Training and Development Specialist job description.
A training and development specialist plans and manages employee learning programs that build skills, support career growth, and align with organizational objectives. They combine needs assessment, curriculum design, and program evaluation to deliver both immediate skills training and longer-term development initiatives such as leadership programs. The role partners with HR and department leaders to build a culture of continuous learning.
The Training and Development Specialist 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 Specialist Reports to: Training Manager or Director of Learning and Development
A training and development specialist plans and manages employee learning programs that build skills, support career growth, and align with organizational objectives. They combine needs assessment, curriculum design, and program evaluation to deliver both immediate skills training and longer-term development initiatives such as leadership programs. The role partners with HR and department leaders to build a culture of continuous learning.
- Conduct organization-wide training needs assessments and skills gap analyses
- Design and implement employee development programs, including leadership and career-path training
- Develop curricula, learning objectives, and training materials for varied delivery formats
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.
5 qualifications a candidate must have to perform on day 30.
2 qualifications that would make a candidate excellent in year two.
6 skill chips you can copy directly into your ATS.
Training Manager or Director of Learning and Development
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.
- Conduct organization-wide training needs assessments and skills gap analyses
- Design and implement employee development programs, including leadership and career-path training
- Develop curricula, learning objectives, and training materials for varied delivery formats
- Facilitate workshops, e-learning, and blended learning programs
- Partner with department leaders to align training with business and performance goals
- Manage the learning management system, including content uploads and completion tracking
- Evaluate program effectiveness using metrics such as engagement, retention, and performance outcomes
- Coordinate with external vendors or consultants for specialized training delivery
- Support succession planning through targeted development initiatives
Required — and what would make a candidate excellent.
- Bachelor's degree in human resources, organizational development, or related field
- Experience designing and managing employee training and development programs
- Strong project management and stakeholder communication skills
- Familiarity with learning management systems and e-learning tools
- Ability to measure and report on training program impact
- Certification in training and development (e.g., ATD, SHRM) or instructional design
- Experience building leadership development or succession planning programs
Eight steps from download to publish.
- 01Open the Training and Development Specialist 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 Specialist job description any time you are opening or reopening a seat at this level. The mid 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 (Training Manager or Director of Learning and Development) 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.
- How does this role differ from a training specialist?
- A training and development specialist typically has a broader scope, covering longer-term career and leadership development in addition to standard skills training delivered by a training specialist.
- What tools does a training and development specialist typically use?
- Most use a learning management system (LMS) to deliver and track training, along with authoring tools for e-learning content and survey tools for needs assessments.
Other documents in this neighbourhood.
Training Manager
A training manager designs, delivers, and evaluates employee development programs that build skills and support organizational goals.
HR Specialist
An HR specialist manages a focused area of human resources such as recruiting, benefits, or employee relations, applying subject-matter expertise to support the workforce.
Instructional Designer
An Instructional Designer creates effective learning materials and training programs for corporate, academic, or online audiences.
This Training and Development Specialist 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.