WHAT DOES A LEARNING AND DEVELOPMENT CONSULTANT DO?
Reviewed by Lam Nguyen under Editorial Standards
Published: Jan 22, 2026 - The Learning and Development Consultant partners with business leaders to identify gaps and design solutions, including training and non-training interventions, to support business strategy. This role develops and facilitates learning experiences, evaluates outcomes, and ensures performance improvements. The consultant also leads projects, influences stakeholders, and collaborates with internal teams and vendors to deliver impactful L&D initiatives.
A Review of Professional Skills and Functions for Learning and Development Consultant
1. Learning and Development Consultant Duties
- Training Facilitation: Facilitate training programs that meet current and future requirements for organisational business units
- Stakeholder Engagement: Engage with stakeholders to understand learning needs, provide potential solutions, and implement solutions to agreed quality and timeframes.
- Instructional Design: Design, develop, deliver, and evaluate technical and non-technical training to support business objectives, values, vision, and specific team requirements.
- Team Collaboration: Collaborate with internal departments and teams to develop and implement training content for new hire training and onboarding, technical and ongoing professional learning and development needs, and serve as a coach and mentor on delivering effective training.
- Recruitment Coordination: Coordinate the recruitment and induction program for the vertical from end to end, including liaising with external recruitment companies and People and Culture.
- Compliance Management: Ensure that training documentation complies with relevant industry legislation, and ensure that Registered Training Organisation (RTO) standards
- Legislative Communication: Coordinate facilitation and communication of legislative changes to meet with contractual retailer partner obligations.
- Reporting Development: Proactively develop and provide relevant reporting on the effectiveness of learning programs, and provide regular project status updates and reports to management.
- System Management: Manage and maintain systems that support employee development and training, including Knowledge Management and Learning Management Systems.
- Project Delivery: Ensure deliverables are managed and delivered within agreed time frames and to a high quality.
2. Learning and Development Consultant Responsibilities
- Training Analysis: Conduct regular training needs analyses to identify business-critical development requirements, with awareness of external talent trends
- Industry Awareness: Ongoing awareness of industry best practices for all things talent, leadership development, and blended learning solutions.
- Culture Advocacy: Ensure the culture, values, diversity, equity, and inclusion agendas are championed as part of all learning initiatives
- Stakeholder Partnership: Partner with Senior Leaders and Sales Directors to understand training needs, development opportunities, and priorities across all Sales teams and other business functions.
- Career Development: Ensure building the skills of the future and supporting career development
- Learning Design: Design and deliver effective blended learning experiences, both F2F and virtually, ensuring that these have a strong ROI and are adding value to the bottom line
- Resource Management: Manage and improve existing training and development resources (systems, data, and material), ensuring that these allow tracking and monitoring the impact and effectiveness of the learning interventions, and continuously improve in this space
- Facilitation Design: Design and facilitation of high-performing, team engagement, and other team interventions
- Business Case: Build business cases to get sign- off for new programs or proposals, as well as piloting and testing new programs to ensure effectiveness before launch
- Process Management: Develop and manage learning processes, including training content repositories, completion and feedback data, the training and development request and approval processes
- Supplier Management: Manage existing and new learning and development supplier relationships
- Learning Advocacy: Be an ambassador for the value of continuous learning and development at all levels
- Team Collaboration: Work collaboratively in a growing team and leverage resources across the business to really make a difference to LFA development and career opportunities.
3. Learning and Development Consultant Functions
- System Administration: Act as the learning system administrator and subject matter expert/consultant for setups.
- Instruction Coordination: Coordinate assembly and production of instructional material.
- Data Reporting: Extract learning data and reports on learning outcomes, compile and prepare usage reports for management review.
- Data Analysis: Evaluates/analyzes data and communicates results.
- Calendar Coordination: Coordinate the training calendar for designated locations.
- Strategy Development: Assess and develop long-term learning strategies and initiatives for identified needs, with management oversight.
- Program Facilitation: Work with the Learning Lead, support the learning strategy by developing, facilitating, and measuring programmes/curriculum to enhance productivity for business, and support the business and people strategy.
- Effectiveness Evaluation: Evaluate the results of learning, determine effectiveness, and recommend appropriate alternatives.
- Solution Identification: Work with peers to identify areas where common training solutions can be leveraged across businesses.
- Trainer Development: Work with the Learning Lead, support the development of train-the-trainer tools and modules to prepare subject matter experts to deliver programs.
- Consultative Support: Provide subject matter consultative support for training programs regarding the technical system setup to maximize user experience while simultaneously capturing learning data at maximum efficiency on the back-end.
4. Learning and Development Consultant Details and Accountabilities
- Training Facilitation: Facilitate training classes on various credit topics
- Learner Engagement: Ensure learner engagement and learning transfer by using effective facilitation strategies.
- Project Leadership: Lead moderately complex initiatives and deliverables, such as curating new credit training in partnership with subject-matter experts from various lines of business and instructional design
- Compliance Management: Ensure training meets the desired learning objectives and that required approvals are obtained.
- Planning Contribution: Contribute to large-scale planning related to functional area deliverables
- Strategic Support: Serve a key role in helping the team strategize on initiatives to increase user demand, improve learner experiences, and meet business needs.
- Solution Implementation: Manage implementation of complex learning and development solutions through in-the-moment consultation, facilitation, or coaching sessions to ensure effectiveness of business and managerial styles.
- Project Management: Lead day-to-day project tasks and complex people development initiatives, managing the implementation of development strategies and solutions.
- Business Integration: Apply knowledge of all aspects of learning and development across many business disciplines to leverage the interconnectivity of various learning solutions and demonstrate the business impact of recommended solutions.
- Issue Resolution: Resolve moderately complex issues to meet project deliverables while leveraging a solid understanding of policies, procedures, and compliance requirements.
- Collaboration: Collaborate and consult with peers, colleagues, and managers to resolve issues and achieve goals.
- Mentorship: Lead projects and teams or serve as a mentor for less experienced individuals.
5. Learning and Development Consultant Roles
- Customer Partnership: Partner with customers at all levels.
- Business 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.
- Negotiation Skills: Negotiate with suppliers and Vendors to secure advantageous terms.
- Liaison Management: 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.
- Reporting Oversight: Oversee the delivery of reporting to make sure the activity meets 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.
- Performance Support: Support the performance growth and profitability
6. Learning and Development Consultant Essential Functions
- Curriculum Management: Manage and lead in the design and implementation of the core Personal Effectiveness learning curriculum for the region, to include all classroom, virtual, and digital learning content
- Graduate Program: Manage and lead the Graduate Development Program, including monthly workshops and networking for grads across all groups
- Induction Design: Design and deliver the annual Intern and Graduate Inductions
- Orientation Management: Manage and lead the Orientation pathway for new starters
- Learner Engagement: Drive engagement with learners and stakeholders through the communication channels and monthly newsletters
- Solution Alignment: Align learning solutions to business strategy and develop bespoke solutions
- Needs Analysis: Conduct a bi-annual needs analysis to understand relevant gaps that need addressing across the region and share back an action plan to fill those gaps, which will lead
- Skills Awareness: Stay informed regarding the relevant skills and qualifications required by employees, and circulate relevant information to the organization
- Budget Oversight: Oversee L&D budget recoveries against employee cost centres for the curriculum
- Business Case: Develop the business case to procure a third-party supplier
- Supplier Management: Partner with and manage a supplier to deliver impactful programs
- Program Evaluation: Evaluate training programs, craft reports, dashboards, and surveys to capture meaningful learning insights to help drive organizational change
- Collaboration: Highly collaborative with a “can-do attitude and the ability to manage multiple projects based on current and future business needs.
- Subject Matter Expertise: Share the subject matter expertise with stakeholders to help tailor exceptional learning experiences for the staff.
7. Learning and Development Consultant General Responsibilities
- Organizational Consulting: Consults closely with business leaders to analyze organizational gaps, propose and develop solutions, and communicate and implement organizational development and learning opportunities needed to support business strategy and operational plans.
- Curriculum Design: Design and facilitate training curricula and/or non-training solutions for identified performance gaps.
- Instructional Design: Assist in the creation of teaching outlines and determine instructional methods such as individual training, group instruction, lectures, demonstrations, conferences, meetings, and workshops.
- Client Outcomes: Contribute to positive outcomes for the client and demonstrate how solutions meet business needs.
- Leadership Partnership: Partners with the Director of L&D and leadership to gain knowledge of specific work situations requiring employees to better understand changes in policies, procedures, regulations, and technologies.
- Project Leadership: Partner with others in the organization and act as the project lead on functional projects.
- Stakeholder Influence: Influence partners to achieve buy-in on proposed solutions.
- Evaluation Design: Select or develop testing and evaluation procedures to measure results.
- Effectiveness Measurement: Coordinate measurement of progress and evaluate the effectiveness of performance solutions.
- Progress Reporting: Report on the progress of employees under guidance during training periods.
- Behavior Assessment: Assess changes in learning and behavior at regular intervals following training
- Vendor Management: Work with external vendors to develop, deliver, and evaluate performance supporting solutions, making sure the needs are documented and met by the vendor.
- Project Management: Continue to develop skills in project management.
- Learning Delivery: Delivers on RISE in the learning environment, including relevant, inspiring, simple, and energizing.
- Special Projects: Perform special projects as identified by the needs of the business and the respective leader.
8. Learning and Development Consultant Roles and Details
- Program Development: Support the development of the region’s Learning and Development programmes and training requirements, to design and facilitate relevant and customized training and learning initiatives.
- Program Delivery: Work closely with the Senior Manager of Learning and Development in EMEA to shape and deliver relevant learning programmes, leveraging.
- Onboarding Support: Partner with company HR and Group HR functions to update and deliver cultural onboarding.
- Marketing Promotion: Support the marketing, promotion, and communication of Global Talent Management and Inclusion Programmes.
- Program Implementation: Roll out of end-to-end programme implementation from identifying and inviting participants, and facilitating the training to gathering immediate and longer-term evaluation.
- Feedback Analysis: Analyse programmes’ feedback and ROI, adjusting content/programmes, and continually looking for innovative best practices to improve the learner experience and outcomes.
- Budget Management: Ensure that forecasts and calculations of expenditure align with budget planning and tracking
- Client Support: Provides proactive support to client groups by developing and delivering sound programs.
- Learning Consultation: Consults with human resource staff and managers to identify developmental needs, develops standard learning programs to meet identified needs, and compiles evidence of performance improvement.
9. Learning and Development Consultant Responsibilities and Key Tasks
- Training Design: Design and delivery of training and coaching initiatives across the organisation.
- Induction Management: Manage and enhance the Induction Program.
- Career Frameworks: Design and review Career Paths, looking at creating career frameworks.
- Organisational Review: Review individual and company organisational development requirements.
- Academy Development: Develop and enhance current recruitment academies and assessment centres.
- Learning Innovation: Use a range of innovative and modern learning techniques.
- Learning Cycle: Manage the whole learning cycle, including training needs analysis, delivery, evaluation, and reporting on all learning programmes.
- Development Programs: Create development programmes up to Senior management that deliver organisational, team, and individual needs
- Learning Integration: Leverage multi-component learning solutions and support frameworks to embed learning, ensuring optimum results in a fast-paced environment
10. Learning and Development Consultant Duties and Roles
- Program Delivery: Contribute to the delivery of the national learning and development agenda by leading or supporting development initiatives to build capabilities for legal staff (face-to-face learning, online learning, or on-the-job coaching and mentoring).
- Skill Development: Focus on knowledge and skill development for legal staff through graduate and junior lawyer development programs, ethics and risk management training, and client learning programs.
- Needs Analysis: Uncover learning needs and take responsibility for stakeholder engagement, content development, program implementation, evaluation, and budget management.
- CPD Guidance: Provide guidance to partners and lawyers on legal CPD requirements and compulsory competency areas.
- Strategic Projects: Contribute to strategic people and business projects, and the continuous improvement of the L&D function.
- Business Insights: Provide valuable insights and practical recommendations to the business to address learning needs and build key capabilities.
- Client Development: Enlarge and renew the client database through proactive selling, mainly focused on public workshops and e-Learning
- Account Management: Develop key accounts comprehensively, exhibit strong discipline in managing personal pipeline, and ensure that the pipeline remains fresh and relevant
- Partnership Management: Effectively partner with other LOB’s client network, and MMC operating companies to achieve the sales target
- Operational Excellence: Business operation excellence and service excellence for EC public workshop management and online learning project operation.
- Solution Development: Development of complex bank-wide and division-specific learning solutions
- Learning Design: Lead and assist in the design and development of learning solutions across a variety of technology platforms
- Evaluation Design: Design and implement evaluation tools/methods to enable the measurement of the quality and impact of programmes
- Design Standards: Meet expected learning principles and standards for design, development, implementation, and evaluation
- Stakeholder Engagement: Engage and influence key business partners
- Continuous Improvement: Continuously improve and innovate learning design and delivery
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.