L&D Manager / Business Partner - Hire or get hired
Your complete guide to the L&D Manager / Business Partner Role: Duties, salary & hiring tips
Purpose of the L&D Manager / Business Partner
The L&D Manager develops and delivers strategic learning programs that support workforce capability, leadership development, and employee engagement across the organisation.
L&D Manager / Business Partner's duties and responsibilities
• L&D Strategy:
Design and implement development frameworks aligned to business goals.
• Program Delivery:
Lead training programs including leadership, compliance, and onboarding.
• Stakeholder Engagement:
Partner with leaders to assess development needs.
• Evaluation:
Track training effectiveness and provide improvement recommendations.
• Systems:
Manage LMS and ensure learning records are up to date.
Design and implement development frameworks aligned to business goals.
• Program Delivery:
Lead training programs including leadership, compliance, and onboarding.
• Stakeholder Engagement:
Partner with leaders to assess development needs.
• Evaluation:
Track training effectiveness and provide improvement recommendations.
• Systems:
Manage LMS and ensure learning records are up to date.
Requirements and qualifications for a L&D Manager / Business Partner
• 5+ years’ experience in learning and development roles
• Experience designing and delivering training programs
• Strong stakeholder engagement and facilitation skills
• Proficiency in LMS systems and reporting tools
• Project management and change capability
• Experience designing and delivering training programs
• Strong stakeholder engagement and facilitation skills
• Proficiency in LMS systems and reporting tools
• Project management and change capability
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Human Resources Market Update
HR professionals continue to navigate evolving workplace expectations, with employee experience remaining a key priority. Flexibility, work-life balance, and leadership style are top considerations for job seekers, reinforcing the need for organisations to offer compelling benefits and development opportunities. In 2025, 73% of HR leaders prioritise enhancing employee experience, while 67% focus on leadership development and 54% on learning and development. AI is beginning to reshape HR functions, particularly in talent acquisition (25%) and learning and development (19%), though nearly half (46%) report no significant impact yet.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
