What experience should an L&D manager have?

Usually seven years or more in training or L&D, with some programme design and vendor management, not only delivery.

Is a certification required?

Not usually. Facilitation or instructional design certifications can help, but evidence of programmes designed and their results matters more.

How should L&D link to performance reviews?

Appraisal outcomes and development plans are a main input to the training needs analysis. Agree with HR how that data reaches L&D each cycle.

Job description

Learning and development manager: role and posting template

The L&D manager decides what capability the organisation needs to build and runs the programmes that build it, from induction to leadership development.

Companies on HRMagix: 120+
Employees managed: 9,000+
Integrated modules: 12
Free trial, no card: 14-day

What the role is for

L&D exists to close the gap between the skills people have and the skills the business needs. The manager's job is to find the gaps that matter most, choose how to close them and show whether it worked.

In many Indian companies L&D also runs mandatory programmes such as induction, POSH awareness and safety training, alongside role and leadership development.

Key responsibilities

Run an annual training needs analysis using appraisal outcomes, skills data and business plans.
Build and publish the yearly learning calendar and budget.
Design induction programmes for different roles and locations.
Run mandatory training, such as POSH awareness and safety training where applicable, and keep attendance records.
Design or source programmes for managers and future leaders, linked to succession plans.
Select and manage external trainers, content providers and platforms.
Train internal trainers and subject experts to deliver sessions.
Evaluate programmes through feedback, assessments and changes in on-the-job performance.
Maintain training records and individual development plans.
Report learning participation and outcomes to leadership.

Skills and qualifications

Postgraduate qualification in HR, education or psychology, or equivalent experience.
Experience designing and delivering adult learning programmes.
Facilitation skills for workshops and senior audiences.
Vendor and budget management.
Ability to link learning to measurable job performance.

How this role differs from the roles next to it

An HRBP identifies capability needs in their business unit; the L&D manager decides how to meet them across the organisation and runs the programmes. A generalist may organise occasional training but does not own a learning strategy or budget.

Compensation and benefits sets reward; L&D works alongside it on career paths and skills frameworks, but does not decide pay.

Adapting the posting to your company

Watch for itState the audience (frontline, sales, technology, managers), whether the role delivers training personally or mainly designs and buys it, and the size of any L&D team. These determine whether you need a trainer, a designer or a manager.

Template

The template, ready to adapt

Replace everything in [square brackets]. Have your own legal or HR adviser review the final wording for your organisation.

Template

Learning and Development Manager
[Company] | [Location] | Full-time

About us
[Two or three sentences about the company and its workforce.]

About the role
You will lead learning and development for [number] employees, reporting to [Reporting to].

What you will do
- Run the annual training needs analysis
- Build the learning calendar and manage the budget
- Design induction and mandatory training
- Develop managers and future leaders
- Select and manage trainers and content providers
- Evaluate programmes and report outcomes

What you will bring
- Postgraduate qualification in HR, education or a related field
- [Experience range] in learning and development
- Programme design and facilitation experience
- Vendor and budget management

How to apply
Send your CV to [Email] with the subject line "L&D Manager: [Location]".

FAQs

Questions about this page

Usually seven years or more in training or L&D, with some programme design and vendor management, not only delivery.
Not usually. Facilitation or instructional design certifications can help, but evidence of programmes designed and their results matters more.
Appraisal outcomes and development plans are a main input to the training needs analysis. Agree with HR how that data reaches L&D each cycle.

Every question, in one place

More job descriptions

Next step

See it against your own setup

Book a demo Back to Job description templates

Book a demo

See HRMagix run on your own payroll month

Book a demo See pricing

14-day free trial · Full access to all 12 modules · Zero implementation fee · Cancel anytime

Keep exploring

Where to go next

What the role is for

In many Indian companies L&D also runs mandatory programmes such as induction, POSH awareness and safety training, alongside role and leadership development.

Key responsibilities

Run an annual training needs analysis using appraisal outcomes, skills data and business plans.

Build and publish the yearly learning calendar and budget.

Design induction programmes for different roles and locations.

Run mandatory training, such as POSH awareness and safety training where applicable, and keep attendance records.

Design or source programmes for managers and future leaders, linked to succession plans.

Select and manage external trainers, content providers and platforms.

Train internal trainers and subject experts to deliver sessions.

Evaluate programmes through feedback, assessments and changes in on-the-job performance.

Maintain training records and individual development plans.

Report learning participation and outcomes to leadership.

How this role differs from the roles next to it

Compensation and benefits sets reward; L&D works alongside it on career paths and skills frameworks, but does not decide pay.

Learning and Development Manager [Company] | [Location] | Full-time About us [Two or three sentences about the company and its workforce.] About the role You will lead learning and development for [number] employees, reporting to [Reporting to]. What you will do - Run the annual training needs analysis - Build the learning calendar and manage the budget - Design induction and mandatory training - Develop managers and future leaders - Select and manage trainers and content providers - Evaluate programmes and report outcomes What you will bring - Postgraduate qualification in HR, education or a related field - [Experience range] in learning and development - Programme design and facilitation experience - Vendor and budget management How to apply Send your CV to [Email] with the subject line "L&D Manager: [Location]".