Key Responsibilities and Required Skills for a Learning Specialist

🎯 Role Definition

A Learning Specialist is the architect and facilitator of employee growth and capability development within an organization. This role is pivotal in shaping a culture of continuous learning by designing, delivering, and managing impactful learning experiences. More than just a trainer, a Learning Specialist acts as a performance consultant, diagnosing skill gaps and crafting targeted solutions that align with strategic business objectives. They are champions of talent development, leveraging a deep understanding of adult learning principles and instructional design methodologies to empower employees, enhance performance, and drive organizational success. This position requires a blend of creativity, strategic thinking, and interpersonal finesse to create programs that are not only informative but also engaging and transformative.

📈 Career Progression

Typical Career Path

Entry Point From:

Corporate Trainer or Training Coordinator
Instructional Designer
Human Resources Generalist with a focus on training
K-12 or Higher Education Teacher transitioning to corporate

Advancement To:

Senior Learning & Development Specialist
Learning & Development Manager or Program Manager
Instructional Design Manager
Director of Talent & Organizational Development

Lateral Moves:

HR Business Partner
Organizational Development Specialist
Change Management Specialist
Talent Management Specialist

Core Responsibilities

Primary Functions

Conduct comprehensive learning needs analyses through surveys, interviews with key stakeholders, and collaboration with managers to identify critical knowledge, skill, and behavior gaps.
Design, develop, and implement innovative and engaging learning solutions, including e-learning modules, instructor-led training (ILT), virtual instructor-led training (VILT), workshops, and blended learning journeys.
Utilize modern instructional design principles and adult learning theories to create compelling and effective course content, facilitator guides, participant materials, and performance support tools.
Act as a lead facilitator, delivering high-energy and impactful training sessions to diverse audiences across all levels of the organization, both in-person and in virtual environments.
Manage the full lifecycle of learning projects, from initial scoping and planning through development, implementation, and evaluation, ensuring projects are delivered on time and within budget.
Collaborate closely with Subject Matter Experts (SMEs) across the business to extract and translate complex information into easily digestible and practical learning content.
Administer and maintain the organization's Learning Management System (LMS), including course creation, user enrollment, progress tracking, and generating insightful reports on learning activity.
Develop and execute robust evaluation strategies, using models like the Kirkpatrick Model, to measure the effectiveness, business impact, and return on investment (ROI) of learning programs.
Analyze learning data and metrics to identify trends, assess the impact of training initiatives, and provide data-driven recommendations for continuous improvement.
Curate and manage a library of on-demand learning resources and platforms, promoting self-directed learning and continuous professional development.
Partner with HR and business leaders to design and facilitate key talent programs, such as employee onboarding, leadership development, high-potential programs, and succession planning initiatives.
Stay at the forefront of the L&D industry by researching emerging trends, new technologies, and best practices in adult education and corporate training to drive innovation.
Create and implement comprehensive communication plans to market learning opportunities and drive employee engagement in development programs.
Coach and mentor managers and team leaders on effective coaching techniques, performance feedback, and fostering development conversations with their teams.
Manage relationships with external training vendors, including sourcing, contract negotiation, and quality assurance to supplement internal training offerings.
Ensure all learning materials and delivery methods are inclusive and accessible, championing diversity, equity, and inclusion principles within all development programs.
Develop and maintain the annual training calendar, coordinating logistics for all scheduled learning events and programs.
Design and deploy assessments, quizzes, and practical exercises to reinforce learning and evaluate knowledge retention and skill application.
Facilitate team-building sessions and organizational development interventions to improve team dynamics and overall effectiveness.
Revise and update existing training content to ensure it remains current, relevant, and aligned with evolving business needs and industry standards.

Secondary Functions

Partner with the Talent Acquisition team to contribute to the design and delivery of new hire orientation and onboarding programs.
Support broader HR and People team initiatives, such as performance management cycles, employee engagement surveys, and culture-building activities.
Manage and track the departmental training budget, processing invoices and reporting on expenditures.
Participate in cross-functional project teams to provide a learning and development perspective on major business changes or system implementations.

Required Skills & Competencies

Hard Skills (Technical)

Instructional Design: Deep knowledge of ADDIE, SAM, and other instructional design models to build effective learning experiences.
E-learning Authoring Tools: Proficiency in tools like Articulate 360 (Storyline, Rise), Adobe Captivate, or Camtasia for creating interactive digital content.
LMS Administration: Experience managing and utilizing Learning Management Systems (e.g., Cornerstone, Workday Learning, Docebo) for content delivery and reporting.
Training Facilitation: Expertise in delivering engaging and effective training in both virtual (e.g., Zoom, MS Teams) and in-person classroom settings.
Curriculum Development: Ability to structure and develop comprehensive learning paths and curricula from scratch.
Needs Analysis: Skill in using various methods to diagnose performance problems and identify root-cause training needs.
Learning Analytics: Ability to interpret data from the LMS and other sources to measure training effectiveness and impact.
Project Management: Competency in managing multiple L&D projects simultaneously, from conception to completion.
Video/Multimedia Production: Basic to intermediate skills in creating and editing video and audio for learning purposes.
Survey & Assessment Design: Proficiency with tools like SurveyMonkey, Microsoft Forms, or Qualtrics to create effective evaluations and assessments.

Soft Skills

Communication: Exceptional verbal, written, and presentation skills to articulate ideas clearly and persuasively to diverse audiences.
Collaboration: A natural ability to partner effectively with SMEs, stakeholders, and colleagues to achieve shared goals.
Creativity & Innovation: A passion for thinking outside the box to create fresh, modern, and engaging learning solutions.
Adaptability: The flexibility to pivot quickly in a fast-paced environment and adjust training content and delivery style as needed.
Stakeholder Management: The ability to build rapport and influence leaders and stakeholders at all levels.
Empathy & Interpersonal Skills: A strong capacity to understand learner perspectives and build a psychologically safe learning environment.
Problem-Solving: Strong analytical and critical thinking skills to diagnose issues and develop practical solutions.
Organizational Skills: Meticulous attention to detail and the ability to manage time and priorities effectively.

Education & Experience

Educational Background

Minimum Education:

Bachelor's Degree from an accredited institution.

Preferred Education:

Master's Degree in a relevant field.
Professional certifications such as ATD's Certified Professional in Talent Development (CPTD) or similar credentials.

Relevant Fields of Study:

Adult Education or Corporate Training
Instructional Design & Technology
Human Resources Management
Organizational Psychology or Development
Communication

Experience Requirements

Typical Experience Range:

3-7 years of direct experience in a learning and development, corporate training, or instructional design role.

Preferred:

Experience in a fast-paced, high-growth corporate environment.
A proven track record of designing and delivering a full-cycle, blended learning program from the ground up.
Experience facilitating leadership and management development programs.