6 templates from manager to coordinator, with FLSA exemption guidance, a BLS salary band, and an honest decision framework on whether a 5 to 50 employee business needs the role yet. Download as DOCX.
A learning and development manager owns how an organization builds skills: the strategy, the programs, the learning platform, the budget, and the measurement of whether any of it works. It is a real and growing role, but it is also one of the most over-posted titles for small companies, because the genuine version sits well above the pay and headcount most businesses under fifty employees plan for. Writing the posting well starts with an honest question that no competitor template asks: do you actually need this role at your size, or does training belong inside a broader role for now?
At FirstHR, we build templates for the companies that handle hiring and training themselves, where one person often owns learning alongside everything else. The six templates below span the full range, from a full L&D manager down to a non-exempt coordinator, plus a small-business training-owner version. Each leads with the FLSA classification and salary reality competitors skip. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
A learning and development manager owns learning strategy, program design, the LMS, budget, and measurement. The role is almost always exempt under the administrative or executive test, though the learned professional exemption rarely applies, and a training coordinator is often non-exempt. It is well paid, with a BLS median of $127,090, and it is genuinely a mid-to-large-company role: at 5 to 50 employees, training is usually owned within a broader role and delivered through a platform. Download six templates as DOCX, from manager to coordinator, with FLSA and salary guidance built in.
What an L&D Manager Does
A learning and development manager owns an organization's learning strategy and the programs that deliver it. The role assesses training needs, designs and delivers learning, manages the learning management system and vendors, owns the L&D budget, and measures whether training improves performance.
The federal occupation is training and development managers, who plan, direct, and coordinate programs to enhance employee skills. A more junior, build-and-deliver version of the work belongs to the instructional designer, and a more operational version to the training manager. The scope shifts sharply with company size, which the templates and the decision framework below reflect.
Do You Need This Role at Your Size?
The most useful thing a small employer can do before posting this role is decide whether they need it at all. A dedicated L&D manager is a mid-to-large-company role, and posting an enterprise version at a twenty-person company attracts the wrong candidates at the wrong price. Use company size as the guide.
Company size
Who owns training
What to hire or use
5 to 50
HR generalist, operations, or owner
Training within a broader role, plus a learning platform
50 to 200
First dedicated training hire
Specialist, coordinator, or a hands-on L&D manager
200 to 500
Growing L&D function
L&D manager, often with a specialist or two
500+
Specialized L&D team
L&D manager leading specialists and coordinators
If your answer is that training belongs inside a broader role for now, the small-business HR guide covers how lean teams cover people functions, and a learning platform handles delivery. If you are ready for a dedicated hire, read on.
L&D Manager Duties and Responsibilities
L&D manager duties cluster into four areas: strategy and needs, program design, delivery and platform, and measurement and budget. A strong job description picks the specific responsibilities from each area that match your size, rather than listing every possible task.
Strategy and needs
Own the L&D strategy and roadmap
Run training needs assessments
Prioritize what to build and buy
Program design
Design and build learning programs
Create onboarding and compliance training
Build leadership and skills training
Delivery and platform
Manage the LMS and learning content
Deliver or coordinate training sessions
Manage vendors and facilitators
Measurement and budget
Measure learning outcomes and impact
Manage the L&D budget and report ROI
Track completion and compliance
At a smaller company the same person does all four; at a larger one, specialists and coordinators take on design and delivery. For a structured way to scope the role, the guide to defining job responsibilities walks through the process, and the guide to starting a training program covers the work itself.
L&D Roles and Seniority
The L&D family runs from coordination up to strategy, and the titles map to different scope, pay, and FLSA classification. Knowing where each sits helps you hire at the right level for your size instead of defaulting to manager.
Role
Scope
Typical pay
FLSA (typical)
Training Coordinator
Scheduling and logistics
Lower, often hourly
Non-exempt
L&D Specialist
Builds and delivers training
Mid (BLS $65,850 median)
Often exempt; confirm
L&D / Training Manager
Owns strategy and budget
High (BLS $127,090 median)
Exempt
Director / Head of L&D
Whole function
Higher still
Exempt
For the lower-seniority roles that better fit a small company, the training coordinator templates cover the non-exempt logistics role, and an HR generalist often owns training within a broader role.
Which Template Should You Use?
Pick the template by the level you actually need, guided by your size. The six versions span the full L&D family, from a strategic manager to a non-exempt coordinator, plus a small-business training-owner version.
Standard L&D Manager
Mid-size and up
The full strategic version: own the L&D strategy, design programs, manage the LMS, budget, and vendors, and measure impact. For a company ready for the role.
Corporate Training Manager
Company-wide training
The operational version: own the training calendar, deliver programs across departments, and manage the LMS, compliance, and facilitators.
Small-Business Training Owner
Part of a broader role
The version no competitor offers: the training portion of a broader role for a small company that does not need a dedicated L&D manager yet.
L&D Specialist
Builds and delivers
The individual-contributor version: create content, run sessions, and manage courses under an L&D or HR manager. Passes the salary gate.
Training Coordinator
Non-exempt, logistics
The coordination version: scheduling, LMS calendar, attendance, and logistics. Commonly non-exempt and overtime eligible.
Hands-On L&D Manager
Single owner, no team
For a growing company: a manager who owns the strategy and also builds and delivers the training, without a team beneath them yet.
Match the Template to Your Size and Need
Ready for a strategic hire: Standard L&D Manager. Company-wide training delivery: Corporate Training Manager. Under fifty employees: Small-Business Training Owner. A first dedicated training hire: L&D Specialist. A scheduling and logistics role: Training Coordinator (non-exempt). A growing company needing one hands-on owner: Hands-On L&D Manager.
6 Learning and Development Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and role summary, key responsibilities, qualifications, compensation, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
L&D manager, corporate training manager, small-business training owner, specialist, coordinator, and hands-on manager. All in one DOCX.
Template 1: Standard L&D Manager
The full strategic version: own the L&D strategy, design programs, manage the LMS, budget, and vendors, and measure impact. For a company ready for the role.
Learning and Development Manager Job Description (Standard)
LEARNING AND DEVELOPMENT MANAGER JOB DESCRIPTION
Company: __
Location: __ ([City, State] / Hybrid)
Reports to: __ (HR Director / People Lead / COO)
Employment type: [ ] Full-time
FLSA status: Exempt (administrative; executive if supervising 2+ staff)
Salary range: $_____ to $_____ per year
ABOUT [COMPANY NAME]
[One or two sentences about your company, the size of the team this person will
serve, and the learning programs they will own.]
ROLE SUMMARY
[Company Name] is hiring a Learning and Development Manager to own our learning
strategy and programs. You will assess training needs, design and deliver
programs, manage our learning platform and vendors, and measure impact, so our
people grow and the business has the skills it needs.
KEY RESPONSIBILITIES
•Own the learning and development strategy and roadmap
•Run training needs assessments across the business
•Design, build, and deliver learning programs
•Manage the LMS, content, and external vendors
•Manage the L&D budget and report on ROI
•Build leadership, onboarding, and compliance training
•Measure learning outcomes and program effectiveness
•Partner with leaders on skills and development needs
REQUIRED QUALIFICATIONS
•[Bachelor's degree; relevant field preferred]
•[N]+ years in learning and development or training
•Experience designing and delivering training programs
•Familiarity with LMS platforms and learning tools
•Strong needs assessment and program design skills
•[ATD certification such as CPTD a plus, not required]
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
[ ] Bonus eligible
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 2: Corporate Training Manager
The operational version: own the training calendar, deliver programs across departments, and manage the LMS, compliance, and facilitators.
Corporate Training Manager Job Description
CORPORATE TRAINING MANAGER JOB DESCRIPTION
Company: __
Location: __ ([City, State] / Hybrid)
Reports to: HR Director / VP People
Employment type: [ ] Full-time
FLSA status: Exempt (administrative; executive if supervising 2+ staff)
Salary range: $_____ to $_____ per year
ROLE SUMMARY
[Company Name] is hiring a Corporate Training Manager to run company-wide
training. You will own the training calendar, build and deliver programs across
departments, manage the LMS and facilitators, and ensure employees have the
skills and compliance training the business requires.
KEY RESPONSIBILITIES
•Own the company-wide training calendar and programs
•Build and deliver role, onboarding, and compliance training
•Manage the LMS, content library, and facilitators
•Run training needs assessments with department leaders
•Track completion, compliance, and training outcomes
•Manage training vendors and the training budget
•Coordinate instructor-led and online learning
•Report on training metrics to leadership
REQUIRED QUALIFICATIONS
•[Bachelor's degree; relevant field preferred]
•[N]+ years in corporate training or L&D
•Experience delivering training across departments
•Strong LMS and facilitation skills
•Organized program and calendar management
•[ATD certification a plus, not required]
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
The coordination version: scheduling, LMS calendar, attendance, and logistics. Commonly non-exempt and overtime eligible.
Training Coordinator Job Description (Non-Exempt)
TRAINING COORDINATOR JOB DESCRIPTION (NON-EXEMPT)
Company: __
Location: __ ([City, State])
Reports to: L&D Manager / HR Manager / Training Lead
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Non-exempt (overtime eligible) when duties are mainly coordination
Pay range: $_____ to $_____ per hour
ROLE SUMMARY
[Company Name] is hiring a Training Coordinator to keep training running
smoothly. This is a coordination and logistics role: scheduling sessions,
managing the LMS calendar, tracking attendance and completion, and supporting
trainers and learners. A highly organized person who likes process is ideal.
KEY RESPONSIBILITIES
•Schedule training sessions and manage the calendar
•Coordinate rooms, materials, trainers, and logistics
•Enroll learners and track attendance and completion
•Maintain the LMS calendar and training records
•Send reminders and follow up on incomplete training
•Prepare training materials and handle setup
•Answer routine learner questions
•Support reporting on training activity
REQUIRED QUALIFICATIONS
•[High school diploma or associate degree; bachelor's a plus]
•[Some administrative or coordination experience]
•Highly organized with strong attention to detail
•Comfortable with calendars, spreadsheets, and an LMS
•Reliable, process-oriented communicator
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per hour (non-exempt; overtime over 40 hours)
Growth: path to Training Specialist or L&D roles
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 6: Hands-On L&D Manager (Single Owner)
For a growing company: a manager who owns the strategy and also builds and delivers the training, without a team beneath them yet.
L&D Manager Job Description (Hands-On, Builds and Delivers)
L&D MANAGER JOB DESCRIPTION (HANDS-ON, BUILDS AND DELIVERS)
Company: __
Location: __ ([City, State] / Hybrid)
Reports to: HR Director / People Lead
Employment type: [ ] Full-time
FLSA status: Exempt (administrative; executive if supervising 2+ staff)
Salary range: $_____ to $_____ per year
ROLE SUMMARY
[Company Name] is hiring a hands-on L&D Manager who owns the strategy and also
builds and delivers the training themselves. This is a single-owner role for a
growing company: you set the direction, design the programs, run the LMS, and
facilitate sessions, without a team beneath you yet.
KEY RESPONSIBILITIES
•Own the L&D strategy and also build the programs
•Design and personally deliver training and workshops
•Set up and manage the LMS and learning content
•Run needs assessments and prioritize what to build
•Manage a lean training budget and any vendors
•Measure outcomes and iterate on programs
•Build onboarding, leadership, and compliance training
•Lay the foundation for a future L&D team
REQUIRED QUALIFICATIONS
•[Bachelor's degree; relevant field preferred]
•[N]+ years in L&D, with hands-on design and delivery
•Able to both set strategy and build content
•Strong LMS, facilitation, and program design skills
•Self-starter comfortable as a single owner
•[ATD certification a plus, not required]
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
FLSA Exemption and Pay Transparency
This is the part the generic templates skip, and for the L&D family it carries a real subtlety: the manager is exempt, the coordinator often is not, and the exemption that seems to fit a training role usually does not apply. Get the classification right and your posting attracts the right candidates and protects your business.
FLSA: an L&D manager is almost always exempt, under one of two tests
A learning and development manager is typically exempt from overtime, and the posting should rest on which exemption applies, since the test is by duties, not title. The administrative exemption is the usual fit: the role performs office work directly related to management or general business operations, which the Department of Labor lists as including human resources work, and it exercises discretion and independent judgment over curriculum, vendors, and budgets. If the manager supervises two or more full-time employees and has a primary duty of management with hire-and-fire input, the executive exemption applies instead. Either way, the role must be paid on a salary basis at or above the federal threshold. The salary level of a genuine L&D manager clears that easily, so classification turns on the duties, which for a real strategy-and-budget owner are squarely exempt. This is general information, not legal advice.
The learned-professional exemption usually does NOT apply, a common myth
Employers sometimes assume a training role qualifies for the learned professional exemption because it involves expertise. It usually does not. That exemption requires advanced knowledge in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction. Learning and development and instructional design knowledge is typically built through experience and on-the-job training rather than a required advanced degree, so the learned professional test generally is not met. This does not change the bottom line, because the administrative or executive exemption almost always applies to a genuine L&D manager, but it is worth getting the reasoning right. Note too that ATD certifications such as CPTD do not change FLSA status; they are credential signals, not a basis for exemption. This is general information, not legal advice.
The coordinator is the role that is often non-exempt
While the manager is exempt, the training coordinator is the role in this family that is frequently non-exempt and owed overtime. A coordinator whose duties are mainly scheduling sessions, managing the LMS calendar, tracking attendance, and handling logistics does not exercise discretion and independent judgment on matters of significance, so the administrative exemption fails and the role is overtime eligible. This is why the coordinator template on this page is written as non-exempt by default. The line moves as the role takes on real program design and decision-making, at which point it may become exempt, but a pure coordination role should be treated as non-exempt, paid hourly, and have its hours tracked. Classify by the actual duties. This is general information, not legal advice.
Pay transparency: post a good-faith range, even for an exempt role
A growing number of states require a salary range in job postings, and several thresholds are low enough to reach small employers, including Colorado at one or more employees, Vermont at five or more, and New York State at four or more. For an exempt salaried L&D manager, post a good-faith annual salary range rather than an hourly rate, and for a coordinator paid hourly, post the hourly range. A remote posting open to applicants in states with transparency laws can trigger those rules regardless of where the company is based, so the safer practice is to include a realistic range. Beyond compliance, a posted range improves candidate quality and trust. Confirm the rules for the states you hire in. This is general information, not legal advice.
Manager Exempt, Coordinator Often Non-Exempt
An L&D manager is typically exempt under the administrative exemption, because human resources work is treated as directly related to general business operations and the role exercises real discretion. A training coordinator focused on scheduling and logistics usually fails the discretion test, making that role non-exempt and owed overtime. The learned professional exemption rarely applies to L&D.
For more on how the tests work, the Fair Labor Standards Act overview explains the administrative and executive exemptions and how classification turns on real duties rather than the job title.
Skills and Qualifications
L&D hiring rewards program design and measurement skills more than any single credential, which makes stating the real requirements concretely the job of the posting. Match the requirements to the level and size of the role.
Requirement
What to look for
Design
Needs assessment, program and instructional design
Delivery
Facilitation and LMS proficiency
Measurement
Tying learning outcomes to business goals
Management
Vendor and budget management for the manager level
Education
Bachelor's common; master's valued, not required
Classification
Manager exempt; coordinator often non-exempt
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
L&D Manager Salary
L&D pay varies sharply by level, which is central to the decision of whom to hire. Use government data as a baseline, then adjust for your market and the real scope of the role.
Manager Median $127,090; Specialist $65,850 (BLS, May 2024)
Training and development managers had a median annual wage of $127,090 in May 2024, with even the lowest 10 percent over $75,810 and the highest 10 percent above $219,990, across about 46,400 jobs (U.S. Bureau of Labor Statistics). The related specialist occupation had a much lower median of $65,850, across about 452,300 jobs.
The wide gap between the manager and specialist levels is one reason small companies tend to assign training to a broader role or hire at the specialist or coordinator level rather than bringing on a dedicated manager. Employment of training and development managers is projected to grow about 6 percent from 2024 to 2034, faster than average, and specialists about 11 percent. National compensation surveys can help you calibrate a range for the specific level and market.
Who Owns Training at a Small Company
For most companies under fifty employees, the realistic answer is that no one holds learning and development as a standalone job. It is owned within a broader role and delivered through a platform. Here is the honest picture, and how to cover training well without over-hiring.
At 5 to 50 employees, you probably do not need a dedicated L&D manager yet
A dedicated learning and development manager is a mid-to-large-company role, not an early small-business hire. The federal occupation is small and concentrated in large organizations, and the median pay sits well above what most small companies budget for a single training headcount. A dedicated L&D manager is usually a second or third people hire that appears as a company grows past roughly fifty employees and matures above a few hundred. At five to fifty employees, the honest answer is that training is owned by someone else and delivered through a platform, not handed to a six-figure specialist. Before posting this role, it is worth asking whether your size and budget actually call for it, or whether the training-owner version on this page fits better.
So who owns training at a small company?
At a small company, training is almost always owned as part of a broader role rather than as a standalone job. In practice that means an HR generalist, an operations lead, or the owner sets up and runs training, usually through a learning platform that handles onboarding paths, role-specific skills, and required compliance training. The small-business training-owner template on this page is written for exactly that: the training portion of a broader role, without the overhead of a full L&D department. This is the realistic structure for most companies under fifty employees, and it scales: you formalize a dedicated L&D role later, once the headcount and the training load justify it. The point is to deliver good training now without over-hiring.
Onboarding whoever owns training is setup, access, and a delivery plan
Whether you hire a dedicated manager or assign training to an existing role, getting started is the same: set up the learning platform, define the onboarding and compliance paths, grant access, and agree on what to build first. FirstHR is built for this side of the work at a small company. Its training modules let an HR generalist, operations lead, or owner deliver onboarding, role-specific, and compliance training through one platform, without a dedicated L&D department, which is exactly the path a small business needs. Around it, FirstHR handles the people operations: e-signature for the offer letter if you are hiring, document management for training records, task workflows for the rollout, and an org chart and employee database. To be clear about scope, FirstHR is an onboarding, HR, and training platform, and it does not run payroll or administer benefits, so pair it with those. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one, whether you hire a dedicated manager or assign training to an existing role. Once a candidate accepts, the same document becomes the basis for the offer and onboarding, starting with the new hire paperwork. Because this role runs training, onboarding also means setting up the learning platform and the first programs, which a training plan template helps structure.
Send the offer
Confirm the role, salary, classification, and start date in writing. An offer letter template makes this fast for an exempt L&D role.
Collect paperwork and access
I-9, tax forms, and access to the LMS and people systems, set up before day one.
Set up the training platform
Define onboarding, role-specific, and compliance paths in the learning platform so the new owner can deliver from day one.
Store the records
Keep the signed offer, training records, and completion data organized and easy to find in one system.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template structures the first weeks. FirstHR connects the offer, paperwork, e-signatures, document management, and training modules in one place, so a small business can deliver onboarding, role-specific, and compliance training through one platform without a dedicated L&D department, and manage the full process from job description to a fully onboarded hire. FirstHR is an onboarding, HR, and training platform, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A dedicated L&D manager is a mid-to-large-company role; at 5 to 50 employees, training is usually owned within a broader role and delivered through a platform.
Match the level to your size: training owner, coordinator, specialist, or manager, rather than defaulting to a manager.
An L&D manager is almost always exempt under the administrative or executive test; the learned professional exemption rarely applies.
A training coordinator focused on scheduling and logistics is often non-exempt and owed overtime.
The BLS median is $127,090 for managers versus $65,850 for specialists, a gap that shapes who small companies actually hire.
Post a good-faith salary range, since pay-transparency laws increasingly require it, even for an exempt salaried role.
Frequently Asked Questions
What does a learning and development manager do?
A learning and development manager owns an organization's learning strategy and programs. Day to day, that means assessing training needs across the business, designing and delivering learning programs, managing the learning management system and external vendors, building onboarding, leadership, and compliance training, managing the L&D budget, and measuring the impact of learning on performance. The role connects business goals to the skills people need and builds the programs to close the gap. At a mid-size or larger company, an L&D manager may lead a team of specialists and coordinators; at a smaller one, the role is more hands-on, designing and delivering training directly. The shared core is owning how the organization builds skills.
Does a small business need a learning and development manager?
Usually not at 5 to 50 employees. A dedicated learning and development manager is a mid-to-large-company role: the federal occupation is small and concentrated in larger organizations, and the median pay sits well above what most small companies budget for a single training headcount. A dedicated L&D manager typically appears as a company grows past roughly fifty employees and matures above a few hundred. At a small company, training is almost always owned as part of a broader role, by an HR generalist, an operations lead, or the owner, and delivered through a learning platform that handles onboarding, role-specific, and compliance training. The honest answer for most small businesses is to deliver good training through a platform now and formalize a dedicated L&D role later, once headcount and training load justify it. This is general information, not legal advice.
Is a learning and development manager exempt or non-exempt under the FLSA?
A learning and development manager is almost always exempt from overtime. The administrative exemption is the usual fit, because the role performs office work directly related to management or general business operations, which the Department of Labor lists as including human resources work, and it exercises discretion and independent judgment over curriculum, vendors, and budgets. If the manager supervises two or more full-time employees with hire-and-fire input, the executive exemption applies instead. Either way, the role must be paid on a salary basis at or above the federal threshold, which a genuine L&D manager clears easily. The learned professional exemption usually does not apply, since L&D knowledge is typically acquired through experience rather than a required advanced degree, and that is a common misconception. ATD certifications do not change FLSA status. Classify by duties. This is general information, not legal advice.
Is a training coordinator exempt or non-exempt?
A training coordinator is frequently non-exempt and owed overtime, which makes it the clearest non-exempt role in the L&D family. A coordinator whose duties are mainly scheduling sessions, managing the LMS calendar, tracking attendance and completion, and handling logistics does not exercise discretion and independent judgment on matters of significance, so the administrative exemption fails and the role is overtime eligible. This is why a pure coordinator role should be treated as non-exempt, paid hourly, with hours tracked. The line moves as the role takes on real program design and independent decision-making, at which point it may become exempt, but the title alone does not make it exempt. As with all classification, the determination is based on the actual duties, not the job title. This is general information, not legal advice.
What is the difference between a learning and development manager and a specialist?
The difference is scope and seniority. A learning and development manager owns the strategy: setting the L&D roadmap, managing the budget and vendors, deciding what to build, and often leading a team. A learning and development specialist is an individual contributor who builds and delivers training under that strategy, creating content, running sessions, and managing courses in the LMS. A training coordinator sits below both, focused on scheduling and logistics. Pay reflects the difference: the manager occupation has a much higher median than the specialist occupation. For a small company, a specialist or coordinator, or training owned within a broader role, is usually a better fit than a budget-owning manager. Choose the level that matches the actual scope and your size. This is general information, not legal advice.
What should a learning and development manager job description include?
A strong L&D manager job description names the scope and seniority honestly, since a manager, specialist, and coordinator differ, and includes a company overview, a role summary, and responsibilities grouped into strategy and needs, program design, delivery and platform, and measurement and budget. The additions that generic templates skip and that matter most are the FLSA classification stated correctly, a good-faith salary range that satisfies pay-transparency rules, and clarity on whether you actually need a dedicated manager or whether training belongs inside a broader role at your size. Include the reporting line, the required experience, an equal opportunity statement, and clear apply instructions. Matching the template to your real scope, rather than posting an enterprise description at a small company, attracts the right candidates. This is general information, not legal advice.
What skills should a learning and development manager have?
Learning and development management rewards program design and measurement skills over any single credential. Core skills include training needs assessment, instructional and program design, facilitation, LMS and learning-technology proficiency, vendor and budget management, and the ability to measure learning outcomes against business goals. Strong communication and stakeholder management matter, since the role partners with leaders across the business. Familiarity with adult learning principles and tools for building content helps. A bachelor's degree is common and a master's is valued but not universally required; ATD certifications such as CPTD are useful credential signals but are not required and do not affect classification. For a smaller company, prioritize hands-on design and delivery skills over team-leadership experience, since the role will be more practical. This is general information, not legal advice.
How much does a learning and development manager make?
A learning and development manager is well paid, which is part of why the role is uncommon at small companies. The federal occupation of training and development managers had a median annual wage of $127,090 in May 2024, with even the lowest 10 percent earning more than $75,810 and the highest 10 percent over $219,990. The closely related training and development specialist occupation had a much lower median of $65,850, and a training coordinator typically earns less still, often hourly. The wide gap between the manager and specialist levels is one reason small companies tend to assign training to a broader role or hire at the specialist or coordinator level rather than bringing on a dedicated manager. Benchmark to the actual scope and seniority you need. This is general information, not legal advice.
