Also known as… Learning and development manager (more often in public sector organisations), training manager, or training and development manager, or some variation. Broadly speaking, the core function of the role will be very similar.
What is involved… The nature of your role will be heavily dependent on the industry in which you work, and your level of responsibility and the variety of your work will depend on the type and size of your employer. Generally, you will be responsible for the co-ordination, development, management and effective delivery of all staff training and development requirements. This is likely to include undertaking training needs analyses, designing, delivering and evaluating training programmes in line with organisational, strategic and operational goals; and managing outsourced training providers.
What you need to succeed… Three to five years’ training and development experience is essential. It is helpful if this was gained in an HR environment, but it is not always essential. Similarly, generalist HR experience and Chartered Institute of Personnel and Development qualifications are often desirable, but may not be essential to all employers if a candidate can demonstrate a strong track record in training and development. Experience in developing assessment and evaluation tools or in negotiating and managing external training contracts could prove highly relevant. Effective communication and interpersonal abilities are essential, as are strong IT and negotiation skills.
Prospects are… Very good, both within training and HR, where it is possible to move onwards and upwards into more senior management. There will also be the option to move into related work, such as more generic HR management roles, or into lecturing within further or higher education. Lucrative opportunities also exist within consultancy.