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If you’ve ever Googled “learning and development manager job description,” you’ve probably noticed the same thing I have: most of the posts look identical.
They’re dry, generic, and stuffed with bullet points that don’t really teach you how to attract a great candidate. They just tick boxes: responsibilities, requirements, apply here.
The problem? That kind of post doesn’t connect with top talent.
The best candidates aren’t excited by cookie-cutter job descriptions—they want to understand what they’ll actually be doing, why it matters, and what kind of company they’re joining.
That’s why before we dive into the specifics of crafting a compelling Learning & Development Manager job description, I recommend you check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/.
That guide explains why most job descriptions fail, and it breaks down a new, human-centered way to write posts that inspire the right applicants instead of scaring them away.
In this article, we’ll take that framework and apply it directly to the Learning & Development Manager role—so you walk away not just with a generic template, but with a playbook you can reuse across different roles (whether you’re hiring a Sales Manager, Receptionist, or Customer Support Rep).
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
What a Learning & Development (L&D) Manager Actually Does
A Learning & Development Manager isn’t just someone who organizes training sessions.
They are the bridge between your people and your company’s future.
In simple terms, an L&D Manager is responsible for helping employees grow the skills they need to thrive—both in their current roles and in the roles your business will need tomorrow.
That can mean:
- Designing and delivering training programs
- Identifying skill gaps and creating development plans
- Supporting career growth through mentorship and coaching
- Tracking learning outcomes and aligning them with company goals
But beyond the checklist, here’s what really matters: a great L&D Manager shapes culture. They don’t just roll out courses—they create an environment where learning is continuous, where people feel invested in, and where personal growth drives business growth.
This is why hiring the right person for this role is so critical. A strong L&D Manager can increase employee engagement, improve retention, and even boost performance across the company—because when people feel like they’re growing, they stay and give their best.
Two Great Learning & Development Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Job Description Example 1: Experienced Learning & Development Manager
📌 Job Title: Learning & Development Manager at BrightPath Tech (San Francisco, CA)
💼 Full-Time | Hybrid | $90,000 – $110,000/year (Based on Experience)
🕒 Schedule: Mon–Fri | Core hours 9AM–5PM
🎥 Meet the Team You’ll Be Joining
[Watch a short video from our People & Culture team → Insert Loom/YouTube link]
Who We Are
At BrightPath Tech, we’re building software that powers small businesses around the world. Our team of 250+ people is spread across the U.S. and Europe, but what brings us together is a shared mission: helping small businesses succeed through technology and education.
We believe in growing our people as much as we grow our products—and that’s where you come in.
What You’ll Be Doing
As our Learning & Development Manager, you’ll design and drive programs that empower our team to keep learning and leveling up. Specifically, you will:
- Build and oversee training programs for both technical and soft skills
- Partner with managers to identify skill gaps and create career development plans
- Introduce modern learning methods (online learning, peer coaching, workshops)
- Measure and report on the impact of learning initiatives
- Lead quarterly “Growth Weeks” where employees explore new skills and career paths
What We’re Looking For
We want someone who sees learning as more than “training.” You should be excited about building a learning culture, not just running programs.
- 5+ years in Learning & Development, HR, or Organizational Development
- Strong experience designing and delivering training programs
- Ability to balance strategic thinking with hands-on execution
- Excellent communication and coaching skills
- Experience with LMS tools and digital learning platforms
Bonus points if you’ve:
- Implemented leadership development programs
- Scaled L&D at a fast-growing company
Why You’ll Love Working Here
- Competitive salary with annual performance bonuses
- Health, dental, and vision insurance
- $2,000/year education stipend
- Flexible hybrid work model
- 20 PTO days + company holidays
- A culture that celebrates curiosity, growth, and innovation
Our Hiring Process
We respect your time and effort. Every application is reviewed, and we commit to responding within two weeks. Our process includes:
- Application review (via WorkScreen)
- First conversation with People & Culture
- Case exercise (real-world scenario you’d face in this role)
- Final interview with leadership team
We’ll keep you informed at every step.
📥 How to Apply
Apply through WorkScreen here → [insert application link]
✅ Job Description Example 2: Entry-Level / Trainable Learning & Development Coordinator
📌 Job Title: Learning & Development Coordinator at BrightPath Tech (Remote – U.S.)
💼 Full-Time | Remote | $55,000 – $70,000/year (Based on Experience)
🕒 Schedule: Flexible hours with overlap from 10AM–3PM EST
🎥 Meet the Team You’ll Be Joining
[Watch a quick welcome video from our People & Culture team → Insert Loom/YouTube link]
Who We Are
BrightPath Tech builds tools that help small businesses streamline their work and grow faster. But just as much as we invest in our customers, we invest in our people.
We believe everyone should have the chance to grow in their career—even if they’re just starting out. That’s why we’re open to hiring someone early in their Learning & Development journey and giving them the mentorship and support they need to succeed.
What You’ll Be Doing
As our L&D Coordinator, you’ll support the design and rollout of training programs across the company. Don’t worry if you haven’t done this before—we’ll train you.
Your role will include:
- Coordinating workshops, training sessions, and learning events
- Assisting with onboarding new employees
- Tracking participation and feedback from training programs
- Helping maintain our learning management system
- Collaborating with managers to organize development opportunities
What We’re Looking For
We’re not expecting years of experience—we’re looking for curiosity, organization, and a passion for helping people grow.
- 1+ year of admin, HR, or people-focused work (preferred, not required)
- Strong communication and organizational skills
- Eagerness to learn and grow in L&D
- Comfort with tools like Google Workspace, Zoom, or Slack
Nice to have (but not required):
- Any background in teaching, training, or coaching
- Interest in instructional design or psychology
Why You’ll Love Working Here
- $1,000/year training budget (yes, even for you!)
- Remote-first culture with quarterly team retreats
- Health and wellness benefits
- 15 PTO days + holidays
- Clear growth path into an L&D Manager role
Our Hiring Process
We take candidate experience seriously. Here’s what to expect:
- Apply via WorkScreen (you’ll complete a short evaluation to help us understand your strengths).
- Initial call with our People & Culture team.
- Paid mini-project (we’ll give you a real task so you can show us how you think).
- Final interview with your future manager.
You’ll always hear back from us—no ghosting.
📥 How to Apply
Apply through WorkScreen here → [insert application link]
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Why These Learning & Development Manager Job Descriptions Work
Both examples—one for an experienced hire, the other for an entry-level candidate—follow the same principles that separate great job posts from the generic ones you’ll find online. Here’s why they’re effective:
1. The Job Titles Are Clear and Specific
Instead of just saying “L&D Manager” or “Training Coordinator,” the titles highlight the role, company, and sometimes location. This instantly sets context and helps the right people self-select.
2. Warm Intros That Provide Context
Each post opens by introducing the company in plain, human language—focusing on the why behind the role, not just the tasks. Candidates can see how the job fits into the bigger mission, which creates emotional buy-in.
3. Personal Connection Through Video
Including a short Loom/YouTube video from the team before the “About Company” section makes the post feel alive. It’s no longer words on a page—it’s faces, voices, and energy. That extra effort signals to candidates that the company values transparency and culture.
4. Responsibilities Are Shown With Impact, Not Just Tasks
Instead of “run training sessions” or “coordinate workshops,” the descriptions frame responsibilities around outcomes: “empower employees,” “support career growth,” “help everything stay on track.” This makes the work feel meaningful, not mechanical.
5. Qualifications Balance Clarity With Flexibility
The experienced JD sets high expectations (5+ years, program design experience), but the entry-level JD encourages applications from those with potential and curiosity—even if they don’t check every box. This balance expands the talent pool and prevents good candidates from self-selecting out.
6. Salary Transparency Builds Trust
Both templates include clear pay ranges. This simple step filters out mismatched candidates and makes applicants feel respected. In today’s market, pay transparency is a differentiator that top talent values.
7. Culture and Values Are Woven In
Rather than a bland “We value teamwork,” each post shows culture in action: offering stipends, flexible work, retreats, growth paths. This tells candidates what it feels like to work at the company.
8. Hiring Process Is Clear and Respectful
The process is broken down step-by-step, with timelines and no-ghosting guarantees. Candidates know what to expect, which reduces anxiety and builds confidence in the company.
9. Candidate Experience Is Front and Center
By highlighting that applications are reviewed, updates are guaranteed, and even mini-projects are paid, the posts show genuine respect for candidates’ time and energy. This positions the company as modern, fair, and people-first.
10. Application Flows Through WorkScreen
Instead of “email us your CV,” both posts invite candidates to apply through WorkScreen. This signals a streamlined, fair process that evaluates skills—not just resumes. It also sets the tone that applicants will be judged on ability, not just credentials.
Bad Job Description Example: Learning & Development Manager (And Why It Fails)
📌 Job Title: Learning & Development Manager
💼 Full-Time | Location TBD
Job Summary
We are looking for a Learning & Development Manager to manage training programs for employees. The ideal candidate will coordinate training schedules, create learning materials, and ensure employees meet company standards.
Key Responsibilities
- Develop training materials
- Manage learning initiatives
- Conduct employee workshops
- Track employee progress
Requirements
- Bachelor’s degree in Human Resources or related field
- 3–5 years of experience in L&D
- Good communication skills
- Strong organizational ability
How to Apply
Send your CV and cover letter to careers@company.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
- The Title Is Too Generic
Simply writing “Learning & Development Manager” with no location, company name, or context makes it sound like every other listing. It doesn’t help the candidate understand who the company is or why the role matters. - The Introduction Is Cold and Forgettable
“Manage training programs” is not inspiring. There’s no mention of company mission, culture, or why this role exists in the first place. - Responsibilities Are Vague and Shallow
“Develop training materials” and “manage learning initiatives” could mean anything. Candidates can’t tell what the day-to-day impact looks like. - No Mention of Salary or Benefits
Leaving out compensation feels outdated and signals a lack of transparency. In today’s market, most serious candidates expect at least a range. - No Culture or Human Touch
There’s no insight into what it’s like to work there. No values, no mention of team dynamics, no voice from leadership—it feels like a checkbox ad. - The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted” tells applicants to expect silence. This discourages good talent and makes the company look unapproachable. - The CTA Is Cold and Transactional
Just an email address with no warmth, encouragement, or clarity. It reads like an afterthought instead of an invitation.
Bonus Tips to Make Your L&D Manager Job Description Stand Out
If you want your job description to rise above the noise, here are some extra touches you can add. These small details go a long way in building trust, attracting serious candidates, and creating a positive first impression of your company.
1. Add a Security & Privacy Notice
Job seekers today are cautious about scams, and for good reason. Including a clear notice shows applicants you take their safety seriously.
🔹 Example you could include:
“We take the security and privacy of all applicants seriously. We will never ask for payment, banking details, or personal financial information during any part of our hiring process.”
2. Be Transparent About Leave & Flex Time
Yes, salary matters—but time off is equally valuable. Mentioning PTO, flexible work hours, or recharge days can make your role stand out instantly.
🔹 Example you could include:
“Enjoy 20 PTO days per year, plus company-wide flex days to recharge so you can return refreshed.”
3. Highlight Training & Growth Opportunities
For a role like Learning & Development Manager, it’s even more important to show that you “practice what you preach.” Candidates in this field want to know you invest in growth.
🔹 Example you could include:
“We invest in your growth. Every employee receives an annual $2,000 training budget, access to mentorship programs, and opportunities to attend industry conferences.”
4. Add a Personal Touch With a Video
Words matter—but video humanizes your job post. A short Loom or YouTube clip from the hiring manager or team can make candidates feel welcomed before they even apply.
🔹 Example you could include:
“Before you apply, watch this short video from our People & Culture team—we’ll tell you who we are, what we stand for, and what excites us about growing our team.”
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Spell Out Your Candidate Experience Promise
Most applicants expect to be ghosted. If you can show that you’ll respect their time and effort, you’ll instantly build goodwill.
🔹 Example you could include:
“We reply to every application. Whether or not you’re selected, you’ll hear back from us within two weeks. No ghosting—ever.”
Together, these bonus touches elevate your job post from a generic listing to a candidate-focused invitation. They show that you value transparency, respect, and culture—qualities that today’s top talent actively looks for.
Should You Use AI to Write Job Descriptions?
Lately, it seems like everyone is turning to AI tools to generate job descriptions in seconds. Even some ATS platforms now offer “one-click” JD generators. And sure—it can look like a shortcut. But here’s the truth: if you rely on AI blindly, you’ll end up with the same problem most job posts already have…
Generic. Bland. Forgettable.
AI-generated filler might save you time upfront, but it hurts you in the long run. Here’s why:
- It attracts the wrong candidates. Generic posts appeal to mass job-seekers, not the thoughtful, mission-driven ones you actually want.
- It reflects poorly on your brand. A job post is often the first impression a candidate has of your company. If it reads like a robot wrote it, it says “we don’t care.”
- It misses the human touch. Candidates want to know your values, your culture, your people. That can’t be faked or outsourced to an algorithm.
✅ The Smarter Way to Use AI
AI isn’t the enemy—it’s a tool. But like any tool, it’s only useful if you give it the right inputs. Don’t ask it to “write me a job description for an L&D Manager.” You’ll get bland results.
Instead, feed it real context about your company, role, and culture, and then let it polish and structure your writing.
Here’s how to prompt AI effectively:
Wrong way:
“Write me a job post for a Learning & Development Manager.”
Right way:
“Help me write a job post for our company, BrightPath Tech. We’re hiring a Learning & Development Manager to help build training programs and support career growth. Our culture is collaborative and growth-focused, and we want candidates who are curious, empathetic, and strategic. We offer a $2,000 annual training budget, flexible hybrid work, and a transparent hiring process. Here are my draft notes: [paste your notes]. Please refine tone, structure, and clarity.”
The difference? The second approach produces a tailored, authentic post that reflects your company—not a generic template.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Job Description Template?
We get it—sometimes you just need something fast.
Maybe you’ve already read this guide and understand what makes a strong job post—but you still want a solid starting point you can copy, paste, and tailor to your company in just a few minutes.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title: [Insert Role] at [Company Name]
💼 [Full-Time / Part-Time | Location/Remote | Salary Range]
🕒 [Schedule or core working hours]
🎥 Meet the Team
[Insert short Loom/YouTube video link from the hiring manager or team]
Who We Are
[Company Name] exists to [insert mission in plain English]. Our team is [describe your culture briefly—collaborative, ambitious, curious, supportive].
We believe in [insert core value or principle]. That means we [describe how this value shows up in day-to-day work].
What You’ll Be Doing
As our [Job Title], you’ll [insert 2–3 sentences about the role’s purpose].
On a typical week, you’ll:
- [Responsibility 1 with impact]
- [Responsibility 2 with context]
- [Responsibility 3 with outcome]
What We’re Looking For
We’re looking for someone who is [insert 2–3 traits, e.g., detail-oriented, curious, empathetic].
- [Requirement 1]
- [Requirement 2]
- [Requirement 3]
Bonus points if you have:
- [Optional skill or nice-to-have]
Why You’ll Love Working Here
- [List real benefits—PTO, training budgets, health insurance, flexibility]
- [Describe your company’s unique perk/culture touchpoint]
Our Hiring Process
We value your time. Every application is reviewed, and you’ll hear back from us within [insert timeframe]. Here’s what to expect:
- Application review (via WorkScreen)
- First conversation with [team/person]
- [Any test/project]
- Final interview
📥 How to Apply
Apply through WorkScreen here → [insert application link]
✅ Option 2: Structured Job Description Template (Job Brief + Responsibilities + Requirements)
📌 Job Title: [Insert Role]
💼 [Full-Time / Part-Time | Location/Remote | Salary Range]
Job Brief
We’re looking for a [Job Title] to [insert high-level summary: what the role is and why it exists]. You’ll work closely with [insert team/department] to [insert role impact on company goals].
About [Company Name]
At [Company Name], we [insert what you do and why you exist]. Our team is [describe culture briefly], and we believe in [insert value].
Key Responsibilities
- [Responsibility 1—make it outcome-based]
- [Responsibility 2—be specific and measurable]
- [Responsibility 3—tie it to company impact]
Requirements
- [Requirement 1]
- [Requirement 2]
- [Requirement 3]
Nice to have:
- [Optional skills/experience that aren’t dealbreakers]
Compensation & Benefits
- Salary: [insert range]
- [List key benefits: PTO, health, flexibility, training budget, etc.]
Hiring Process
We respect every applicant’s time. Expect to:
- Apply via WorkScreen (we review every application)
- [Initial interview step]
- [Test/project step if relevant]
- [Final step]
📥 How to Apply
Apply through WorkScreen here → [insert application link]
Next Step: Let WorkScreen.io Handle Candidate Screening
Now that you know how to write a job post that attracts the right talent, the next challenge is sorting through applicants quickly and fairly.
That’s where WorkScreen.io comes in.
WorkScreen helps you:
- Quickly identify your most promising candidates
Instead of drowning in resumes, WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent at a glance. - Easily administer one-click skill tests
Easily administer one-click skill tests with Workscreen-This way you can assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically. - Eliminate low-effort and AI-generated applicants
WorkScreen filters low-effort applicants—including those who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
With WorkScreen, you’ll spend less time buried in applications and more time meeting the candidates who actually deserve your attention.
👉 Sign up today, create your job post, and let WorkScreen streamline your hiring process from start to finish.
Frequently Asked Questions - Learning & Development (L&D) Manager Job Description
The average salary for an L&D Manager typically ranges between $80,000 and $110,000 per year in the U.S., depending on company size, industry, and location. Larger tech firms or companies with robust HR budgets may pay upwards of $120,000+, while smaller organizations or nonprofits may fall closer to $70,000–$85,000. Always include a salary range in your job post—transparency builds trust and attracts serious candidates.
Beyond HR or training experience, strong L&D Managers have a mix of strategic and human skills:
- Strategic thinking (aligning learning with business goals)
- Instructional design and program development
- Communication and coaching skills
- Empathy and emotional intelligence
- Adaptability to new tools and learning methods (e.g., LMS platforms, e-learning tools)
- Analytical ability (measuring the impact of learning programs)
The best L&D Managers don’t just “deliver training”—they create a culture of growth and continuous learning.
An L&D Manager is typically responsible for strategy—designing programs, aligning initiatives with business needs, and leading implementation.
An L&D Coordinator is usually more entry-level, handling the logistics—scheduling sessions, tracking attendance, and supporting execution.
A strong L&D Manager improves:
- Employee retention (people stay when they see growth opportunities)
- Productivity (employees perform better when well-trained)
- Culture (a learning-focused environment boosts engagement and morale)
- Leadership pipeline (developing future leaders internally saves hiring costs)
In short, they don’t just run training—they drive business growth through people.
It depends on your company’s stage and resources.
- If you’re scaling quickly and need structure fast → hire an experienced L&D Manager.
- If you’re earlier-stage with more flexibility → hiring a trainable Coordinator and promoting them over time can be a cost-effective way to build.
