WHAT DOES A LEARNING AND DEVELOPMENT SPECIALIST DO?

Reviewed by Lam Nguyen under Editorial Standards

Published: Jan 20, 2026 - The Learning and Development Specialist delivers training through presentations and facilitated activities while maintaining up-to-date game knowledge, procedures, and curriculum based on instructional design principles. This position collaborates with game support teams to identify learning needs, customize regional programs, measure training effectiveness, and contribute to global development initiatives. The specialist also builds strong partnerships, supports trainer growth, and conducts peer reviews to ensure high-quality and consistent learning experiences.

A Review of Professional Skills and Functions for Learning and Development Specialist

1. Learning and Development Specialist Duties

Learning Support: Supports staff and People Leaders, one-to-one or in groups, to reinforce Moments Matter at all levels
Learning Culture: Creates a culture of curiosity by encouraging staff to continue learning and developing skills through learning opportunities
Training Facilitation: Facilitates core internal training programs.
Facilitation Support: Co-facilitates or provides facilitation support, and sometimes with little notice
Program Development: Develops programs/resources to develop the facilitation skills of SMEs and grow a sustainable team of support within all stakeholder groups
Instructional Design: Creates engaging teaching materials, learning activities, facilitator guides, and training courses in live, virtual, e-learning, or hybrid environments
E Learning: Understands e-learning techniques, and where relevant, is involved in the creation and/or delivery of e-learning solutions
Learning Assets: Develops materials, learning activities, and training assets in e-learning, virtual, or hybrid environments for facilitators, staff, and People Leaders to support the learning culture
Strategic Projects: Leads strategy-related projects, such as key business training, Role Development initiatives, etc
Stakeholder Partnership: Partners with key stakeholders and subject matter experts to identify learning needs and ensure learning assets meet business requirements
Business Collaboration: Collaborates with the business segment to support segment priorities and initiatives
Performance Metrics: Works with L&D Manager and L&D Supervisor to evaluate progress, and determine process and metrics to track and communicate relevant L&D reporting statistics
Learning Technology: Stays current with learning-oriented technology trends and innovations to continually create quality learning assets and enhance the learning experience for staff

2. Learning and Development Specialist Details

Program Coordination: Coordinate with internal partners to plan and schedule a growing catalog of upcoming learning offerings
Onboarding Development: Partner with the Square Learning lead to develop a new hire onboarding curriculum and experiences, and support new leads' onboarding
Data Analysis: Collect and evaluate goals and learning data while providing insights and research on industry best practices for reporting used by internal partners
Learning Facilitation: Facilitate and support internal facilitators in live, virtual learning offerings while ensuring the best learning experience for the clients
Learner Support: Respond to general questions from learners and partners across multiple communication channels
Data Management: Upkeep learning data for Square employees in the shared learning management system to ensure learning offerings and data are current
Brand Development: Work with internal partners to help establish the Square Learning team's brand and build internal communications strategies
Project Scaling: Contribute to the development of projects operationally and programmatically to scale across different geographies

3. Learning and Development Specialist Responsibilities

Learning Ownership: Taking responsibility for learning and development activities in the company
L&D Administration: Managing the learning and development-related administration
Training Portfolio: Managing the training and coaching portfolio offered to colleagues
Provider Networking: Developing and maintaining a professional network with possible providers
University Relations: Building up synergic relationships with universities
Employee Engagement: Taking responsibility for employee engagement survey processes
Initiative Design: Developing concepts for new initiatives
Knowledge Facilitation: Participating in the facilitation of internal knowledge management
Mentoring Support: Developing and supporting the mentoring system
Job Grading: Keeping job grading systems up-to-date with regular requirement and competence reviews and updates
Project Participation: Participating in various projects related to resource management, organization development, or leadership development as an expert/consultant or project manager

4. Learning and Development Specialist Accountabilities

Data Analytics: Use various data analytics tools such as Power BI and Alteryx to prepare analysis for L&D leadership and business partners from the data hosted on the LMS and elsewhere.
Process Improvement: Streamline processes within the L&D team when the opportunity arises.
LMS Expertise: Become a super user of the firm’s LMS (Vantage and Cornerstone), with expertise in all functionality, such as events, curricula, content curation, and reporting
Stakeholder Support: Assist stakeholders across the business with hosting their content and training programmes on the LMS, including troubleshooting and problem-solving technical issues with LMS administrators and users
Technical Collaboration: Work with other members of the technology and reporting team to manage online content hosted on the system and help the firm’s Global Service Desk to solve technical issues when they arise
User Administration: Manage user records in an administrative capacity as the need arises
Project Collaboration: Work with L&D administrators and programme developers on LMS projects as new modules are released to the Irish firm
Technical Documentation: Write documentation and training notes for any new data models or LMS modules that are brought on-stream.

5. Learning and Development Specialist Functions

Training Delivery: Deliver training curriculum through a combination of presentations and facilitated activities.
Game Knowledge: Maintain game knowledge, procedures, and workflows for each game support area assigned.
Learner Development: Build relationships that allow ongoing collaborative interactions that help identify learner deficiencies, formulate individual and team development plans, relevant courses, and implement training programmes.
Program Customization: Work with game support management and personnel to assess and customize regional learning programmes based on current and future needs.
Outcome Measurement: Assists with the identification of learning success measures and reports on outcomes.
Curriculum Design: Create a curriculum using adult learning theory and instructional design principles.
Curriculum Maintenance: Review, update, and maintain the training curriculum on an ongoing basis.
Professional Development: Participates in development opportunities and global learning initiatives.
Trainer Development: Assist in the development of other trainers.
Content Review: Perform peer-level review on training course content, learning applications, and classroom delivery.
Global Partnership: Establish, nurture, and maintain a beneficial partnership with global player support teams to provide regular and ongoing training requirements.

6. Learning and Development Specialist Overview

Training Collaboration: Work closely with Human Resources (HR) and teams across the organization to plan, produce, and maintain high-quality training materials for internal use.
Learning Strategy: Strengthen the overall health and culture of the organization, including employee satisfaction, engagement, and retention, through the learning and development philosophy and strategy
Needs Analysis: Identify and prioritize learning needs and design effective learning solutions to address opportunities and needs
Onboarding Support: Evolve and support the onboarding program for new hires to ensure successful integration in the business and culture
Performance Development: Participate in the execution and management of development plans and provide employees with opportunities to maximize their individual performance through assessment against defined skills, knowledge, and behaviours
Content Creation: Create learning materials, including eLearning, storyboards, user guides, tutorials, instructor guides, case studies, assessments, and videos
Learning Design: Work across the organisation to identify training and development needs and design appropriate learning solutions that accommodate all learning styles
Experience Design: Leverage the design and participant experience expertise to support the creation, assembly, and maintenance of learning materials, including slide decks, participant presentations, online learning content creation, etc.
Values Integration: Design impactful and engaging training that embeds the company's ethics and values.
ROI Measurement: Measure the ROI of learning initiatives
Investment Analysis: Participate in the tracking and analysis of learning and development investment
Business Insight: Provide insight on themes and trends and make recommendations that positively impact business success
Industry Knowledge: Maintain up-to-date knowledge of best practices and industry trends related to talent development, leadership, workplace learning, and adult learning principles
Stakeholder Relations: Develop and maintain strong relationships with all stakeholders, including learners, subject matter experts, and management teams
Brand Compliance: Adhere to brand guidelines, standards, and requirements for the creation and distribution of documentation/eLearning

7. Learning and Development Specialist Details and Accountabilities

LMC Administration: Administer the LMC used by Integrated Supply Chain, including uploading content, ensuring adherence to the RAU numbering system, creation and closing of sessions, and advising the function on how to optimize the features available to the learner.
Event Coordination: Coordinates live learning events location, facilitator, Team channels, and partners with the functional or HR leads.
Material Review: Assists the Learning and Development Specialist in the review of new learning material, ensuring the use of sound learning principles
Effectiveness Analysis: Collects data on learning effectiveness, completion to close performance shortfalls, and learning’s contribution to close performance shortfalls.
Performance Reporting: Shares information with the Learning and Development Manager to drive performance improvements.
Continuous Improvement: Offers continuous improvement ideas to increase the usage of LMC.
Reporting Guidance: Guides users on the reporting features available
Learner Advising: Advise learners and their managers of progress against learning goals.
Instructional Design: Apply performance-based methodology and instructional design skills in task analysis, curriculum design, and course design, Learning Plans, etc., following guidance provided by senior members of the department.
Needs Analysis: Work with Subject Matter Experts and Accomplished Performers to determine training needs and to design sound performance solutions.
Content Development: Develop with SMEs, training materials, assessments, examinations, simulations, and performance support tools using training needs analysis.
Method Advisory: Advise SMEs on instructional methods, such as individual or group instruction, self-study, classroom, online courses, demonstrations, videos, simulations, job aids, assessments, and on-the-job training materials appropriate for content and learner characteristics.
Project Management: Develop project management, organization, and time management skills when deploying plans from concept to close.
Process Consistency: Drive consistency in similar deliverables by utilizing WFD processes, functional specifications, templates, and guidelines, and reviewing deliverables.
Effectiveness Analysis: Collects data on learning effectiveness, completion to close performance shortfalls, and learning’s contribution to close performance shortfalls.
E Learning Development: Develop and load training on Storyline and Captivate for WFD and SMEs.
Process Improvement: Assists in the development and continuous improvement of WFD processes.

8. Learning and Development Specialist Tasks

Training Delivery: Develops and delivers classroom-based and online (i.e., WebEx, GoToMeeting) training sessions for International populations.
Curriculum Development: Creates curriculum and completes training-related tasks that meet strategic business objectives in driving quality, customer service, and effectiveness.
Continuous Improvement: Consistently evaluates opportunities for continuous improvement and proactive business partnership.
Needs Assessment: Participates in learning needs assessments with the organization and teams.
Team Collaboration: Collaborates with the International Training Team to align and ensure consistency in training processes and performance improvement initiatives.
Instructional Design: Designs eCW-oriented training materials, ensuring sound adult learning and instructional design principles and methodologies.
Reporting Support: Develop and support reports for departments and training programs.
Learning Marketing: Develops marketing campaigns for eLearning and classroom instruction to increase participation.
Program Evaluation: Supports the training team through evaluating the effectiveness of programs.
Performance Feedback: Provides ongoing feedback to Employee Relations and management regarding trainee performance.
Individual Coaching: Provides individual coaching and training to top talent and under-performing employees who need additional support.
LMS Management: Assigns and updates training curricula requirements in the learning management system (LMS) for the intended audience.

9. Learning and Development Specialist Roles

Learning Design: Own the design, build, and maintenance of learning and development materials, including curriculum development, training videos, Articulate eLearning courses, and knowledge base articles on Confluence and Google Sites
Program Development: Create and implement learning programs (e.g., e-learning courses, learning sessions) and other creative educational offerings that keep the remote employees growing and engaged
Training Modules: Create soft-skill and role-specific training modules and playbooks (e.g., webinars, training materials) and digital mediums (e.g., screencasts, e-learnings, video)
Learning Roadmap: Develop and implement a long-term training and development road map focused on creating a culture of continuous learning
Needs Assessment: Collaborate with internal stakeholders to conduct needs assessments to identify opportunities for improvement across training and knowledge-base content
Onboarding Support: Support the provider onboarding team to enhance the ‘mock consult’ process
Upskilling Focus: Promote measurable learning solutions with a focus on upskilling or reskilling employees to allow growth and development
LMS Administration: Oversee the administration of Operations LMS and implement, manage, and modify software based on changing business requirements
Data Analytics: Manage L&D data and analytics, and translate data into deep insights and action
Impact Measurement: Measure, understand, and communicate the impact learning content has on operations
KPI Development: Develop Operations L&D KPIs to track and measure internal effectiveness and performance

10. Learning and Development Specialist Additional Details

Leadership Development: Design and execute leadership development programs that align with strategic initiatives and prepare the leaders for long-term and team success.
Curriculum Management: Curriculum development, facilitation, tracking, and evaluation are key deliverables for this important role.
Learning Culture: Help the Employee Experience or Organizational Development Teams play a key role in promoting a learning and development culture that inspires all employees to be on the path to career ownership.
Content Design: Create, design, and develop comprehensive leadership content and curricula that promote engagement, learner retention, and practical application while achieving organizational outcomes
Learning Facilitation: Facilitate and deliver just-in-time learning solutions to a variety of audiences, leveraging appropriate modalities
Program Evaluation: Monitor and evaluate the effectiveness of programs to ensure desired behaviors are implemented, and confidence, competence, and knowledge are proven
Stakeholder Collaboration: Collaborate with key partners to identify, influence, assess, and implement leadership development solutions that build capability and talent for performance and succession at all levels
Subject Expertise: Serve as the subject matter expert regarding leadership development initiatives
Leadership Coaching: Serve as a mentor, trainer, coach, and partner in building, executing, and measuring leadership effectiveness.

11. Learning and Development Specialist Essential Functions

Organizational Communication: Work and communicate with employees at all levels of the organization
Learning Creativity: Take basic concepts and run with them, creating valuable learning experiences
Employee Support: Ensure that employees have the appropriate amount of support, growth, and development throughout this journey
Training Analysis: Conduct analyses to determine necessary employee training and future development
Stakeholder Relations: Forge strong business relationships with key stakeholders to build a culture of continuous growth and development
Learning Ownership: Own the development and coordination of various learning solutions in collaboration with the Human Resources Team
Experience Design: Design and develop learning experiences to facilitate learners in acquiring knowledge, skills, and competencies in an effective and appealing manner
Onboarding Support: Provide support and make recommendations regarding new hire training programs and onboarding, as well as leadership paths toward career growth and succession planning.
Needs Assessment: Analyze with business stakeholders and subject matter experts to define the most pressing development needs, build impactful solutions, and evaluate the effectiveness of learning programs and developing strategies that lead to improved results
LMS Management: Maintain the learning management system (LMS) with responsibility for data integrity, course management, reporting, and troubleshooting
Material Development: Develop and produce training materials, job aids, and employee communication supporting the learning and development function

12. Learning and Development Specialist Role Purpose

Training Program: Create an exciting, modern, and comprehensive training program for all team members at Cardinal Financial, including product training, sales, customer service, new hire onboarding, and leadership and management training.
Learning Improvement: Improve learning effectiveness by helping collaborate to develop new approaches, sharing best practices, while making support readily available
SME Consultation: Effectively consult with subject-matter experts and guide training methods
On Job Training: Develop On-the-job training for multiple business unit functions
Training Scheduling: Manage the scheduling of training sessions
LMS Content: Review, organize, and maintain current Learning Management System course content
Program Evaluation: Assist in conducting evaluations to identify areas of improvement
Material Preparation: Prepare training materials, including guides, job aids, module summaries, videos, etc.
Facility Support: Assist in designing and maintaining in-house training facilities and equipment
Vendor Relations: Establish and maintain key relationships with vendors, counterparties, and other regulatory or state agencies to act as a facilitator for available training sessions and materials.

13. Learning and Development Specialist General Responsibilities

Training Development: Participate in contributing to projects regarding the design, development, update, and ongoing maintenance of training materials, assessments, and web-based training modules related to all Mortgage positions.
Goal Alignment: Work with the Program Manager to align training goals with overall corporate and departmental objectives.
Change Management: Follow change management procedures for updating training manuals to ensure appropriate distribution of materials and consistent communication of changes.
Learning Assessment: Monitor trainee attendance and participation using tests or assessments to measure trainees’ comprehension of class material.
Role Immersion: Periodically perform in positions for which others are trained to maintain current knowledge of techniques
Technical Coordination: Work with the Support and Technology Departments, triaging IT tickets to determine.
Project Planning: Participate in planning and project management with people operations (HR), sales management, and leadership teams to determine training needs, procedural updates, and trainee performance
Quality Management: Meet deadlines and quality standards
Priority Management: Effectively manage multiple demands and competing priorities
Professional Relationships: Develop effective professional partnerships with all colleagues

14. Learning and Development Specialist Key Accountabilities

L&D Strategy: Create and implement an ambitious L&D strategy, enabling the people and business to thrive.
Strategic Planning: Developing a strategic L&D plan to support the business priorities
Business Insight: Understanding the key qualities and skills that drive the business
Stakeholder Partnership: Building strong partnerships with internal stakeholders
Learning Delivery: Designing and delivering learning interventions and resources, including face-to-face, online, and blended solutions
Program Evaluation: Evaluating and continuously improving learning programmes
Partner Management: Identifying and managing external partners
Inclusion Promotion: Promoting inclusion across the organisation

15. Learning and Development Specialist Roles and Details

Learning Management: Managing learning projects end-to-end from pre-training analysis to post-training evaluation
Needs Analysis: Conducting needs analysis, including task, learner, and performance analyses
Stakeholder Collaboration: Collaborating with subject matter experts, managers, and business stakeholders to ensure buy-in of learning solutions
Curriculum Design: Designing learning plans, schedules, and curriculum using evidence-based training methods
Content Development: Developing learning materials, including presentation materials, e-learning modules, job aids, and other content
Resource Coordination: Coordinating resources, including rooms and technologies, to complete training initiatives
Training Facilitation: Presenting and facilitating classroom and virtual trainings
Effectiveness Measurement: Measuring the effectiveness of training initiatives, evaluating the results, and implementing enhancements
Asset Management: Maintaining a library of learning assets
Product Knowledge: Maintaining knowledge of the products and services
Project Support: Supporting related teams with special projects

16. Learning and Development Specialist Responsibilities and Key Tasks

LMS Management: Ensure full implementation and effective management of the LMS to drive training completion across the business
Learning Pathways: Create and maintain the LMS map to show all learning pathway provision
Pathway Assignment: Manage the assignment of learning pathways to ensure all learners complete the relevant learning, including compliance
Digital Design: Design of digital learning content agreed with relevant SMEs covering any required subject areas
Content Management: Implementation and management of all digital learning content, both internally and externally provided
Blended Learning: Ensure a blended learning approach is applied to all learning pathways
System Liaison: Liaise with the LMS provider and the internal IT department to implement any required system changes
Learning Tracking: Ensure all learning is tracked and recorded within the LMS for every employee in relation to their job role
Reporting Production: Production of agreed reports and briefing documents as agreed according to the L&D reporting plan
Event Administration: Administration and management of the L&D annual learning event calendar through the LMS
Digital Engagement: Exploit gamification and other digital channels for delivering training and encouraging lifelong learning
Learning Technology: Make extensive use of technology-enhanced learning to support face-to-face and distance learning
Digital Advocacy: Promote and be an advocate of the use of digital technology as a training vehicle throughout the organisation, demonstrating the benefit of point-of-need training
CPD Awareness: Identify and attend relevant CPD events to ensure awareness of the latest learning technology advances
Learning Enhancement: Recommend opportunities to improve and enhance the learning offer
HR Enablement: Provide training, coaching, and support to the wider HR team on the administration of the LMS
Vendor Management: Work with external bodies to ensure LMS system service contracts are delivering to SLA’s

17. Learning and Development Specialist Duties and Roles

Training Delivery: Collaborate in the delivery of core required training, such as CPR or AED, Therapeutic Options, Cultural Competency courses, and other training required of the position.
Training Support: Assist in the delivery, creation, and modification of online and live training.
Required Training: Delivery of core required training such as NEO, CPR or AED, Therapeutic Options, Cultural Competency courses, and other trainings
Process Coordination: Works closely with all disciplines within L&D or HR dept., supervisors, and staff to ensure smooth administration of required processes
Enrollment Support: Works with supervisors and employees to enroll in new hire trainings and Relias LMS
Issue Escalation: Keeps the supervisor informed of problems encountered with specific processes or actions
Training Records: Prepares and maintains sign-in sheets, tests, and evaluations for all trainings
Material Preparation: Assists presenters with the preparation of all training materials for in-person and virtual sessions.
LMS Enrollment: Reviews new hire Relias accounts and enrolls staff in the assigned curriculum
Auto Enrollment: Monitors Relias LMS Auto Enrollments for mistakes and corrects these daily.
Participation Tracking: Tracks new staff participation in scheduled training sessions via sign-in or out sheets, maintains statistical information for reporting, communicates findings to the supervisor, and enters data

18. Learning and Development Specialist Details

Registration Monitoring: Monitors NEO, Clinical Week, and ongoing training registrations for attendance, promotion, and cancellation
Ticket Management: Responds to all incoming L&D-related JIRA tickets within 72 hours
System Improvement: Develops and implements new systems to improve the overall effectiveness of the training function
Process Execution: Assists in the development and execution of processes as they relate to NEO participation
Calendar Management: Sets up and monitors the L&D calendar for specified trainings quarterly.
LMS Session Setup: Creates Relias LMS training sessions for specified trainings quarterly and alters
Facility Coordination: Communicate facility needs to the appropriate departments.
LMS Administration: Manages Relias LMS by ensuring accurate employee data (i.e., competencies, RU, supervisor, department, statuses) and troubleshooting.
Training Communication: Informs workforce staff of upcoming trainings on behalf of HR Training
Meeting Participation: Attends regularly scheduled meetings, interdepartmental and otherwise
File Management: Works with HR Assistant to handle filing, new hire files, and file management on an ongoing basis.
Professional Development: Attends required in-house training as well as position-specific sessions for developmental purposes

19. Learning and Development Specialist Accountabilities

Curriculum Design: Create and organize training curriculum
Training Delivery: Build and provide creative training that is easily absorbed across the organisation
Data Review: Review and refine the learning data and presentation following the business demands.
Peer Collaboration: Partner with peers and provide feedback on learning goals and content outlines
Impact Assessment: Assess the impact of training and measure knowledge retention
HR Consulting: Provide consultative support to HR business partners and managers regarding employee development
Training Logistics: Manage training logistics, including scheduling conference rooms, meeting requests, and ordering catering
Leadership Reporting: Report to the Global Learning Leader

20. Learning and Development Specialist Overview

Customer Support: Maintain the market leadership position and provide world-class support to the customers, the top financial services firms in the world.
Training Administration: Administration of training plans, coordination of training programs with the GET team, facilitation or administration of training, help in developing course content, measurement of training effectiveness, and modification based on this feedback.
Team Leadership: Report to the Associate Director, Training, the ideal candidate should possess the ability to lead cross-functional teams, possess project management experience, and have excellent written and verbal communication skills.
Learning Advocacy: Champion and conduit for corporate L&D classes and courses that would benefit SS&C Eze personnel beyond their own offerings.
Regional Development: Work under the guidance of the Associate Director, GET, to ensure that the EMEA region gets sustained, comprehensive, and integrated talent development for personnel.
Team Coordination: Coordinate with the rest of the GET team
Stakeholder Collaboration: Build relationships and collaborate with cross-functional business partners (e.g., Sales, Marketing, Product, Client Service, Organisational Development) globally, to uncover skill gaps and learning priorities.
Needs Analysis: Conduct and maintain needs analysis mechanisms that uncover new training opportunities for EMEA.
Skill Identification: In particular, identify product and service-related job skills training needs.
Content Development: Develop content working with appropriate individuals and business teams.
Interactive Design: Create interactive activities to supplement the training curriculum.

21. Learning and Development Specialist Tasks

Curriculum Maintenance: Maintain curriculum, assessments, and evaluation or feedback on delivered training.
Impact Metrics: Identify, track, and continuously assess impact metrics to gauge the effectiveness of training.
Program Improvement: Implement suggestions for improvement across all internal programs.
Training Delivery: Guide, develop, and deliver effective training content.
Program Alignment: Ensure that the various offerings align holistically.
Learning Communication: Spearhead consistent communication and announcements to SS&C Eze EMEA groups about training and learning initiatives.
Content Delivery: Develop and deliver course content to varying levels of employees.
Certification Management: Assist in the management of various certifications, i.e., industry, business, and product-specific
ROI Analysis: Enhance visibility into return on investment and the impact of training programs and offerings
Corporate Alignment: Coordinate closely with the corporate SS&C Learning and Development org to ensure best use of their offerings by SS&C Eze.
Tool Coordination: Work with corporate SS&C L&D tools and processes to ensure data or offerings coordination and easy access to resources.
Resource Curation: Curate learning resources available over the web that can be used cost-effectively
Portal Development: Help develop a self-service learning portal with effective content

22. Learning and Development Specialist Additional Details

Program Administration: Provide administration support to leadership and management development strategies and programs to support the delivery of business priorities.
Training Planning: Identify and plan the site's professional skills training needs through internal and external training providers.
Learning Communication: Manage communication of L&D offerings to different populations to drive engagement with initiatives, and develop content for the events and websites, enhancing usability.
Digital Channels: Update and manage L&D Digital communication channels (internal and social media).
Learning Technology: Harness new technologies to support blended learning and self-directed learning.
Manager Support: Support managers and individuals by providing L&D information, advice, and resources to promote a high-performing organization.
External Collaboration: Work collaboratively with external stakeholders, training providers, and bodies, establishing requirements for external solutions to ensure the plans are future-focused and cost-effective.
Vendor Engagement: Proactively engage with external vendors and training providers to explore new innovative development and learning offerings.
LMS Operations: Lead the day-to-day operation of the learning management system for professional skills development in compliance with site procedures.
Budget Management: Be responsible for IDA Training Grant and L&D Budget Management administration.
Employee Induction: Lead and facilitate the New Employee Induction Process and the site's Further Education Process.
Data Analysis: Understand the impact of learning programmes using quantitative and qualitative data analysis skills, and harness those insights to inform L&D strategy.
Coaching Strategy: Support the creation, implementation, and delivery of a coaching strategy in the organization

23. Learning and Development Specialist General Responsibilities

Learning Engagement: Inspire associate and leadership engagement in learning
Instructional Design: Use relevant instructional design and eLearning development models to drive activities through the full learning lifecycle (idea through implementation)
Learning Expertise: Become a process and subject matter expert for all things learning, such as the SuccessFactors Learning Management System, industry trends that align with the culture and priorities, and existing and future learning technologies that make sense for the needs (i.e., VILT, Articulate 360, simulations, AR, etc.)
Leadership Programs: Lead and support the 20-week leadership development program, providing sustainable solutions that continue growing leaders following program completion
Impact Measurement: Measure the impact of learning to assess learning effectiveness, enable additional connections to the existing PowerBI analytics dashboards, and equip the team with the data needed to make informed decisions as a team
Vendor Partnership: Partner with external vendors to support large project needs
Community Engagement: Engage in organizations and communities that will provide value and benefit to advance the efforts
Listening Actions: Support actions from enterprise listening efforts, enabling clear actions and development from results
Global Facilitation: Facilitate training and change leadership sessions across the global associate base

24. Learning and Development Specialist Roles and Details

Business Partnership: Partner with the business to understand learning requirements
Needs Analysis: Conducting training needs and gap analysis
Program Facilitation: Develop and facilitate varying programmes in a busy manufacturing site
Effectiveness Evaluation: Determine the effectiveness of L&D activities
Impact Measurement: Measure the impact and effectiveness of learning and development programmes on the business
Program Improvement: Evaluate current training programmes and suggest improvements
Facilitator Support: Supports onsite facilitators, vendors, training coordinators, etc.
LMS Tracking: Track training outcomes on the in-house LMS
Budget Management: Manage the training budget
Talent Coaching: Coach and mentor high-potential and high-professional employees

25. Learning and Development Specialist Responsibilities and Key Tasks

Learning Lifecycle: Drive the L&D activity lifecycle, from need analysis, sourcing of suppliers, and content design to evaluation of activities and analysis of gap closure, all in line with Epiroc business strategies and in close collaboration with the business and HR.
Strategic Alignment: Ensure the L&D offer is closing local and regional business needs and is futureproofing Epiroc in terms of upskilling, reskilling, and safeguarding the strategic business direction.
Learner Experience: Empower employees to succeed with their L&D goals by personalizing and optimizing the user experience based on the target group and business needs, and basic marketing and communication knowledge.
Learning Portfolio: Ensure broad and agile learning opportunities, ensuring a broad offering ranging from onboarding to senior levels.
Trainer Management: Drive and communicate with both internal and external trainer pools.
Quality Assurance: Ensure the expertise and pedagogic level in both, as well as the commitment to Epiroc learning practices.
Resource Optimization: Continuously review learning activity offerings, negotiate contracts, and investments to maximize the use of resources.
Process Innovation: Manages process improvements, trend spotting to introduce new learning methods and ways of working through RCoE forums, while using digitization and agile methodology as an enabler to achieve further efficiencies.
Global Strategy: Drive global learning strategies and initiatives in the region to ensure regional fulfillment of global KPIs within areas such as Continuous Learning and Digital Learning.
Digital Adoption: Promote the use of globally selected tools, such as LinkedIn Learning, Coursera, Teams, and Streams.

26. Learning and Development Specialist Duties and Roles

Learning Solutions: Develop, implement, and manage learning solutions to support strategic objectives for the site
Training Design: Work with functional areas and Subject Matter Experts to create, design, and maintain training material and assessments to support performance outcomes
Role Training: Support and maintain a role-based-training framework by Managers, processes, and system owners
Training Review: Facilitate annual review of training plans, i.e., role-based training in the Learning Management System
Training Support: Supports general training activities as well as GMP training
Standards Compliance: Adherence to agreed standards in guidelines, and convention, policies, and SOPs
System Knowledge: Maintain knowledge and access to site processes and systems
LMS Coordination: Coordinates and manages the LMS actions to support onboarding, change of position, and extended leave procedures
LMS Administration: Performs LMS activities, including data entry, creation of courses, certifications, jobs, and roles.
Audit Support: Provide data and relevant information in support of internal and regulatory audits

27. Learning and Development Specialist Duties

Learning Strategy: Develop, implement, and execute learning strategies and interventions by applying specialist knowledge and expertise in areas of team development, building capability, service redesign, and organisational change
Training Standards: Contribute positively and effectively to the decision-making process within the business and ensure a positive and cohesive approach to training standards
Solution Design: Research, design, and deliver bespoke learning solutions promptly using a blended approach.
Training Techniques: Embrace and develop different styles of training techniques, including e-learning, tutorial sessions, and high-performance coaching, to help drive operational performance
Management Development: Deliver the Company’s management development activity, induction, and onboarding process
Learning Promotion: Promote the Learning and Development function to ensure that people are utilising all learning opportunities available
Stakeholder Consulting: Create and maintain excellent working relationships with key stakeholders, adopting a consultative approach to stakeholder management, partnering with them to assess learning requirements, and providing advice on best practice solutions in their design
Budget Management: Contribute to the business Learning and Development budget planning process by managing costs for all learning interventions
Work Flexibility: Develop a flexible work ethos that can deliver within a fast-paced environment that can adapt to the sudden changes in demand within the sector
LMS Analytics: Manage, interpret, and utilise data in the Learning Management Systems to further enhance the learning provision
Quality Assurance: Manage and analyse training standards to ensure the delivery and quality of training is consistent and to a high standard

28. Learning and Development Specialist Accountabilities

Effective Communication: Communicate effectively with individuals who have a variety of educational backgrounds, from high-school degrees to physicians with post-graduate training.
Stakeholder Collaboration: Seek to understand first and collaborate with functional and executive leaders to create learning experiences that are impactful and effective.
Operational Urgency: Act with a sense of urgency and update tracking tools and systems
Industry Knowledge: Stays abreast of best operational practices for outpatient practices, clinical psychiatry, patient experience, revenue cycle, and value-based care.
Change Adaptability: Cope with change, easily sees and champions the upside, and effectively problem solves and takes calculated risks.
Capability Building: Enhance the capabilities of Talkiatry and proactively gain support for those ideas and act independently to bring them to life.
Program Support: Support implementations and operations of the Agenda
Project Planning: Project plan and support on onboarding, development, and other talent initiatives.
Resource Development: Create and implement tools and support resources around onboarding, performance management, professional and career development.
Learning Coordination: Organise learning activities, as well as create and share resources
Research Support: Research to support the Talent Development Team's work and report on this
Capability Assessment: Carry out organizational capability assessments and training needs analyses aligned with the evolving career framework competencies and in line with proposed career path opportunities across teams and functions
Content Development: Develop program content by researching, developing, and documenting specific subject matter content
Program Evaluation: Define, track, and evaluate the effectiveness of training programs
Learning Communication: Create education-related communication
Trend Awareness: Maintain a keen understanding of learning and development trends, developments, and best practices
Technology Adoption: Drive the adoption of approved technology enablers to elevate the learning strategy and experience

29. Learning and Development Specialist Roles

Learning Framework: Working collaboratively with partners in other departments to review and implement a continuous Learning and Development Framework for colleagues at all stages of their career with Woodie’s.
Business Alignment: Achieving consensus for the Training and Engagement agenda through collaboration with the wider business.
Event Delivery: Planning and delivering Events and Initiatives that continue to facilitate an environment of Learning, Recognition and Appreciation
Brand Collaboration: Working closely with the Marketing and HR teams to collaborate on the positioning and strength of the L&D Brand.
Compliance Management: Ensuring compliance with the Mandatory and Legislative Training requirements at all times.
Needs Analysis: Managing training needs by analyzing IDPs, Annual Appraisals, etc
Program Coordination: Coordinating all on-site program delivery and managing virtual and hybrid program deployment internally and externally
Evaluation Analysis: Ensuring a smooth evaluation process with quantitative and qualitative analysis
Talent Tools: Supporting the design and creation of L&D and talent tools such as career paths, talent programs, competency framework, etc., and the communication thereof
LMS Operations: Ensuring a smooth operation with all LMS-related topics for L&D
Technical Learning: Coordinating technical learning programs
Trainee Support: Planning program runs and providing overall organizational support to trainees
Issue Resolution: Dealing with issues during the process
Product Alignment: Working with program managers and trainers on aligning training products and process steps with the company’s business needs
Stakeholder Partnership: Building a trustworthy partnership with stakeholders
Service Reporting: Creating reports on service metrics and communicating results to stakeholders
Training Operations: Supporting Training operations, such as the management of LMS and training courses (including Onboarding for new employees).
Feedback Analysis: Collecting and analyzing trainees’ feedback to evaluate training effectiveness and to suggest improvements.

30. Learning and Development Specialist Additional Details

Curriculum Management: Deliver and maintain the L&D catalogue of courses, designing new courses and programmes in line with business needs
E Learning Design: Manage the curation and design of e-learning content across the local and group learning management systems
Needs Consulting: Partner with managers in the business to identify learning needs bespoke to their teams and recommend solutions using the ADDIE model, which are in line with the Business Goals and L&D strategy
Learning Principles: Ensure all learning reflects the 70/20/10 principle
Provider Management: Source, work with, and maintain good working relationships with external training providers
Apprenticeship Management: Source apprenticeship providers and manage the relationships between the provider, the learner, and the business
Project Collaboration: Participate in project teams to build positive, collaborative partnerships among SMEs, team members, and stakeholders to scale learning and performance solutions
Onboarding Management: Plan, coordinate, execute, and improve onboarding of new team members
Project Ownership: End-to-end ownership of both planning and execution responsibilities for assigned projects.
Feedback Mechanisms: Creation and execution of closed-loop feedback mechanisms to determine the efficiency and impact of the project (e.g., surveys, small focus groups, etc.)
Results Documentation: Creating documents on project results, including recommendations for future iterations or expansion
Learning Consulting: Consult on current and future organization learning needs, identifying and delivering relevant solutions
Onboarding Delivery: Coordination and participation in onboarding trainings
Training Coordination: Organization and coordination of training (hard and soft skills, language courses)
Program Development: Participation in project and program development and execution (e.g, mentoring, internship programs)

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.

Relevant Information

What Does A Learning and Development Manager Do?