in-person) to drive learning goals and promote inclusion and belonging
  • Onboarding Delivery: Own, deliver, and coordinate new employee orientation and onboarding sessions (with support from HRBP team)
  • Needs Prioritization: Work with the HRBPs, cross-functional partners, and leaders to understand and prioritize the needs of the team members
  • Platform Ownership: Own online training platform (Cornerstone), create a content calendar, and share appropriate content for employees
  • Manager Training: Develop, facilitate, and or lead new manager training
  • Training Collaboration: Support training across the organization, i.e., collaborate with function owners to develop and deliver training (i.e., safety, recruiting)
  • Program Evaluation: Foster continuous improvement by measuring the effectiveness and impact of programs and driving ongoing growth
  • Learning Communication: Develop communication strategies to drive participation and engagement in People and Learning and Development programs and prompt continual learning following workshops and other related events
  • Vendor Assessment: Help assess external learning and development vendors
  • Vendor Partnership: Partner with them to drive content development and delivery

11. Learning and Development Business Partner Essential Functions

  • Stakeholder Relationships: Form strong relationships with key stakeholders in the business areas and PX partners to ensure alignment and successful delivery.
  • Capability Assessment: Identify and assess the capability gaps and devise future-focused learning and development strategies that build the critical skills they need for the future.
  • Learning Delivery: Develop and deliver measurable learning experiences that drive performance and increase engagement.
  • Stakeholder Influence: Influence and challenge stakeholders to raise the bar.
  • Coaching Support: Provide coaching and mentoring support.
  • Workshop Facilitation: Facilitate team effectiveness workshops.
  • Performance Optimization: Optimise people's performance through supporting managers to build the right skills and capabilities to deliver business objectives.
  • Change Support: Support organisational change and key people initiatives.
  • Leadership Advisory: Support, challenge, and advise leaders in all aspects of people development.
  • Career Planning: Ensure detailed career profiles for talent with enhanced development plans.
  • Talent Placement: Advise the business to take calculated risks by placing key talent into roles that will develop them.

12. Learning and Development Business Partner Role Purpose

  • Leadership Partnering: Partners closely with the Plant’s leadership and HRBPs to identify and align on learning needs, strategies, and tactics
  • Process Evaluation: Evaluates the current state and consistency of operating practices
  • Technical Analysis: Evaluates technical learning needs and conducts gap analyses
  • Learning Follow Up: Continually follows up with learners and their managers to ensure the effectiveness of learning
  • External Networking: Networks with external resources to stay current on learning trends in the manufacturing space
  • Strategy Development: Develops learning strategies and builds out programs based on identified learning needs
  • Best Practice Sharing: Works closely with the L&D Partners in other locations to share best practices and standardize programs across plants.
  • Program Enhancement: Makes modifications to existing learning programs.
  • Learning Facilitation: Facilitates effective learning and upskilling through a variety of modalities (e.g., in-person training, on-the-job learning, job-shadowing, coaching, peer-based learning, instructional videos, online learning, augmented and virtual reality)
  • Resource Coordination: Brings in additional resources (e.g., trainers, coaches, vendors) to facilitate learning
  • Compliance Monitoring: Monitors training compliance and reporting to management
  • Learning Assessment: Conducts pre- and post-learning assessments

13. Learning and Development Business Partner General Responsibilities

  • Learning Programs: Design, deliver, and embed learning and development programmes, including entry-level programmes such as apprenticeships through to leadership programmes and mapping career paths.
  • Blended Learning: Use the multiple options available for the implementation of learning to cover the 70:20:10 principles and create a positive learning environment for office, field-based, and home-based learners using a blended learning approach.
  • Culture Support: Work collaboratively to support the delivery of Culture, Wellbeing, and D&I activities
  • Competency Frameworks: Embed competency (leadership, management, professional, business skills, and talent) frameworks
  • Talent Insights: Support with the collation of talent and succession data, prepare insights and reports, including all development and learning interventions
  • Regulatory Delivery: Manage the delivery of Learning and Development projects that come from regulatory requirements to ensure a compliant learning process that is reviewed regularly
  • Provider Liaison: Proactively liaise with external training providers to ensure contractual standards, content, and expectations are maintained.
  • Training Facilitation: Deliver training and facilitation to support the business in increasing its effectiveness and capability
  • Resourcing Collaboration: Work collaboratively with the resourcing team to enable an efficient and high-quality employee experience that attracts people to come and work

14. Learning and Development Business Partner Key Accountabilities

  • LMS Management: Managing the LMS (Workday Learning) to deliver on the day-to-day learning operations, such as uploading, assigning, and tracking learning content.
  • Course Creation: Creating custom courses and programs aligned to business needs.
  • Platform Upgrade: Managing the Workday Learning User Interface redesign and upgrade.
  • Learning Analytics: Partnering with the HC Systems Team in managing any reporting and analytics required to provide updated business data on learning participation.
  • Vendor Review: Reviewing proposed content from external vendors and recommending vendor partnerships as aligned with business needs.
  • Content Curation: Assisting with content curation for professionals looking to fulfil CPE requirements, as well as other specific learning needs.
  • Business Partnering: Partnering with the Business Partner function to understand evolving business training needs, as well as recommending content for specific business priorities.
  • Compliance Support: Assisting the compliance team with Annual Compliance Training, such as Anti-Workplace Harassment.
  • Inclusion Support: Assisting the head of Diversity and Inclusion with curating content for firm-wide Diversity Training.
  • Budget Coordination: Partnering with the HC Systems Team on the training budget, ensuring that external vendor agreements are within the established 2022 budget.
  • Learning Support: Managing day-to-day queries from the business on learning goals, learning offerings, tuition reimbursement, etc.

15. Learning and Development Business Partner Roles and Details

  • Stakeholder Partnering: Effectively partner with key business stakeholders to determine learning needs and design solutions to fill those needs with a focus on management and leadership development
  • Leadership Academy: Design and deliver an innovative and impactful management and leadership academy through a variety of mediums based on business requirements
  • Program Experience: Bring the management and leadership academy journey to life for the people managers and ensure all content is up to date, including bringing new suggestions based on personal observations
  • Workshop Facilitation: Facilitate engaging and meaningful workshops, either in person or virtually, in several areas to boost the skill set of the managers
  • Manager Onboarding: Take the lead on ensuring all new managers and leaders are successfully onboarded and get up to speed quickly, including passing their probation period
  • Learning Evaluation: Evaluate the impact of learning solutions using a variety of methods and articulate the value
  • Manager Support: Offer first-line support to the store managers in areas such as performance management, coaching, feedback, and succession planning
  • Strategy Support: Support the Head of Learning and Development in delivering on the L&D strategy
  • Learning Trends: Stay close to current and future learning trends and offer expert opinion to the team on the future of learning
  • Regional Support: Support the regional managers and department heads on all learning related initiatives, including keeping accurate records, workshop attendance, and compliance rates

16. Learning and Development Business Partner Responsibilities and Key Tasks

  • Needs Evaluation: Evaluate organizational needs and create solutions, as well as translate them into a simplified approach for execution and scale
  • Modality Design: Select and design training modalities to meet those needs, working with internal experts or external vendors, if applicable, to source learning solutions
  • Onboarding Evaluation: Evaluate current new hire orientation and onboarding training, and ensure programs are scalable for a growing and changing remote worker environment.
  • Curriculum Development: Develop a curriculum and design impactful training sessions
  • Training Facilitation: Facilitate learning and training via multiple vehicles, including webinars, e-learning, instructor-led, virtual classroom, and blended learning solutions to leaders and individual contributors company-wide
  • Learning Materials: Create learning and support materials to enhance the effectiveness of the learning experience, e.g., job aids, handouts, participant and facilitator guides
  • Business Partnering: Be a partner to the business while concurrently managing expectations, project scope, and project prioritization
  • LMS Utilization: Use a learning management system to manage courses and track the effectiveness of L&D training programs
  • Performance Reporting: Own the reporting and communication of training performance metrics and ROI to all relevant stakeholders

17. Learning and Development Business Partner Duties and Roles

  • People Strategy: Work closely with the Head of Leadership and Talent Development and the wider People team to deliver the People strategy to the business.
  • Stakeholder Partnering: Build strong partnering relationships with key stakeholders to understand their talent development needs.
  • Learning Analysis: Conduct a thorough learning needs analysis across all functions and identify requirements by organisation and job role.
  • Talent Development: Design and deliver engaging talent development initiatives tailored to the needs of individuals, functions, and the business across all levels.
  • Content Design: Develop and design all course materials, for example, workbooks and other resources required for learning interventions.
  • Learning Evaluation: Knowledge of evaluation methodology and how this can be used with learning solutions before, during, and after the learning event.
  • Learning Transfer: Evaluate and embed content to show transfer of learning from the session to a learner’s everyday working environment.
  • Theme Alignment: Ensure talent development themes across the business are identified and use the expertise to join up thinking across organisations, encouraging cross-collaborative learning.
  • Creative Design: Develop new approaches to content, using a variety of media, creating engaging sessions and interactive learning experiences to enhance learning sessions.
  • Learner Experience: Focus on the people’s learning experience, which will be measured through a variety of methods.
  • Content Review: Review, adapt, and enhance content to ensure that it is kept relevant and up to date in line with business and market changes.
  • Coaching Support: Provide coaching support in 1:1 and 1:many environments for the high-potential employees to help them achieve their full potential.
  • Talent Projects: Create and support projects such as onboarding, career pathways, and succession planning in order to increase retention rates.
  • LMS Promotion: Promote the use of the LMS to all employees to encourage learner-led engagement.
  • Talent Advocacy: Be an ambassador for talent development within the business, building strong relationships with people and ensuring that they are constantly aware of the solutions and support available.
  • Project Support: Support key projects managed by the Head of Leadership and Talent Development and contribute to the smooth running of the L&D function.

18. Learning and Development Business Partner Responsibilities

  • Learning Materials: Develop informative, fun, engaging, and accurate learning materials and training programmes for the colleagues
  • Induction Delivery: Lead the planning and delivery of induction training, ensuring the resources are regularly updated to reflect key business changes
  • Capability Mapping: Partner with key stakeholders to identify the skills and capabilities required across the different facets of the organisation
  • Learning Evaluation: Evaluate all learning to ensure the return on investment is measured for colleagues, owners, and the business
  • Training Innovation: Continually look for innovative ways to develop and deliver training based on the latest trends and research
  • Strategy Shaping: Shape plans that will deliver the learning strategy and company culture
  • Academy Collaboration: Collaborate with the Sales Academy, working on shared objectives
  • Learning Technology: Lead on new e-learning technology
  • Learner Experience: Continuously improve the learning experience, ensuring it is inclusive for all colleagues
  • Culture Embedding: Helps to embed the values, drive business goals, and project a positive culture

19. Learning and Development Business Partner Functions

  • Learning Leadership: Lead the development and delivery of the learning and development activities identified in the People Strategy.
  • Skills Assessment: Support managers with identifying skills gaps and development needs of their teams to enable learning and development plans to be effectively completed and implemented.
  • Training Planning: Develop and coordinate a corporate training and development plan.
  • Blended Delivery: Develop and deliver a blended range of learning activities to meet individual, team, and business needs.
  • External Sourcing: Source external expertise to deliver specialist training.
  • LMS Development: Lead the development of the LMS and the digital transformation of the L&D journey.
  • Learning Innovation: Proactively seek new innovative ways to manage and deliver the learning and development programme.
  • Graduate Programs: Support with a graduate development and apprenticeship programme.
  • HR Support: Support the Head of HR with activities and projects, e.g., development of employee competency framework, embedding a learning culture across the group, and talent management.
  • Program Rollout: Support with the continuous rollout, development, and delivery of the Leading for Tomorrow management programme.
  • Effectiveness Reporting: Monitor the effectiveness of development activities and provide management reports

20. Learning and Development Business Partner Essential Functions

  • Program Coordination: Ensuring the delivery and effective coordination of existing L&D programs.
  • Upskilling Planning: Building and implementing a comprehensive employee upskilling, MH plus Wellness learning calendar.
  • Learning Interventions: Ideating, developing, and implementing various L&D interventions, outsourced or in-house.
  • Stakeholder Partnering: Partnering and working closely with key stakeholders, HRDs, HR teams, Learning Ambassadors, global L&D team, etc., to understand L&D challenges, needs, and wants, and help create effective and successful learning and development solutions.
  • Workshop Delivery: Designing and delivering live, virtual, and blended learning workshops, trainings, and other presentations.
  • Vendor Negotiation: Working with the Associate Director, Learning and Development, to negotiate the best prices and work with external training and other providers to deliver the most effective learning solutions.
  • Needs Analysis: Supporting the Associate Director, Learning and Development, in conducting training needs analysis and identifying skill or knowledge gaps.
  • Agency Partnering: Partnering with agencies on various L&D enquiries, requests, and different ad hoc learning solutions.
  • Practice Innovation: Staying up to date on and practicing progressive L&D interventions and emerging practices, and providing creative ideas on how these could be successfully tailored and applied in the MW learning environment.
  • Budget Management: Tracking and managing the L&D budget.

Job Role FAQs

What is a job role?

A job role refers to the duties, responsibilities, and expectations associated with a specific position within an organization. It explains what tasks an employee performs, how they contribute to team objectives, and how their work supports the company’s overall goals.

What are the typical responsibilities of a job role?

Typical job role responsibilities include completing daily tasks, collaborating with team members, making decisions, and meeting performance targets. For example, a software developer may write code, fix bugs, review pull requests, and collaborate with product teams.

What is the difference between a job role and a job title?

A job title is the official name of a position, such as Marketing Manager or Software Engineer. A job role describes the actual duties, responsibilities, and expectations associated with that position.

Why are clearly defined job roles important?

Clearly defined job roles help organizations improve productivity, reduce workplace confusion, and ensure accountability. When employees understand their responsibilities and expectations, teams can collaborate more effectively.

How do job roles support career development?

Understanding different job roles helps professionals identify career paths and the skills required for advancement. By learning the expectations of various roles, individuals can build relevant skills and plan long-term career growth.

Editorial Process

Lamwork content is developed through structured review of publicly available job postings and documented hiring trends.

Editorial operations are managed by Thanh Huyen, Managing Editor, with research direction and final oversight by Lam Nguyen, Founder & Editorial Lead. Content is periodically reviewed to reflect observable labor market changes.

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