Learning and Development Specialist
Importance of the role and key functions
Learning and Development (L&D) specialists help foster growth and progress within an organisation by instilling productive and forward-thinking attitudes amongst employees, enabling them to learn competitive skills and adapt to changing market perspectives and practices.
When looking at it top-down, learning and development professionals take into consideration the existing organisational strategy to bring out the future growth and development needs of the company whilst designing a learning trajectory for employees through organising ongoing training and skill-based sessions. Therefore, they can be considered as educational leaders within the companies, that primarily undertake the following activities:
Identifying skills gaps
Learning and Development professionals assess the skills and competencies of employees within the company. They compare them to industry standards, business goals, and global benchmarks. Using this analysis, they recommend suitable learning courses and development programs, including digital options. They aim to promote a culture of continuous learning within the company.
Streamlining training delivery
L&D professionals act as facilitators streamlining all the resources required for the delivery of training and development sessions. They prepare training materials, conduct coaching sessions with the employees, ad hoc the requirements for the program and liaise with the relevant stakeholders to maintain training quality.
Provision of managerial support
Learning and Development specialists also collaborate with the departmental managers, HR staff and L&D committees of the company to conduct performance reviews, to evaluate the effectiveness of the newly introduced programs. They make sure that the feedback and input provided by the relevant departmental and team leads are communicated to the respective employees. They also work with the recruitment and mobility teams to devise individual action plans for the career growth of employees.
Qualifications and training paths
Considering the diverse responsibilities of Learning and Development specialists, they typically possess a range of educational qualifications and professional experiences. Here’s an overview:
- A bachelor’s or master’s degree in business administration with a specialisation in HR, or a degree in education, organisational development, communication, or psychology.
- Experience of at least 3 to 4 years as an HR or talent management professional, focusing on learning and development.
- Completion of the Foundation Certificate in People Practice (Level 3) offered by CIPD.
- Completion of the Associate Diploma in Organisational Learning and Development (Level 5) offered by CIPD.
- Completion of the Advanced Diploma in Strategic Learning and Development (Level 7) offered by CIPD.
Desired skills and competencies
- Adaptability: Ability to adjust to the company’s environment and cultural preferences, and proactively drive organisational change across all levels.
- Critical Thinking: Strong intellectual and critical thinking skills to recognise the need for training and development opportunities, with a focus on continuously enhancing team performance and productivity.
- Social Engagement: Active engagement with industry professionals to stay updated on global learning and development practices, technologies, and systems, and incorporating relevant practices into the company’s culture.
- Self-Learning: Eagerness to attend conferences, explore new learning opportunities, and seek personal and organisational development.
- Technical Proficiency: Proficiency in MS Office and various task management and communication tools to efficiently design training programs and keep relevant stakeholders informed. Familiarity with MS project management is a bonus.
Expected benefits and salary range (UK)
The average annual salary for Learning and Development specialists in the UK is £31,000, which can rise to £50,000 based on experience.
Additional benefits, determined by company policies, business nature, and size, may include flexible working hours, hybrid work options, bonuses, annual salary increases, healthcare, and pension plans.
Compensation packages also typically include various types of leave, such as annual, casual, and sick leave. For positions requiring international travel, companies may provide travel allowances.
Interested in other career paths in HR? Learn more about these popular roles.
Looking for a new role in Learning and Development?
Register for opportunities.
Send us your details and CV and we’ll be in touch when a suitable role is available.