Training and Development Manager Job Description Template

-Assess Training Needs & Plan Programs: Proactively assess employee skill gaps and training needs by analyzing performance data and consulting with department managers. Develop an annual training plan or calendar that aligns learning priorities with business goals and addresses compliance requirements and strategic initiatives. -Design & Develop Learning Content: Create or curate effective training materials (slides, manuals, e-learning modules, videos) tailored to the organizations needs. Ensure content follows adult learning principles and is engaging, relevant, and accessible (e.g. bite-sized online modules for hybrid teams). When needed, source appropriate third-party courses or vendors and customize them for the company. -Deliver and Facilitate Training: Organize and conduct training sessions both in-person and virtual such as workshops, lunch-and-learns, webinars, and on-the-job coaching. Adapt delivery methods (online, classroom, hands-on) to suit diverse learning styles and a hybrid workforce. Often acts as the instructor or facilitator, especially for orientation and in-house training, while also coaching department trainers or subject-matter experts on effective teaching techniques. -Coordinate Logistics & Tools: Handle end-to-end program logistics, including scheduling sessions to fit operations, booking or setting up training venues/virtual meetings, preparing equipment or materials, and managing invites and reminders. Administer the Learning Management System (LMS) or tracking system to enroll participants and monitor progress. Ensure remote and on-site employees can equally participate (record sessions, use video conferencing, etc.). -Monitor Participation & Compliance: Track training attendance and completion, especially for mandatory courses (safety, compliance). Follow up with employees and managers to achieve full participation for example, sending reminders via email/Slack and coordinating make-up sessions. If employees or managers are reluctant to make time for training, work with them to address scheduling conflicts or emphasize the trainings importance (in SMBs, flexibility is key to accommodate busy teams). -Evaluate Training Effectiveness: Measure and report on training outcomes to ensure programs are delivering value. Collect feedback from trainees (surveys, quizzes, discussions) and observe on-the-job improvements. Analyze results against key performance indicators e.g. improvements in sales or quality metrics post-training, quiz scores, completion rates. Prepare summary reports for management showing training impact and ROI (a common challenge is quantifying this). Use the findings to update and improve training content or methods continuously. -Manage Training Budget & Vendors: Develop and manage the training budget, keeping costs within SMB constraints. Prioritize high-impact, cost-effective training solutions (e.g. free online courses, internal experts) and negotiate with external training providers for group discounts or value adds. Oversee vendor relationships for any outsourced training, LMS subscriptions, or content libraries, ensuring the company gets appropriate quality and service for the money. -Support Employee Development & Onboarding: Lead the new hire onboarding training to accelerate integration of new employees (company orientation, basic job training). Coordinate mentorship or cross-training opportunities, and provide resources for individual development plans. In an SMB, the Training Manager often wears a career development hat coaching employees on growth opportunities and organizing workshops or lunch sessions on soft skills, leadership basics, etc., to build internal talent pipelines.

Communication: Exceptional communication skills both in writing and speaking. Can draft clear instructional content and friendly, professional emails. Comfortable presenting to groups of varying sizes and tailoring message to audience (front-line staff vs. executives). Also practices active listening to understand employee and manager feedback.

Interpersonal & Collaboration: Approachable and able to build trust across the organization. Works well with department managers, SMEs, and executives to collaboratively develop training that truly addresses needs. Empathy and patience when coaching learners; able to give constructive feedback and encouragement.

Analytical & Critical Thinking: Able to think critically about what training is needed and whether its working. For example, can assess if a performance issue is due to skill gaps or other factors, and decide on the appropriate solution. Continuously evaluates and tweaks programs for improvement rather than accepting the status quo.

Adaptability: Flexible and creative in approach can adjust training plans on the fly if priorities change or if a method isnt engaging people. Embraces new learning technologies or methodologies and adapts content for a hybrid/remote workforce when needed.

Organization & Attention to Detail: Highly organized in scheduling and record-keeping. Keeps meticulous training records, follows up on loose ends (like missing coursework), and ensures materials are accurate (dates, facts, names) to maintain credibility.