L&D Officer / Advisor - Hire or get hired
Your complete guide to the L&D Officer / Advisor Role: Duties, salary & hiring tips
Purpose of the L&D Officer / Advisor
The L&D Officer assists in the coordination and delivery of learning and development programs, ensuring smooth logistics and positive learner experiences.
L&D Officer / Advisor's duties and responsibilities
• Coordination:
Schedule and manage logistics for training sessions and workshops.
• Support:
Assist facilitators and provide learner communication.
• Systems Management:
Maintain training records in LMS and update calendars.
• Feedback:
Collect evaluations and support program improvement.
• Reporting:
Generate training activity reports for leadership.
Schedule and manage logistics for training sessions and workshops.
• Support:
Assist facilitators and provide learner communication.
• Systems Management:
Maintain training records in LMS and update calendars.
• Feedback:
Collect evaluations and support program improvement.
• Reporting:
Generate training activity reports for leadership.
Requirements and qualifications for a L&D Officer / Advisor
• 1–3 years’ experience in L&D or HR admin roles
• Strong coordination and communication skills
• Familiarity with learning systems or databases
• Good attention to detail and organisational ability
• Ability to work across multiple teams or departments
• Strong coordination and communication skills
• Familiarity with learning systems or databases
• Good attention to detail and organisational ability
• Ability to work across multiple teams or departments
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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.
