Learning and Development Specialist Job Description
6 templates for the L&D specialist, including a small-business version for a first learning hire that the corporate templates skip, plus pay data and the FLSA exempt-versus-non-exempt judgment call. Download as DOCX.
A learning and development specialist plans, builds, delivers, and measures the training that grows a company's people. Writing the job description means a few decisions most templates make for you and get wrong for a smaller company: how senior the role is, whether it is exempt or non-exempt under the wage rules, and whether you even need a dedicated specialist yet or a broader hybrid hire. The corporate templates assume a large learning team and a full technology stack. This page does not.
At FirstHR, we build for smaller and growing companies, so these six templates cover the full range honestly: a first L&D hire who builds the function from scratch, a hybrid training and onboarding role, the standard specialist and training-and-development versions, a coordinator, and a senior specialist. The guide to writing a job description covers the fundamentals, and for a closely related senior role, the training manager templates are a useful companion.
TL;DR
A learning and development specialist assesses needs, designs and delivers training, and measures its impact. The federal occupation reports a median of $65,850 a year (May 2024). The FLSA classification is a genuine judgment call: exempt if salaried above $684 a week with independent program-design duties, non-exempt if junior or logistics-focused. A dedicated specialist is a mid-market role, so the small-business version here is a first hire who builds from scratch. Download six templates as DOCX.
What Is an L&D Specialist?
A learning and development specialist plans and administers programs that improve the skills and knowledge of employees. The work spans assessing training needs, designing and building learning content, delivering it through workshops and e-learning, and measuring whether it works. In a larger company the role is specialized and supported by a team; in a smaller one it is broader and often combined with onboarding.
The matching federal occupation is training and development specialists (13-1151), and the Bureau of Labor Statistics treats learning and development specialist as the same role. That is why this page covers both titles, since employers post under whichever term they use, and they map to one occupation and one body of pay and outlook data.
L&D Specialist Duties and Responsibilities
L&D specialist duties cluster into four areas: assess and plan, design and build, deliver and facilitate, and measure and record. A strong job description picks the responsibilities from each area that match the seniority and scope you are hiring for, rather than listing every possible task.
Assess and plan
Run training needs assessments
Identify skill gaps with stakeholders
Prioritize and plan learning programs
Design and build
Design programs and instructional content
Build e-learning and self-paced modules
Partner with subject-matter experts
Deliver and facilitate
Facilitate workshops and live sessions
Run blended and on-the-job training
Onboard and upskill across roles
Measure and record
Evaluate effectiveness and outcomes
Maintain training and compliance records
Report and improve programs over time
The balance shifts by level: a coordinator leans into logistics and records, a specialist into design and delivery, and a senior specialist into strategy and measurement. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by your company size and the seniority of the role. The core structure is the same across all six, but each emphasizes the scope, qualifications, and classification that fit a specific situation. Use this guide to choose the closest fit, then adjust.
First L&D Hire (Small Business)
Build-from-scratch
The realistic version for a growing company hiring its first dedicated learning person: hands-on, multi-hat, build the foundation. The angle generic templates skip.
Training and Onboarding (Hybrid)
One person, both jobs
Blends L&D with onboarding coordination, the common combination in a smaller company where one person owns both how new hires ramp and how the team grows.
L&D Specialist
The standard role
The full mid-market version: needs assessments, instructional design, e-learning, LMS management, and program evaluation across the organization.
Training and Development Specialist
The federal-occupation title
The title the federal occupation describes directly, used interchangeably with L&D specialist: assess, build, deliver, and measure training.
L&D Coordinator
Entry-level, logistics
The administrative, logistics-focused entry point: scheduling, LMS administration, and records. Often non-exempt and overtime-eligible.
Senior L&D Specialist
Program ownership
The senior version: leads major programs, mentors others, links learning to business outcomes, and typically meets the exempt salary and duties test.
Match the Template to Your Company
Formalizing learning for the first time in a smaller company: First L&D Hire. One person owning training and onboarding: Hybrid. An established mid-market learning function: L&D Specialist or Training and Development Specialist. An entry-level logistics role: L&D Coordinator. A senior individual contributor leading programs: Senior L&D Specialist. When in doubt at a smaller company, the first-hire or hybrid version is the realistic starting point.
6 L&D Specialist Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and job summary, key responsibilities, qualifications, a classification note, pay, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
First L&D hire, hybrid, specialist, training and development, coordinator, and senior. All in one DOCX.
Template 1: First L&D Hire (Small Business)
The realistic version for a growing company hiring its first dedicated learning person: hands-on, multi-hat, build the foundation. The angle the corporate templates skip.
First L&D Hire Job Description (Small Business)
LEARNING AND DEVELOPMENT SPECIALIST JOB DESCRIPTION (FIRST L&D HIRE)
Company: __ ([City, State])
Reports to: __ (Founder / Head of People / Operations)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: [ ] Exempt [ ] Non-exempt (classify by actual duties and salary)
Pay range: $_____ to $_____ per year
ABOUT [COMPANY NAME]
[One or two sentences about your company, the team size, and why you are
building a learning function now.]
JOB SUMMARY
[Company Name] is hiring our first Learning and Development Specialist to build
the foundation of how we train and grow our people. This is a hands-on,
build-it-from-scratch role: you will set up onboarding, create core training,
and put simple systems in place. You will wear several hats and work closely
with the founder and team leads.
KEY RESPONSIBILITIES
•Build and run new-hire onboarding and core training
•Create practical training content for roles across the company
•Set up and maintain training records and a simple learning system
•Identify skill gaps with team leads and prioritize what to build first
•Deliver training through workshops, e-learning, and on-the-job coaching
•Measure whether training is working and improve it
•Help document processes and build a basic knowledge base
•Support related people tasks as the function grows
REQUIRED QUALIFICATIONS
•Experience designing and delivering training, ideally in a small or growing company
•Comfortable building from scratch without a large team or budget
•Familiar with adult learning basics and simple e-learning tools
•Strong communication and project organization
•Bachelor's degree in HR, education, or related field preferred, or equivalent experience
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per year [+ benefits]
Classification note: classify as exempt or non-exempt based on actual duties and salary.
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Template 2: Training and Onboarding Specialist (Hybrid)
Blends L&D with onboarding coordination, the common combination in a smaller company where one person owns both how new hires ramp and how the team grows.
Training and Onboarding Specialist Job Description (Hybrid)
TRAINING AND ONBOARDING SPECIALIST JOB DESCRIPTION (HYBRID ROLE)
Company: __ ([City, State])
Reports to: __ (Head of People / Operations)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: [ ] Exempt [ ] Non-exempt (classify by actual duties and salary)
Pay range: $_____ to $_____ per year
JOB SUMMARY
[Company Name] is hiring a Training and Onboarding Specialist to own how new
hires get up to speed and how the team keeps growing. This hybrid role blends
learning and development with onboarding coordination, a common combination in a
growing company where one person covers both.
KEY RESPONSIBILITIES
•Own the new-hire onboarding experience end to end
•Design and deliver role-based and company-wide training
Classification note: a senior role meeting the salary basis and duties test is
typically exempt. Confirm by actual duties and salary.
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
FLSA: Exempt or Non-Exempt?
Unlike a frontline hourly job, the L&D specialist sits on the line between exempt and non-exempt, and the classification is a real judgment call that depends on duties and salary rather than the title. Getting it right matters for overtime and for staying compliant.
Classify by Duties and Salary, Not the Title
To be exempt, the role generally must be paid on a salary basis of at least $684 a week ($35,568 a year) and meet a duties test. A specialist whose primary duty is designing training programs with independent judgment often qualifies under the administrative or learned professional exemption. A junior coordinator, or anyone mostly doing scheduling and logistics, or paid below the threshold, is typically non-exempt and owed overtime. Some states set higher thresholds. Confirm each role on its facts with an advisor. This is general information, not legal advice.
L&D specialist roles combine education and adult-learning knowledge with practical design and facilitation skills. Scale the requirements to the seniority you are hiring for.
Requirement
What to look for
Education
Bachelor's in HR, education, or related field; equivalent experience for smaller companies
Experience
Coordinator entry-level; specialist 2 to 4 years; senior 5+ with program ownership
Learning management systems and e-learning authoring tools
Certifications
ATD CPTD or APTD, or SHRM, valued but usually optional
Classification
Exempt or non-exempt by duties and salary; confirm per role
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 Specialist Pay
Pay varies widely by seniority, industry, and company size, so set your range to the level you are hiring and your local market rather than a single national number.
Federal Median Near $65,850 a Year (BLS)
The federal occupation for training and development specialists had a median annual wage of $65,850 in May 2024, with the lowest 10 percent under $37,510 and the highest 10 percent over $120,190 (U.S. Bureau of Labor Statistics). Employment is projected to grow 11 percent from 2024 to 2034, much faster than average, with about 43,900 openings a year.
In practice, entry-level and coordinator roles often start in the high 40,000s to high 50,000s, mid-level specialists cluster in the 60,000s to 70,000s, and senior specialists reach six figures in high-cost markets and large companies. Commercial salary sources range from the high 60,000s to the high 90,000s because some count base pay only and others skew toward larger employers. For a first hire or a smaller company, the lower-to-mid part of the range is realistic. National compensation surveys are a useful reference for regional detail.
L&D in a Small Business
This is the honest part the corporate templates leave out: a dedicated L&D specialist is a mid-market and enterprise role, and a company of 5 to 50 people usually handles learning differently. Here is what actually fits a smaller company, and how to write the posting if you are formalizing the function for the first time.
A company of 5 to 50 people rarely hires a dedicated L&D specialist, and most templates ignore that
The clean version of this role lives in mid-market and enterprise companies, typically those with hundreds or thousands of employees and a real learning team. A smaller company of 5 to 50 people usually handles training informally: the founder or an office manager runs onboarding, leads cross-train each other, and the team leans on outside workshops and e-learning. Every competitor template is written for the corporate version, with a learning management system, instructional design, and multi-department coordination baked in. That is why two of the templates here are built for the realistic small-company situation instead: a first L&D hire who builds the function from scratch, and a hybrid training and onboarding specialist who owns both jobs. Use those if you are formalizing learning for the first time, and use the standard versions if you are already at the size where a specialist makes sense.
The FLSA classification is genuinely a judgment call for this role, not automatic
Unlike a frontline hourly job, an L&D specialist sits on the line between exempt and non-exempt, and the answer depends on duties and salary, not the title. If the person is paid on a salary basis of at least 684 dollars a week and their primary duty is designing training programs using independent judgment, the role usually qualifies as exempt under the administrative or learned professional exemption. But a junior coordinator paid below that threshold, or someone whose work is mostly scheduling and logistics rather than independent program design, is typically non-exempt and owed overtime. In a smaller company, where the role often skews toward hands-on delivery and coordination, non-exempt is more common than people assume. Classify each role by its actual duties and pay, document the reasoning, and remember some states set higher salary thresholds. This is general information, not legal advice.
Whether you hire a specialist or do it yourself, the learning function still needs a system
The reason a small company writes this job description is that training has outgrown being ad hoc. Whether you fill the role or the founder keeps wearing the hat for now, the underlying need is the same: a repeatable way to onboard, deliver training, and keep records. FirstHR fits that directly, because the product is built around exactly this work: built-in training modules to deliver and track learning, an AI onboarding wizard and task workflows to run a consistent new-hire process, e-signature for policy and training acknowledgments, and document management for training and compliance records. For a company not yet ready to hire, the same tools let a founder or office manager run a credible learning and onboarding function without a dedicated specialist. To be clear about scope, FirstHR is an onboarding and HR platform, not a full enterprise learning suite, and it does not run payroll or administer benefits, so pair it with those providers. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and onboarding, and for a learning hire there is a nice symmetry: the person you bring on to build training is the first to experience whether your own onboarding works.
Send the offer
Confirm the role, pay, and the exempt or non-exempt classification in writing. An offer letter template makes this fast for a salaried professional role.
Confirm the classification
Document whether the role is exempt or non-exempt based on actual duties and salary, before the first day.
Onboard the new hire
Run a structured onboarding so your new learning hire understands the team, tools, and what to build first.
Set up the systems
Stand up training modules, records, and a simple learning workflow so the function is repeatable from day one.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, paperwork, e-signatures, training modules, and onboarding workflow in one place, so a growing company can either equip a first L&D hire with a system from day one or run a credible learning and onboarding function without one yet. FirstHR is an onboarding and HR platform, not a full enterprise learning suite, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
An L&D specialist assesses needs, designs and delivers training, and measures its impact; the role maps to the federal training-and-development-specialist occupation.
The FLSA classification is a genuine judgment call: exempt if salaried above $684 a week with independent program-design duties, non-exempt if junior or logistics-focused.
The federal median is $65,850 a year (May 2024), with a wide range from under $37,510 to over $120,190 depending on seniority and company.
A dedicated L&D specialist is a mid-market role; a company of 5 to 50 usually hires a first L&D person who builds from scratch or combines it with onboarding.
Use the first-hire or hybrid template for a smaller company and the standard versions for an established learning function.
Whether you hire or not, the learning function still needs a repeatable system for onboarding, delivery, and records.
Frequently Asked Questions
What does a learning and development specialist do?
A learning and development specialist plans, designs, delivers, and evaluates training programs that build employee skills and support business goals. The work clusters into four areas: assessing needs (finding skill gaps with stakeholders), designing and building (creating programs, instructional content, and e-learning), delivering and facilitating (running workshops, blended learning, and on-the-job training), and measuring and recording (evaluating effectiveness and maintaining training records). The federal occupation that matches the role, training and development specialists, describes it as planning and administering programs that improve the skills and knowledge of employees. In a larger company the role is specialized; in a smaller one it is broader and often combined with onboarding. This page includes a first-L&D-hire version, a hybrid training and onboarding version, the standard specialist, the training and development specialist title, a coordinator, and a senior version so you can match the template to your company.
Is learning and development specialist the same as training and development specialist?
For practical purposes, yes. The federal occupation is officially titled training and development specialists, and the Bureau of Labor Statistics treats learning and development specialist as the same role, so the two titles are largely interchangeable. Employers tend to use learning and development, or L&D, in more modern and corporate settings, while training and development is the older and more formal label, also common in government and the federal data. The duties are the same: assessing needs, building and delivering training, and measuring its impact. There are subtle leanings, learning and development sometimes implies a broader focus on ongoing growth and culture, while training and development can read as more delivery-focused, but the distinction is soft. This page provides both titles as separate templates so you can post under whichever term your candidates search and your company uses.
Is an L&D specialist exempt or non-exempt under the FLSA?
It depends on the actual duties and salary, not the title, and this role genuinely sits on the line. To be exempt, the person must generally be paid on a salary basis of at least 684 dollars a week (35,568 dollars a year) and meet a duties test. A specialist whose primary duty is designing and developing training programs using independent judgment often qualifies under the administrative exemption or the learned professional exemption. But a junior coordinator or a specialist whose work is mostly scheduling, logistics, and administration, or who is paid below the salary threshold, is typically non-exempt and entitled to overtime. In a smaller company, where the role often skews toward hands-on delivery and coordination rather than independent program design, non-exempt is more common than the corporate templates assume. Classify each role on its specific facts, document the reasoning, and check state rules, since some states set higher thresholds. This is general information, not legal advice.
How much does an L&D specialist make?
Pay depends heavily on seniority, industry, and company size. The federal occupation for training and development specialists had a median annual wage of 65,850 dollars in May 2024, with the lowest 10 percent under 37,510 dollars and the highest 10 percent over 120,190 dollars. Entry-level and coordinator roles commonly start around the high 40,000s to high 50,000s, mid-level specialists cluster in the 60,000s to 70,000s, and senior specialists and those in high-cost markets or large companies can reach six figures. Commercial salary sources vary widely, from the high 60,000s to the high 90,000s, because some count base pay only while others include job postings skewed toward larger employers and senior roles. For a posting, set your range to the seniority you are hiring for and your local market, and lean toward the lower-to-mid part of the range for a first hire or a smaller company. This is general information, not legal advice.
Do small businesses hire L&D specialists?
Rarely as a dedicated role, and that is the honest answer most templates avoid. A dedicated learning and development specialist is typical in mid-market and enterprise companies, usually those with hundreds or thousands of employees and a real learning team. A company of 5 to 50 people generally handles training informally: the founder or an office manager runs onboarding, experienced staff cross-train newer ones, and the team uses outside workshops or e-learning for specialized skills. When a smaller company does formalize the function, it usually hires a first L&D person who builds everything from scratch and wears several hats, often combining learning with onboarding, rather than a narrowly specialized corporate L&D specialist. That is why this page includes a first-L&D-hire template and a hybrid training and onboarding template built for the smaller-company reality, alongside the standard mid-market versions. Match the template to where your company actually is.
What qualifications and certifications does an L&D specialist need?
Most L&D specialist roles ask for a bachelor's degree, commonly in human resources, education, organizational development, communications, or a related field, plus a few years of training or instructional experience. The core skills are knowledge of adult learning principles, instructional design, facilitation, project management, and familiarity with learning management systems and e-learning tools. Certifications are valued but usually optional: the Association for Talent Development offers the CPTD (Certified Professional in Talent Development) and the APTD, and SHRM certifications are common on the HR side. For a smaller company or a first hire, prioritize practical experience building and delivering training over formal credentials, since you need someone who can create a function rather than run an established one. Adjust the requirements to your seniority level: a coordinator needs strong organization, while a senior specialist needs deep instructional design and program ownership. This is general information, not legal advice.
What is the difference between an L&D specialist, coordinator, and manager?
They are different seniority levels of the same function. A coordinator is the entry-level, logistics-focused role: scheduling sessions, administering the learning management system, tracking completion, and keeping records, often non-exempt and overtime-eligible. A specialist designs, delivers, and evaluates training programs, owning content and outcomes rather than just logistics, and is the core individual-contributor role. A senior specialist leads major programs, mentors others, and links learning to business results. A manager runs the L&D function and team, sets strategy and budget, and reports into HR or operations leadership; the federal data shows training and development managers earn substantially more, with a median around 127,090 dollars. For a smaller company, the first hire is usually a specialist or a hybrid role rather than a manager or a coordinator, because you need someone who can both build and do.
Should I write a separate L&D job description, or can FirstHR help run the function?
Both can be true. If you are at the size where a dedicated learning hire makes sense, write the job description using the template that fits the seniority and your company, classify the role carefully under the FLSA, and onboard the new hire into a clear set of tools and expectations. If you are not ready to hire, or the founder or office manager is covering learning for now, the underlying need, onboarding new hires, delivering training, and keeping records, can run on a platform instead of a full-time specialist. FirstHR is built for exactly that: built-in training modules to deliver and track learning, an AI onboarding wizard and task workflows for a consistent new-hire process, e-signature for training and policy acknowledgments, and document management for training records. So a small company can either equip a first L&D hire with a system from day one, or run a credible learning and onboarding function without one yet. FirstHR does not run payroll or administer benefits, so pair it with those providers, and applicant tracking is coming soon.
