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If you’ve ever Googled “Learning and Development Manager job description”, you’ve probably seen the same cookie-cutter templates over and over again. Responsibilities. Requirements. Apply here.
But here’s the problem: those job posts don’t actually help you attract great talent. They’re dry, generic, and read more like legal documents than invitations to join a company. And the truth is, top candidates don’t get excited about bullet-point checklists—they want to know what they’re joining, who they’ll work with, and why it matters.
That’s why we’re going to take a different approach. Instead of giving you another lifeless template, this guide will show you how to write a Learning and Development (L&D) Manager job description that actually inspires applications. You’ll see what makes a job post resonate, where most companies go wrong, and how to structure yours so it becomes one of your strongest recruiting tools.
👉 Pro tip: If you haven’t already, 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/ . It breaks down why generic descriptions fail, and how small tweaks—like transparency on salary, a human tone, and highlighting culture—dramatically improve applicant quality.
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What the Learning and Development Manager Role Actually Is
A Learning and Development (L&D) Manager is the person who helps your team grow. They design and deliver training programs, identify skill gaps, and make sure employees have the tools they need to do their best work.
In plain English: they’re the bridge between where your team is now and where it needs to be. A good L&D Manager doesn’t just roll out courses—they build a culture of continuous learning that improves performance, boosts morale, and helps retain top talent.
Here’s what makes the role unique:
- They diagnose learning needs across the organization, not just at the individual level.
- They create and manage training programs (workshops, e-learning, mentoring, onboarding, leadership development).
- They measure impact, ensuring that training actually improves skills and business outcomes.
- They champion growth—keeping employees engaged, motivated, and ready for new challenges.
In short, if you think of your company as a growing ecosystem, the L&D Manager is the gardener—planting seeds, nurturing growth, and making sure your people have everything they need to thrive.
Two Great Learning and 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.
✅ Option 1: Job Description For Experienced Learning & Development Manager
📌 Job Title: Learning & Development Manager — Build a Learning Culture at AtlasPoint
💼 Location: Remote (HQ: Austin, TX)
🕒 Type: Full-Time
💰 Salary Range: $75,000 – $95,000/year
🎥 Meet the team (2 min): Watch a quick intro from Maya Chen, VP People — [Insert Loom/YouTube link]
Who We Are
AtlasPoint is a B2B fintech platform that helps 1,200+ SMBs automate billing, payouts, and financial reporting. We’re 400 people, remote-first, and growing quickly after our Series C. Our mission: make finance operations simple so customers can focus on building. Growth here is real: we shipped 40+ product improvements last quarter and opened new markets in the EU.
Our Culture
We’re builders. We bias toward clarity, transparency, and continuous improvement. We document decisions, run short learning loops, and share wins (and lessons) openly. If you love creating scalable systems that help people thrive, you’ll fit right in.
What You’ll Be Doing
- Own the company-wide L&D strategy (onboarding, role-based curricula, leadership tracks).
- Partner with managers to identify skill gaps and design targeted programs.
- Build blended learning (live workshops, e-learning, coaching, peer learning).
- Stand up and administer our LMS; manage vendors and budget.
- Define success metrics (adoption, proficiency, performance outcomes) and iterate.
- Coach leaders on feedback, career paths, and growth frameworks.
What We’re Looking For
- 3–5+ years in L&D, org development, or people development at a scaling company.
- Instructional design chops; confident facilitator for ICs and managers.
- Experience with LMS/LXP tools and content authoring.
- Data-minded: you can connect learning to performance outcomes.
- Excellent communication and stakeholder management.
Nice to Have
- Startup or product-led SaaS experience.
- Coaching certification or similar credentials.
Perks & Benefits
- Medical, dental, vision (company-covered options)
- 401(k) with 4% match
- Flexible PTO + 12 company holidays
- 14 weeks paid parental leave
- $1,500 annual learning stipend + dedicated learning days
- Home office & wellness stipends
- Option for quarterly in-person team offsites
Why This Role Is a Great Fit
- High impact: You’ll architect how 400+ people learn, grow, and lead.
- Executive support: L&D is a 2025 OKR with budget and buy-in.
- Career growth: Build the function now, lead a team as we scale.
- Modern toolkit: Own our LMS and bring in the tools you love.
How to Apply
We use WorkScreen to keep hiring fair and efficient. Apply here: [Insert WorkScreen link]. You’ll complete a short, role-relevant evaluation so we can see your strengths beyond a résumé. We review every application and keep you updated at each step.
✅ Option 2: Job Description For Entry-Level / Willing-to-Train Learning & Development Coordinator
📌 Job Title: Learning & Development Coordinator — Grow With Riverstone Care
💼 Location: Hybrid (Phoenix, AZ — 3 days onsite)
🕒 Type: Full-Time
💰 Salary Range: $50,000 – $65,000/year
🎥 From the Hiring Manager (90 sec): Elena Ruiz, Director of L&D — [Insert Loom/YouTube link]
Who We Are
Riverstone Care operates 28 outpatient clinics and two community wellness centers across Arizona. Our 800-person team serves ~120,000 patients annually. We’re modernizing care delivery with better onboarding, compliance training, and career pathways—so staff can focus on compassionate, consistent care.
Our Culture
Mission-first, people-centered. We value empathy, reliability, and improvement over perfection. We celebrate initiative and give you room to try, learn, and iterate.
What You’ll Be Doing
- Coordinate onboarding sessions and compliance modules for new hires.
- Schedule workshops, track attendance, and manage learning resources in our LMS.
- Collect feedback and help improve course content and flow.
- Support leadership programs and lunch-and-learns.
- Help report training completion and basic impact metrics.
What We’re Looking For
- Organized, detail-driven, and great at follow-through.
- Strong communicator; comfortable supporting groups and 1:1s.
- Tech-comfortable (Google Workspace; LMS familiarity is a plus).
- A genuine interest in people development and healthcare.
Nice to Have
- Experience coordinating events or projects.
- Exposure to HR, education, or training environments.
Perks & Benefits
- Medical, dental, vision + HSA options
- 401(k) with company match
- 15 days PTO + 10 paid holidays + 2 volunteer days
- Tuition assistance & certification reimbursement
- Transit/parking stipend (Phoenix HQ)
- Wellbeing stipend + EAP resources
Why This Role Is a Great Fit
- Start your L&D career: Hands-on experience with real ownership.
- Mentorship: Work directly with our Director of L&D and clinical leaders.
- Visible impact: Your programs help caregivers deliver better patient outcomes.
- Pathways: Clear progression to L&D Specialist/Manager as you grow.
How to Apply
We use WorkScreen so potential—not just experience—stands out. Apply here: [Insert WorkScreen link]. Expect a concise, role-relevant exercise and timely updates at every stage.
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Breakdown of Why These Learning and Development Manager Job Posts Work
1. Clear, Specific Job Titles
- Instead of just saying “L&D Manager”, AtlasPoint’s title is:
“Learning & Development Manager — Build a Learning Culture at AtlasPoint.”
That signals both the role and the mission. It tells candidates why the role matters. - Same with Riverstone: “Learning & Development Coordinator — Grow With Riverstone Care.” This appeals to entry-level candidates by signaling growth, not just tasks.
2. Human, Warm Introductions
- Both posts start with context and story: who the company is, what it does, why it’s hiring.
- AtlasPoint frames its growth and Series C funding. Riverstone highlights its patient care impact. This is far more engaging than a generic “Company Overview” paragraph.
3. Video Element Builds Trust
- Including a Loom or YouTube intro from a leader gives the post a human face.
- Candidates don’t just read about culture—they see it, which builds trust and stands out in a sea of text-only listings.
4. Culture Is Shown, Not Claimed
- Instead of clichés like “We value teamwork,” AtlasPoint describes how: documenting decisions, running short learning loops, sharing wins.
- Riverstone explains empathy and improvement as real behaviors, not slogans. This makes it believable.
5. Responsibilities With Impact
- AtlasPoint doesn’t just say “Develop programs.” It specifies: “Build blended learning… coach leaders… connect learning to performance outcomes.”
- Riverstone reframes admin tasks into meaningful outcomes: “Your programs help caregivers deliver better patient outcomes.”
- This shows candidates how their work matters in context.
6. Transparent Salary & Benefits
- Both roles list salary ranges and perks in a clear, separate section.
- This builds trust and attracts serious applicants. Studies show candidates are 2x more likely to apply to posts with salary info.
7. Why This Role Is a Great Fit (The Pitch)
- Each job includes a dedicated section selling the opportunity.
- AtlasPoint highlights impact, executive support, career growth, and tools.
- Riverstone emphasizes mentorship, visible impact, and progression.
- These “pitch sections” make the candidate feel wanted and respected.
8. Respectful Application Process
- Both posts explicitly say: “We review every application and keep you updated.”
- Using WorkScreen makes it clear that hiring is skills-first, not résumé-first. That signals fairness, transparency, and modern hiring practices.
✅ In short: These job posts work because they combine clarity, warmth, transparency, and respect. They don’t just describe a role—they sell the opportunity and connect with the type of candidate each company actually wants to attract.
Example of a Bad Learning & Development Manager Job Description (And Why It Fails)
❌ Bad Job Post Example
📌 Job Title: Learning and Development Manager
💼 Company: Global Tech Inc.
🕒 Type: Full-Time
Job Summary
We are seeking an experienced Learning and Development Manager to oversee training and development programs for employees. The ideal candidate will be responsible for planning, implementing, and evaluating training initiatives.
Key Responsibilities
- Plan and organize training sessions.
- Monitor and evaluate employee progress.
- Develop training materials.
- Ensure compliance with company policies.
Requirements
- Bachelor’s degree in HR, Business, or related field.
- 5 years of experience in training or L&D.
- Excellent communication skills.
- Ability to work independently.
How to Apply
Interested candidates should email their CV and cover letter to hr@globaltech.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
1. Generic Job Title
“Learning and Development Manager” says the role, but nothing about the mission, company culture, or impact. It could be copy-pasted to any company.
2. Cold Introduction
The job summary is lifeless. It doesn’t explain why the company is hiring, what the company does, or why the role is important.
3. Vague Responsibilities
“Plan and organize training sessions” and “Develop training materials” are too broad. There’s no sense of how the work impacts employees or the company.
4. No Salary or Benefits
Leaving out pay and perks feels outdated. Candidates expect transparency, and the lack of it signals that the company may undervalue employees.
5. No Culture or Values
There’s zero mention of how the company treats employees, what the team is like, or the values that guide decisions. Top candidates want to know what it feels like to work there.
6. Dismissive Hiring Process
“Only shortlisted candidates will be contacted” feels cold and disrespectful. It sends the message that applicants are disposable, which turns strong candidates away.
7. No Personality in the Call to Action
Ending with just “email your CV” is transactional. There’s no warmth, no encouragement, no effort to make the process inviting.
✅ In short: This job post checks the boxes but inspires no one. It’s the definition of generic—and it’s exactly the kind of post that makes top talent scroll past you.
Bonus Tips to Make Your Job Description Stand Out
Even if you’ve nailed the basics, a few small details can make your job post feel more human, trustworthy, and attractive to top candidates. Here are some extras worth adding:
🔒 1. Add a Security & Privacy Notice
Job seekers want to feel safe when applying. Including a short notice shows respect and builds trust. For example:
“We take applicant privacy seriously. We will never ask for payment, bank details, or personal financial information during any part of the hiring process.”
This simple line reassures candidates that your process is professional and legitimate.
🌴 2. Highlight Leave Days & Flexibility
Salary matters, but work-life balance is just as important. Calling out vacation, flex days, or wellness leave makes your post more competitive. For instance:
“Enjoy up to 20 PTO days annually, plus two personal wellness days to recharge.”
Candidates appreciate companies that respect time off.
📈 3. Mention Training & Growth Opportunities
Especially for a role like L&D, this is crucial. Top talent in this field values continuous learning themselves. You might say:
“We invest in growth. From conferences and certifications to internal workshops, you’ll get access to resources that help you level up your career.”
This aligns perfectly with the role’s mission.
🎥 4. Add a Video Element
Including a Loom or YouTube video from the hiring manager, CEO, or even a future teammate is a powerful trust-builder. It humanizes your company, helps candidates “meet” the team early, and sets your job post apart from 99% of listings online.
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. Write a Candidate-Centered Application Note
Instead of ending with “Only shortlisted candidates will be contacted,” try:
“We review every application carefully and will keep you updated throughout the process. Whether or not you’re selected, you’ll always hear back from us.”
This shows respect and positions your brand as thoughtful and candidate-friendly.
✅ Why these tips matter: They’re small additions, but together they make your job post feel safer, more human, and more attractive. They signal that you respect candidates, value growth, and care about transparency—qualities top applicants look for when deciding where to apply.
Should You Use AI to Write a Job Description?
With tools like ChatGPT and even ATS platforms like Workable or Manatal offering “AI job description generators,” it’s tempting to just click a button and call it a day. But here’s the truth: relying on AI alone can actually hurt your hiring.
❌ Why You Shouldn’t Rely on AI Alone
- Generic and lifeless: If you just ask AI to “write an L&D Manager job post,” you’ll get a bland, cookie-cutter description that sounds like every other one online.
- Attracts the wrong candidates: A vague post brings in anyone and everyone—not the thoughtful, mission-driven talent you really want.
- Hurts your brand: Your job post is often a candidate’s first impression of your company. A generic, AI-written post says more about your lack of effort than your values.
✅ The Smarter Way to Use AI
AI is powerful when you use it as a polishing tool, not a replacement for your input. Here’s how:
- Feed AI the raw ingredients. Before you ask for a draft, give it details like:
- What your company does and why it matters.
- The responsibilities that actually make this role unique.
- The culture and values that define your workplace.
- Benefits and perks you offer.
- Who your ideal candidate is (traits, motivations, soft skills).
- What your company does and why it matters.
- Use a thoughtful prompt. For example:
“Help me write a Learning & Development Manager job post for our company, AtlasPoint. We’re a Series C fintech company helping SMBs automate finance. The role is about building our company-wide L&D strategy, creating leadership tracks, and embedding learning into our culture. Our values are clarity, transparency, and ownership. We offer $75k–$95k, 401(k) match, PTO, and learning stipends. Here are a few notes I’ve written to get you started: [paste your notes]. Write this in a human, inspiring tone that attracts experienced L&D leaders who love building from scratch.” - Edit and customize. Once AI gives you a draft, add the finishing touches: include a hiring manager video, real culture notes, and your unique values. That’s what makes the post authentic.
✅ Bottom line: AI can save you time, but it shouldn’t replace the human touch. Use it to organize, polish, and clarify—but always inject your company’s mission, values, and personality. That’s what actually attracts top talent.
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Copy-Paste Job Description Templates for Quick Use
We get it—sometimes you don’t have time to write a job post from scratch. That’s why here are two ready-to-use templates you can copy, paste, and tailor in just a few minutes.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational Job Description (Culture-First Style)
Job Title: Learning & Development Manager – Build a Culture of Growth at [Company Name] 💼 Location: Remote (HQ: [City, State]) 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [${X},000 – ${Y},000]/year
🎥 Meet the Team (2 min): [Insert Loom/YouTube link]
Who We Are
[Company Name] is a [industry/sector] company helping [target customers] achieve [core outcome/mission]. We’re [team size/stage], and we believe growth starts with people. We’re hiring a Learning & Development Manager to design programs that help every employee thrive.
Our Culture
We value curiosity, ownership, and transparency. We work in short learning loops, share wins openly, and invest in continuous improvement.
What You’ll Be Doing
- Build and run company-wide learning programs (onboarding, role curricula, leadership).
- Partner with managers to identify skill gaps and close them with smart learning paths.
- Deliver blended learning: workshops, coaching, and e-learning.
- Track impact (adoption, proficiency, performance) and iterate.
What We’re Looking For
- 3+ years in L&D/OD/HR with facilitation + instructional design experience.
- Comfortable with LMS/LXP tools and content authoring.
- Data-minded, collaborative, strong communicator.
Perks & Benefits
- Health coverage (medical/dental/vision)
- Retirement plan with company match
- [#] PTO days + [#] company holidays
- Paid parental leave
- Annual learning stipend + dedicated learning days
- Remote/work-from-home stipend
- Optional quarterly team offsites
Why This Role Is a Great Fit
- High impact: Shape how learning happens across [Company Name].
- Leadership support: Budget + buy-in for 20XX priorities.
- Career growth: Build now; scale into team leadership.
- Modern toolkit: Own the stack and bring tools you love.
How to Apply
Apply via WorkScreen: [Insert WorkScreen link]. Our process is skills-first and we’ll keep you updated at every step.
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
Job Title: Learning & Development Manager – Build Capability Across Teams at [Company Name] 💼 Location: [Onsite/Hybrid/Remote] (HQ: [City, State]) 🕒 Type: [Full-Time/Part-Time] 💰 Salary Range: [${X},000 – ${Y},000]/year
Job Brief
[Company Name] is seeking a Learning & Development Manager to design and deliver training that strengthens skills, supports career growth, and drives business outcomes.
Key Responsibilities
- Create and implement learning strategies and programs.
- Assess individual and organizational development needs.
- Deliver training (workshops, e-learning, blended formats).
- Measure effectiveness; report outcomes and improve.
- Partner with leaders on leadership development and career paths.
Requirements
- 3–5 years’ experience in L&D/OD/HR.
- Strong facilitation + instructional design skills.
- Proficiency with LMS/LXP and learning tools.
- Excellent communication and project management.
Perks & Benefits
- Comprehensive health coverage (medical/dental/vision)
- Retirement plan with company match
- [#] PTO days + [#] paid holidays
- Tuition/certification reimbursement
- Wellness stipend + mental health/EAP resources
How to Apply
Submit your application through WorkScreen: [Insert WorkScreen link]. Every application is reviewed, and you’ll always hear back from us.
Why Stop at the Job Description? Let WorkScreen Handle the Rest
A strong job post attracts candidates—but what happens next is just as important. Once applicants start rolling in, you need a way to quickly identify who’s serious, who’s qualified, and who’s the right fit. That’s where WorkScreen.io comes in.
🚀 Here’s how WorkScreen helps you hire smarter:
- Quickly Spot Your Top Talent
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
- Assess Real-World Skills with One-Click Tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
- Filter Out Low-Effort Applicants
WorkScreen automatically eliminates low-effort applicants 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.
- Improve Candidate Experience
Every applicant gets a structured, fair process. No black holes, no ghosting. Candidates appreciate a transparent system, and you get a stronger employer brand in return.
✅ The result: You spend less time screening, more time hiring the right people—and your hiring decisions are backed by real data.
👉 Ready to make your hiring process as strong as your job posts?
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Frequently Asked Questions - Learning and Development Manager Job Description
A Training Manager typically focuses on organizing and delivering specific training programs—think workshops, compliance training, and skill refreshers. Their scope is often tactical and short-term.
A Learning & Development Manager, on the other hand, takes a broader and more strategic view. They design learning frameworks that align with company goals, build leadership development tracks, and embed a culture of continuous growth across the organization. In short: training managers execute sessions, while L&D managers shape long-term learning strategy.
The best L&D Managers combine technical expertise with people skills. Look for:
- Instructional design & facilitation (creating engaging learning programs).
- Analytical mindset (measuring impact and proving ROI of training).
- Stakeholder management (working with managers and leaders to identify needs).
- Communication skills (influencing, coaching, and motivating others).
- Adaptability (keeping pace with new tools, methods, and business needs).
Salaries vary widely depending on location, industry, and company size. In the U.S., the average salary typically ranges from $75,000 to $95,000 per year, with larger companies or tech/startup environments often offering more. Entry-level or coordinator roles may start closer to $50,000–$65,000, while senior L&D leaders can earn well above $100,000.
Success isn’t just about running training sessions—it’s about impact. L&D Managers often track metrics like skill proficiency improvements, employee engagement scores, promotion rates, retention, and performance outcomes tied to training programs.
