A day in the life of a learning and development coordinator

a day in the life of a learning and development coordinator

You’re interested in a career in L&D as a learning and development coordinator. But you’re not exactly sure what that job would entail. In this blog post we’ll explore the typical activities a learning and development coordinator would be involved in regularly.

What level of seniority is a learning and development coordinator?

This entirely depends from company to company, the title learning and development coordinator. In one organisation the position could be around administrator level. Whereas in other organisations the position can be on-par with an advisor level.

Don’t assume that the title means the position is at a certain level or pay grade. I’ve seen a huge range in salary variation under the same coordinator job title!

The tasks of an L&D coordinator

What sort of tasks do learning and development coordinators get involved in?

Of course, this will differ position to position also. So make sure you check the job description for the position you’re looking to apply for. As a rule of thumb, you’ll usually see the below 5 activities involved to some extent for a learning and development coordinator.

1.      Coordinating internal and external learning

As a coordinator, of course there will an element of coordination involved! In this case, you’ll be involved in arranging internal or external learning programmes for employees.

To do this externally you’ll procure or tender suitable suppliers, build local relationships and scope out what’s required for the learning. Use these learning scoping questions to get you started. For internal programmes, you’ll need to source your internal subject matter experts, and support them to design, and then deliver the learning.

For both internal and external programmes you’ll liaise with the employees and get them booked onto the relevant dates.

2.      Dealing with the organisations learning systems

Whether the organisation you’re going into is small and just starting out with no learning management system (LMS…FYI: an LMS is a system for tracking learning within an organisation. Find more L&D jargon in my Learning and development jargon buster) or it’s a large-scale business with sophisticated systems… either way you’ll be involved with whatever system they have.

Learning and development coordinators use the learning system as their core hub. Learning systems track learning, host e-learning content and even webinars or live learning events. It’ll likely be a big part of your job to keep this system up to date with the content for learning. You’ll also report on the learning data to whoever needs to see it, i.e. boards, management, health and safety etc.

3.      Designing and delivering learning interventions

You’ll be working in learning and development, so of course designing learning would be on this list somewhere! This could be designing and delivering live learning either face to face or virtually, or designing and delivering e-learning, or even job aids. You may even design content for other subject matter experts in the business. They won’t be as clued up as you on how to deliver an engaging learning experience.

4.      Dealing with employee learning requests

Another big part of the job is dealing with learning requests from employees. You’ll get a huge variation in requests. Such as employees looking to enhance their performance in their current job, those wanting to do qualifications, those who want to find a coach/mentor and those who want to access learning to aid them in achieving a promotion.

It’ll be your job to look at the requests that come through and assess if their appropriate requests to access the L&D budget. Usually if it isn’t relevant to the employees current job role, then it doesn’t get supported but again, this can differ business to business.

It’ll also be your job to recommend the right type of learning solution for the employee. Just because someone can do a formal day long course or a 2 year qualification in a subject doesn’t mean it’s the right solution to meet their needs. So it’ll be up to you to find the best solution to support their development. For example, someone will confidence issues attending a confidence course might help them, but probably some specific 1:1 coaching will be more targeted and help their confidence grow quicker.

5.      Dealing with line managers and management requests

Alongside employee requests you’ll also get direct requests from line managers for employee development. This can involve team development days, individual development or even development for them as a line manager.

You’ll have to assess what is the best learning solution for their needs and make recommendations. Remember, you’re the expert when it comes to learning solutions, not them. Managers just want to see an improvement in whatever their performance issue is (for themselves or their employees) as long as the solution leads to performance improvement.

One thing to note with managers is that sometimes they can use learning as a quick fix solution to a problem. I.e. sending an employee with a problem on a training course, so they don’t have to deal with the problem. This is something you’ll have to keep an eye on. Read this article performance conversation or training need to learn more.


If you’re looking for your first job as a learning and development coordinator then you’ll need to build your learning and development experience. Sign up to my blog below to be kept up to date with what’s new in the world of L&D.

If you’re looking for a course to aid your development, then check out my course learning and development essentials. Which gives you everything you need to start your career in L&D.

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