WHAT DOES A LEARNING PARTNER DO?
Published: Jan 26, 2026 - The Learning Partner facilitates training programs, delivers coaching, and evaluates learning effectiveness while leveraging operational, strategic, and leadership experience to recommend and develop optimal learning solutions. This role involves supporting the design, development, and implementation of training materials, conducting needs analyses, coordinating with cross-functional teams, and contributing to change management, communication strategies, and learning dashboards. The individual also manages program schedules and reporting, assesses issues to recommend productivity and quality improvements, and drives the adoption of enhanced processes.
A Review of Professional Skills and Functions for Learning Partner
1. Learning Partner Responsibilities
- Training Needs Analysis: Execute market or departmental training needs analysis.
- Data Analysis: Analyze data to identify skill and capability gaps.
- Enrollment Strategy: Create an enrollment strategy for upcoming training programs.
- Learning Materials Design: Design supporting enrollment materials, including posters.
- Learning Materials Design: Design supporting enrollment materials, including job aids.
- Learning Materials Design: Design supporting enrollment materials, including presentation decks.
- Localization: Localize learning assets to reflect market-specific and cultural requirements.
- Training Delivery: Deliver training programs effectively.
- Facilitator Scheduling: Identify and schedule facilitators to support training delivery.
- Facilitator Development: Prepare and develop facilitators through ongoing capability building.
- Train-the-Trainer: Co-design and deliver train-the-trainer sessions.
- Training Evaluation: Evaluate training program success using multiple assessment methods.
2. Learning Partner Accountabilities
- Learning Environment Management: Maintain the learning environment across multiple job families.
- Self-Service Learning: Strengthen the existing self-service learning environment.
- Learning Accessibility: Support continuous access to learning resources across the organization.
- Development Planning: Create development plans aligned with corporate services capabilities.
- Capability Tools: Develop capability tools to support role-based growth.
- Strategy Translation: Translate learning and development strategy into enterprise priorities.
- Capability Strategy Execution: Execute the organizational capability strategy.
- Business Integration: Integrate with the business to understand learning requirements.
- Stakeholder Partnership: Partner with stakeholders to design bespoke learning solutions.
- External Learning Procurement: Support procurement of external learning solutions when internal delivery is not suitable.
- Compliance Training Delivery: Ensure delivery of policy and compliance training through regular engagement with risk and compliance stakeholders.
3. Learning Partner Functions
- Training Delivery: Deliver multiple training modules with interactive facilitation, planning, and preparation using various mediums, including in-person, pre-recorded sessions, and virtual meetings.
- Training Records: Maintain inventory of training programs and formal training records for personnel.
- Individual Coaching: Coach students individually as they complete hands-on exercises.
- Learning Assessment: Assess individual learning progress of training participants and recommend actions or further training to employees or managers.
- Content Design Support: Participate in design meetings as a subject matter expert for training content and digital content management.
- Knowledge Library Support: Support users in navigating and utilizing the Knowledge Library.
- Class Coordination: Coordinate initial class set-up by reviewing participant lists and preparing class materials.
- Stakeholder Engagement: Build relationships with diverse stakeholder groups to provide ongoing consultation.
- Cross-Functional Collaboration: Collaborate cross-functionally to ensure a consistent understanding and support of learning practices across all offerings.
- Learning Governance: Ensure adherence to learning governance protocols by learning administration groups.
4. Learning Partner Overview
- Training Needs Assessment: Assess training needs through surveys, employee interviews, or consultations with managers.
- Program Development: Develop and deliver learning and development programs for sales departments and business areas using varied instructional techniques.
- Skills Gap Analysis: Use operational performance reviews and skills gap analyses to identify training needs by department, team, and individual.
- Instructional Materials: Develop or oversee the creation of instructional materials, aids, and manuals.
- Learning Facilitation: Direct structured learning experiences using appropriate delivery methods.
- Program Evaluation: Evaluate ongoing programs to ensure alignment with business processes and employee development goals, and seek opportunities to internalize external training to reduce costs.
- Training Methods Expertise: Apply knowledge of traditional and modern training methods, tools, and techniques.
- Effectiveness Reporting: Create evaluations and report on training program effectiveness to ensure skills and techniques are incorporated into employee work behavior.
5. Learning Partner Details and Accountabilities
- Training Facilitation: Facilitate and teach training programs for associates and partners, provide performance coaching during learning programs, and conduct evaluations to ensure effectiveness.
- Learning Solutions: Leverage experience in operations, strategy, and leadership to recommend and develop optimal learning solutions.
- Training Materials Design: Support the design, development, implementation, and updates of training materials and processes to align with instructional design principles and current systems, policies, and practices.
- Stakeholder Communication: Communicate relevant information to key stakeholders and partners.
- Needs Analysis: Support needs analyses and identify performance, skill, and knowledge gaps.
- Program Alignment: Partner with Learning Architects and Learning Partners to ensure alignment of solutions with program strategy.
- Organizational Development: Coordinate with Talent Strategies and Organizational Effectiveness teams to support organizational design, development, or change management initiatives.
- Deliverable Development: Develop deliverables in partnership.
- Learning Marketing: Contribute to planning, design, and implementation of marketing and communication strategies to raise awareness of curriculum and learning opportunities.
- Change Management: Develop change management deliverables such as communication plans.
- Learning Metrics: Contribute to defining metrics and collaborate with Learning Architects, Learning Partners, and others to support the development and maintenance of a learning dashboard for tracking program progress and execution.
- Program Reporting: Review learning program status, manage individual schedules, prepare status reports, and conduct value analysis and reporting.
- Issue Resolution: Assess program-related issues and recommend solutions that support productivity, quality, and customer satisfaction.
- Process Improvement: Drive identification and adoption of process improvements.
Editorial Process and Content Quality
This content is part of Lamwork's career intelligence platform and is developed using structured analysis of real-world job data, including publicly available job descriptions, skill requirements, and hiring patterns.
Lam Nguyen, Founder & Editorial Lead, defines the research framework behind Lamwork's career intelligence platform, including job role analysis, skills taxonomy, and structured career insights.
All content is reviewed by Thanh Huyen, Managing Editor, who oversees editorial quality, content consistency, and alignment with real-world role expectations and Lamwork's editorial standards.
Content is developed through a structured process that includes data analysis, role and skill mapping, standardized content formatting, editorial review, and periodic updates.
Content is reviewed and updated periodically to reflect changes in skills, role requirements, and labor market trends.
Learn more about our editorial standards.