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Learning and Development Coordinator

​What is a learning and development coordinator?

Discovering 'What is a learning and development coordinator?' may help you familiarise yourself with the profession and decide if it's a career you want to pursue. A learning and development (L&D) coordinator organises, schedules and implements training plans for an organisation's employees. They may create development opportunities for staff of all levels, from interns to senior management. In addition to developing learning programmes internally, L&D coordinators may use external providers, including agencies and subject-matter experts, to train people.

Related: Roles in learning and development (salaries and duties)

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Responsibilities of an L&D coordinator

The role of an L&D coordinator is highly functional, as they handle the operational and logistical aspects of employees' growth programmes. Here are examples of duties in this role:

Liaising with managers to identify training needs

Before L&D coordinators plan and implement training, they collaborate with leaders, including managers or department heads, to identify training needs. They may do this for the entire organisation or focus on a particular group of employees, such as members of the same team or new hires undergoing onboarding. It's necessary for coordinators to clearly understand the expectations for specific roles to identify learning requirements. These then work as a benchmark for managers to measure staff performance.

In addition to working with decision-makers, L&D coordinators frequently engage staff in the training development process. For example, they may ask them to participate in ideas sessions or focus groups. During these meetings, employees may share their thoughts on training options that suit them. This helps coordinators determine what type of development the workforce requires, as some teams may learn more quickly during group sessions, while mentoring programmes might be a better option for others.

Read more: What is a training needs analysis, and why is it useful?

Developing and delivering training

Using data they obtain working alongside managers and staff, L&D coordinators create training that addresses workforce development needs and explores new growth opportunities. Typically, coordinators focus on programmes that assist the organisation in accomplishing a specific goal, such as allowing employees to learn about the latest regulations or industry standards. They may propose numerous types of training, including one-to-one mentoring and group sessions. They might also choose instructors, which can be, for example, external specialists or experienced members of the organisation.

Related: Six steps to creating training objectives (with examples)

Implementing changes in the existing training programmes

In addition to implementing new programmes, a coordinator may analyse and modernise existing training. This duty requires them to familiarise themselves with the organisation's objectives and learning materials. Then, coordinators may conduct competitor or industry research to determine current standards, which they compare to the learning resources available. This way, L&D coordinators ensure the organisation updates employees' existing knowledge. It also demonstrates that the company nurtures a culture of ongoing learning.

Related: 10 methods to improve employee development in the workplace

Ensuring training complies with standards and regulations

L&D coordinators work to give staff access to mandatory training, such as health and safety at work and equality and diversity. To develop these learning options, coordinators may liaise with compliance officers, HR specialists and legal staff. This comprehensive approach ensures employees develop the necessary skills and knowledge to do their jobs effectively and maintain the highest safety standards, as obligatory for their specific role or profession.

Related: What is compliance training? (With benefits and examples)

Promoting learning and development opportunities

One of the primary goals for L&D coordinators is to promote learning and development within the organisation. They may use different methods to encourage staff to regularly undergo additional training, for example:

Rewards: People are usually more likely to participate in training when they know the employer is likely to recognise them for it. In the L&D environment, recognition works as a form of reward.

Advocates: Advocates undergo training and encourage others to do the same through word of mouth and personal recommendations. This encouragement method may work for an employee of any grade, from entry-level to senior management.

Reputable providers: L&D coordinators may engage external providers to train employees, including agencies or successful experts. Sourcing and hiring reputable providers staff are familiar with can improve training participation rates.