Training and Development Manager job description.
A training and development manager designs, implements, and oversees an organization's learning strategy, ensuring employees gain the skills needed for current roles and future growth. They assess skill gaps, build training curricula, manage a team of trainers or instructional designers, and measure program effectiveness against business goals. The role bridges HR, department leaders, and external vendors to keep training aligned with organizational priorities, compliance requirements, and evolving industry standards while managing budgets and reporting outcomes to senior leadership.
The Training and Development Manager job description · $29
The full editable .docx — role summary, 9 worked responsibilities, qualifications, and skills, formatted for your letterhead. Delivered to your inbox within 24 hours — usually instantly.
Role: Training and Development Manager Reports to: VP of Human Resources
A training and development manager designs, implements, and oversees an organization's learning strategy, ensuring employees gain the skills needed for current roles and future growth. They assess skill gaps, build training curricula, manage a team of trainers or instructional designers, and measure program effectiveness against business goals. The role bridges HR, department leaders, and external vendors to keep training aligned with organizational priorities, compliance requirements, and evolving industry standards while managing budgets and reporting outcomes to senior leadership.
- Assess organization-wide skill gaps through surveys, performance data, and manager input
- Design and build training curricula, e-learning modules, and instructor-led programs
- Manage and mentor a team of trainers, facilitators, or instructional designers
What's inside the document.
One-paragraph plain-English explanation of the role's outcome and scope.
9 responsibilities phrased the way the work is actually done.
4 qualifications a candidate must have to perform on day 30.
3 qualifications that would make a candidate excellent in year two.
6 skill chips you can copy directly into your ATS.
VP of Human Resources
A complete document set.
- Word document (.docx) — fully editable
- PDF — signature-ready
- Google Docs — one-click copy to your Drive
- 12 months of updates to this document
- Commercial-use licence for internal and client work
The work, not the title.
- Assess organization-wide skill gaps through surveys, performance data, and manager input
- Design and build training curricula, e-learning modules, and instructor-led programs
- Manage and mentor a team of trainers, facilitators, or instructional designers
- Partner with department leaders to align training with business objectives
- Select, negotiate, and manage relationships with external training vendors and platforms
- Track training completion, engagement, and effectiveness through KPIs and feedback
- Administer the learning management system (LMS) and training budget
- Ensure compliance training programs meet regulatory and company policy requirements
- Report training outcomes and ROI to senior leadership
Required — and what would make a candidate excellent.
- Bachelor's degree in Human Resources, Organizational Development, Education, or related field
- 5+ years of experience in training, learning and development, or HR
- Experience designing curricula and managing learning management systems
- Strong facilitation, presentation, and project management skills
- Certified Professional in Learning and Performance (CPLP) or similar credential
- Experience with instructional design methodologies (ADDIE, SAM)
- Background in change management or organizational development
Eight steps from download to publish.
- 01Open the Training and Development Manager job description in Word or your one-click Google Docs copy.
- 02Replace placeholders for company name, reporting line, and location with your specifics.
- 03Tighten the summary to one paragraph that names the team's outcome, not just the role.
- 04Edit the responsibilities to match the actual scope of the seat — aim for 6 to 8 items, not 12.
- 05Separate required qualifications from preferred. Required is what a candidate must have to do the work on day 30; preferred is what would make them excellent in year two.
- 06Add salary range guidance using BLS, Payscale, or your own band data — do not copy generic figures.
- 07Have the hiring manager and one peer read it. Cut anything that wouldn't survive a candidate question.
- 08Publish to your ATS, intranet, and external careers page.
The right document at the right moment.
Use this Training and Development Manager job description any time you are opening or reopening a seat at this level. The senior band sets the calibration — copy the document, tighten it to your specific scope, and circulate to the hiring panel before the first interview.
The reporting line (VP of Human Resources) and skills list are starting points. Override either if your org structure or stack differs from the norm — the template is a draft, not a contract.
Honest answers before you download.
- What's the difference between a training and development manager and a training coordinator?
- A training and development manager sets strategy, owns the budget, and manages staff, while a training coordinator handles logistics, scheduling, and day-to-day program delivery under that manager's direction.
- Does this role require an instructional design background?
- It helps but is not always mandatory; many employers prioritize leadership and program management experience and pair the manager with instructional designers on their team.
Other documents in this neighbourhood.
Training Manager
A training manager designs, delivers, and evaluates employee development programs that build skills and support organizational goals.
Training Coordinator
A training coordinator organizes and administers employee learning and development programs, from scheduling sessions to tracking completion and compliance.
HR Manager
An HR Manager runs the people function for a team or business unit — recruiting, employee relations, performance, compensation, and the day-to-day HR operation.
This Training and Development Manager job description is a professionally drafted starting point for your hiring process and is not legal advice. Hiring practice varies by jurisdiction (e.g. pay-transparency laws differ across US states and AU jurisdictions). Adapt this document for your specific location and have employment counsel review any clauses you add before publishing. Salary varies by region, employer type, and experience. Reference BLS or current industry surveys for ranges. Full disclaimer.