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How to write a training and development manager job description


Hiring the wrong training and development manager can spell trouble for your business. It can lead to ineffective training programs, increase skills gaps among employees, and stifle your company’s growth and competitive edge. 

A great job description is the first step toward reducing these risks, as it boosts your chances of attracting the right talent for the job. 

That being said, crafting an effective job description for a training and development manager is no small feat. If you’re not clear enough, you can find yourself sifting through a flood of applicants with either training or development expertise but not both – or those who are technically experienced but not in your specific industry.  

In this article, we’ll show you how to write a training and development manager job description that will perfectly capture the essence of the role and help you attract the cream of the crop.

What is a training and development manager?

A training and development manager is an HR professional who creates and implements skills, knowledge, and career enhancement programs for a company’s employees. 

Their key duties include:

  • Assessing learning and development needs within the organization.

  • Designing training curricula and materials.

  • Organizing and implementing training sessions, workshops, and seminars.

  • Developing and managing development programs such as leadership development, mentorship, and diversity, equity, and inclusion (DEI) programs. 

  • Managing training and development budgets. 

  • Monitoring and evaluating training and development programs’ effectiveness.

  • Keeping up with the latest training and development trends and best practices.

Overall, training and development managers are crucial to company success and employee development, satisfaction, and retention.

Key skills to look for in training and development managers

Below are some essential skills to look for in training and development manager candidates.

Hard skills

  • Training and instructional design. This is crucial for creating engaging and effective training materials and sessions that cater to various learning styles.

  • Curriculum development. This skill enables managers to create training programs tailored to diverse employee and company needs. For example, your manager might create a sales training curriculum that improves negotiation tactics.

  • Industry experience can provide the manager insights into specific challenges and training needs, ensuring more relevant and impactful training programs. 

  • Knowledge of compliance training. This helps training and development managers ensure their organization complies with legal and industry-specific training requirements.

  • Learning management systems (LMS) expertise allows for efficient administration of online training programs and tracking of employee progress.

  • Data analysis helps managers evaluate training programs’ effectiveness by analyzing feedback and performance metrics to identify areas for improvement.

  • Budgeting aids managers in effectively allocating resources to ensure training programs are cost-effective and impactful.

Soft skills

  • Communication skills. Strong verbal and written communication skills help effectively convey training objectives, instructions, and feedback to employees and stakeholders.

  • Leadership skills enable training and development managers to inspire and motivate employees to engage in development programs and apply new skills.

  • Adaptability is essential for updating training programs to reflect new industry trends, technologies, and methodologies.

  • Empathy. This skill is important for understanding employees’ diverse learning needs and preferences and fostering an inclusive training environment.

  • Organizational skills. These enable the manager to plan, prioritize, and execute training programs efficiently, keeping projects on track and within budget.

How to write an effective training and development manager job description 

Follow these three best practices to write a solid training and development manager job description that will bring the right candidates to your company. 

1. Detail industry-specific experience 

Clearly explain whether candidates are required to possess deep knowledge and experience within your industry. This ensures the training and development manager can tailor programs to specific sector needs. 

For example, a manager in the healthcare industry should be familiar with HIPAA rules and compliance training needs. If you don’t emphasize this, you might hire a manager who is capable of basic training practices but lacks the insight to address the nuanced requirements critical to your industry's success.

2. Specify language and cultural nuances

Highlight the need for candidates to demonstrate sensitivity to and expertise in navigating language and cultural nuances required for cross-cultural recruitment. This skill is particularly important in multinational companies or those with diverse employee demographics, as it ensures the manager can make training inclusive and meaningful for all employees. 

For instance, say the majority of your company’s workforce is native Spanish-speaking. Omitting the need for fluency in Spanish from the job description can result in a barrage of unqualified applicants who don’t meet this essential requirement for the position. 

3. Provide clarity on the level of employees targeted

Specify which level of employees the training and development manager will mainly target. Will they focus on entry-level skill-building, mid-career development, or executive leadership training? 

Without this specificity, there’s a risk of mis-hiring for the role. For example, a candidate skilled in nurturing high-potential leaders might not be the best fit for a role focusing on onboarding new hires.

Training and development manager job description template 

Ready to craft your listing and attract qualified candidates? Here’s a job description template you can customize and use for your training and development manager position. 

1. Company introduction

Provide a summary of your company, specifying the products and services it provides and the industry it operates in. Highlight any significant achievements, such as industry awards, and what distinguishes your organization from other competitors in the field. 

2. Benefits of working with [your company]

Describe the advantages of joining your team as a training and development manager. Highlight financial benefits, including competitive salaries and performance-based incentives, alongside non-monetary ones like flexible scheduling options, pathways for career progression, and access to ongoing professional development opportunities.

3. Training and development manager job brief

[Company name]

Job Title: [Training and development manager]

Reports to: [For example, head of HR]

Position type: [For example, full-time or part-time]

Location: [Remote, hybrid, on-site, or address]

[Salary and benefits details]

Responsibilities and duties

  • Assess organizational training needs through surveys, interviews with employees, or consultations with managers, aligning these needs with overall business strategies.

  • Design, develop, and implement effective training and development programs that enhance employee skills and knowledge, addressing specific industry challenges.

  • Customize training materials and methods using innovative approaches to cater to diverse learning styles and job functions.

  • Manage and optimize the use of learning management systems (LMS) to deliver and track employee training outcomes.

  • Evaluate the effectiveness of training programs, using metrics and feedback to continually refine training strategies and improve ROI.

  • Oversee the company’s training and development budget, ensuring efficient resource allocation.

Skills and qualifications

Required skills and experience

  • Bachelor’s degree in human resources, education, organizational development, or a related field.

  • Proven experience in designing and implementing comprehensive training and development programs within [your industry].

  • Strong proficiency in learning management systems (LMS) and e-learning platforms.

  • Excellent analytical skills to assess training needs and measure program effectiveness.

  • Demonstrated ability to manage budgets and resources effectively.

Preferred skills and experience

  • Master’s degree in a relevant field, such as education, technology, or business administration, with a specialization in human resources.

  • Certifications in HR or training and development such as CIPD (Chartered Institute of Personnel and Development).

3 mistakes to avoid when writing a job description for training and development managers 

When crafting a job description for your next training and development manager, be sure to avoid the three pitfalls mentioned below that might prevent you from attracting the best talent.

1. Not mentioning soft skill requirements

Omitting soft skills such as effective communication, leadership, and empathy can lead to hiring a candidate who excels in technical aspects but falls short in engaging and motivating the team. For instance, a manager might be adept at creating training materials but unable to inspire employees to learn and apply new skills. 

2. Ignoring technological proficiency

If your job description fails to specify the technical skills candidates need, you’ll more likely attract applicants unfamiliar with the specific training platforms and software your company uses. This will increase the time it takes to get candidates up to speed and contribute to company goals. 

3. Setting unrealistic qualifications

Listing a ton of requirements might deter qualified candidates who feel they don't tick every box. To prevent this, differentiate between must-have and nice-to-have skills to widen your pool of potential candidates – without compromising on quality.

Next steps: Attract and assess training and development managers

A precise and well-written job description can help bring talented individuals through the door, but you’ll still need to sift through applications to find them. 

Instead of doing this manually, consider using multi-measure online testing with a platform like TestGorilla. Below are some recommended tests to assess your training and development manager candidates.

Job-specific skills

  • TestGorilla’s Training and Development test evaluates your candidates’ ability to create, design, implement, and assess the effectiveness of employee training and development programs.

  • The Program Management test assesses applicants’ skills in managing programs from start to end, including finances, resources, and stakeholder management.

Soft skills 

  • The Communication skills test examines applicants’ verbal and written communication skills so they can effectively communicate with employees, training vendors, and other stakeholders.

  • Our Leadership and People Management test focuses on how candidates can lead, develop, and influence others – all crucial to the training and development manager role. 

Personality and culture 

  • Have candidates take the 16 Personalities test or another personality assessment, such as the Enneagram or the DISC test, to see if they possess the traits and attributes needed to succeed as a training and development manager. 

  • Use TestGorilla’s Culture add test to see if candidates’ values and working practices align with those of your company and how they can contribute to your company culture.


Looking for more information? Check the answers to these frequently asked questions.

What is the salary for a training and development manager? 

The salary for a training and development manager varies by industry and the target employees’ level within an organization. However, according to Glassdoor, the average salary in the US ranges between $81,000 and $126,000.

What’s the difference between training and development? 

Training involves equipping employees with the necessary skills and knowledge for their current positions, using targeted programs to meet immediate job demands. Development focuses on employees’ long-term growth and career progression, including preparing them for leadership roles within the company.

Hire the best training and development managers with TestGorilla

Hiring an unsuitable training and development manager can harm your organization's learning initiatives and stunt employee growth. This is why it’s essential to write a job description that details the specific responsibilities and qualifications required for the role, ensuring you attract qualified applicants.

You can then shortlist candidates by using a talent assessment platform like TestGorilla. We offer a range of skills tests designed to measure candidates’ role-specific capabilities, soft skills, and personality traits relevant to the position. This way, you can objectively hire a training and development manager – or any other professional – who is qualified and capable of pushing your business forward.

Sign up for a free TestGorilla account or schedule a live demo with a member of our team today.


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