Understanding L&D and adjacent roles

Contents

Learning and Development (L&D) is supported by a wide variety of roles spanning education, design, technology, data, operations and strategy. While some roles sit squarely within L&D, many adjacent and transferable roles contribute specialist skills that enable modern learning experiences.

Increasingly, L&D roles require digital capability, whether that means using authoring tools, managing learning platforms, analysing data, or collaborating with technical specialists. Understanding the range of roles involved helps organisations plan capability, design effective teams, and deliver better learning outcomes.

Digital and data skills and knowledge can include understanding concepts, determining how to apply a standard or knowing how to use an industry application.

In a typical office setting, the average worker is now required to interact with multiple digital applications throughout the course of their day. What differs is the level of proficiency and specialisation, which will vary based on what is required for a role within the context of the team’s overall capabilities.

Why is it important?

Many different roles contribute to the planning, development and delivery of learning services. Many staff will have mixed roles and duties across different categories, and scope of role or level of specialisation will likely be determined by the size of the agency and the extent to which its L&D function is centralised or decentralised.

Staff in different roles may work together as part of a multidisciplinary team (MDT), either within a single team or working across other line areas. In some instances, specialised skills may need to be brought in through labour hire.

Learning in the APS takes place through many different modes within diverse contexts. Depending on their organisation and role, learners may need to complete eLearning modules at their desk, attend workshops in person, or do training out in the field. Therefore, the roles and support required for the L&D function can look very different across different agencies.

A strong understanding of L&D and adjacent roles can help to:

build multi-disciplinary teams aligned to outcomes
improve collaboration between learning, business and digital functions
ensure learning solutions are scalable, accessible and sustainable.

What are the benefits of understanding different roles?

Supports effective collaboration between content experts, designers, developers and platform administrators.
Ensures clear responsibilities, access requirements and accountability across the learning lifecycle.
Enables the right people to create, manage and maintain digital learning experiences efficiently.
Improves quality, consistency and responsiveness through clearer ownership and streamlined processes.

Suitable for

L&D staff, particularly learning designers, content creators, facilitators and subject matter experts.

Roles that support learning strategy, management and evaluation

Role	Description	L&D or adjacent role	Typical digital and data skill requirement
L&D Manager	Oversees all the different roles required to develop and implement the organisational learning strategy for capability uplift.	L&D	Digital skills are useful Basic office applications are used Proficiency with specific applications may be required
Portfolio Manager	Oversees the development and execution of a collection of programs, projects and related activities that implement the strategic intent of an organisation.	Adjacent	Digital skills are useful
Program Manager	Coordinates the delivery of multiple related projects and other change activities, which may include business-as-usual activities.	Adjacent	Digital skills are useful
Project Manager	Responsible for planning, coordinating between teams and delivering projects within agreed scope, schedule, budget and quality requirements.	Adjacent	Digital skills are useful
Learning Solutions Architect or Learning Solutions Consultant	Defines business objectives and recommends learning technology solutions.	L&D	Digital skills are useful Basic office applications are used Proficiency with specific applications may be required
Technology Lead or Learning Technology Lead	Guides the adoption and use of technologies. If they have specific expertise in learning technology, they may be referred to as a Learning Technology Lead.	L&D or adjacent	Digital role
Business Analyst	Analyses business needs, processes and requirements to inform improvements and organisational change.	Adjacent	Digital and data skills and knowledge are useful
Digital Strategy Manager	Develops and executes digital technology strategies to achieve organisational objectives.	Adjacent	Digital role
Enterprise Architect	Provides strategic oversight of an organisation’s information systems, business processes and technology infrastructure.	Adjacent	Digital role
Digital Consultant	Provides specialist advice on digital initiatives, service design, technology adoption and organisational transformation.	Adjacent	Digital role
Systems Integration Specialist	Designs and implements solutions that ensure systems, applications and data across the organisation are compatible and cohesive.	Adjacent	Digital role
Survey and Evaluation Specialist, Survey and Evaluation Analyst, or Learning Evaluation Analyst	Evaluates effectiveness to drive improvements. If they have specific expertise in learning data, they may be referred to as a Learning Evaluation Analyst.	L&D or adjacent	Data role
Data Analyst	Leads the design, analysis and delivery of relevant, trusted and objective statistics and data-related insights.	Adjacent	Data role
Analytics Specialist	Applies advanced analytical techniques to evaluate performance, identify trends, and support evidence-based decisions.	Adjacent	Data role
Human Resources Manager (HR Manager), HR Officer or HR Advisor	Provides services relating to workforce management, recruitment, employee relations and workplace culture.	Adjacent	Digital skills are useful Data skills are useful Basic office applications are used
Workforce Planner	Analyses and forecasts workforce capacity and capability against future requirements to support effective planning and talent management.	L&D or adjacent	Digital skills are useful Data skills are useful Basic office applications are used
Organisational Performance Consultant	Identifies opportunities to improve organisational effectiveness, workforce performance and service outcomes.	Adjacent	Digital skills are useful Data skills are useful Basic office applications are used
Relationship Manager	Engages with external stakeholders to develop and maintain important relationships and long-term partnerships.	Adjacent	Digital skills are useful Data skills are useful Basic office applications are used

Roles that support Learning design and development

Role	Description	L&D or adjacent role	Typical digital and data skill requirement
Learning Designer	Designs a learning solution tailored to achieving desired learning and capability outcomes. This role may encompass some or all of the design process, from gap analysis to technical development of the learning product.	L&D	May be a digital role Digital skills are useful Basic office applications are used Proficiency with specific authoring tools may be required
Instructional Designer	Builds the digital learning solution. This role may encompass some or all of the design process, from gap analysis to technical development of the learning product.	Adjacent	Digital role
Learning Experience Designer	Reviews and establishes desired learning outcomes, determines the optimal approach to achieve those outcomes, including the delivery mode, structure and timing of the learning solution, and designs the solution accordingly.	L&D	Digital skills are useful Basic office applications are used Proficiency with specific applications may be required
Subject Matter Expert (SME)	Provides specialist knowledge, validates content accuracy and may contribute examples, scenarios and may review the final learning experience for accuracy.	Adjacent	Digital skills are useful Basic office applications are used
eLearning Developer	Develops eLearning courses using authoring tools, following a plan or storyboard. These authoring tools may provide a user-friendly interface that does not require coding or advanced ICT knowledge.	L&D	Digital skills are useful Use of specific authoring tools is required
Visual Designer or Graphic Designer	Creates graphic or multimedia elements for a learning experience, combining creative and technical skills to visually convey ideas. Some may use traditional methods and then digitise the outputs.	Adjacent	Typically a digital role Digital skills are useful Proficiency with specific applications is typically required
Multimedia Designer	Creates visual, audio, video and interactive media products. May specialise in some or all of these media products.	Adjacent	Typically a digital role Digital skills are useful Proficiency with specific applications is typically required
Content Designer	Produces user-centred content to ensure it is clear, accessible and intuitive.	L&D or Adjacent	Digital skills are useful Basic office applications are used
Content Strategist	Plans and manages a content strategy to meet learning objectives and provide consistency across learning experiences.	Adjacent	Digital skills are useful Basic office applications are used
Content Writer or Technical Writer	Produces written learning content, typically translating specialised information for a learner audience.	Adjacent	Digital skills are useful Basic office applications are used
Editor	Reviews learning content for clarity, consistency of writing style, grammar, spelling, referencing and copyright information.	Adjacent	Digital skills are useful Basic office applications are used
User Experience Designer (UX Designer)	Ensures that learners have a positive experience of learning products in terms of usability.	Adjacent	Digital role
Service Designer	Designs and improves the learner’s full experience of learning from start to end, mapping every touchpoint. This can span communications, catering, travel to the venue, and so on.	Adjacent	May be a digital role Digital skills are useful Proficiency with specific applications may be required
Quality Assurance Specialist (QA Specialist), QA Analyst or User Tester	Ensures the learning experience meets quality standards, and conducts user testing.	Adjacent	Digital skills are useful
Software Developer	Designs, develops, tests and maintains software applications and systems.	Adjacent	Digital role
Web Developer	Designs, develops, tests and maintains websites and web-based applications.	Adjacent	Digital role
Virtual Reality Developer	Designs and develops immersive experiences using virtual reality (VR) and extended reality (XR) technologies.	Adjacent	Digital role
Accessibility Specialist	Provides specialist advice on accessibility, inclusive design and access requirements across products, services and environments.	Adjacent	Digital skills are useful
Digital Accessibility Specialist	Provides specialist advice on accessible digital experiences, including content, technologies and user experience (UX).	Adjacent	Digital role
WCAG Compliance Assessor	Assesses digital products, services and content against the Web Content Accessibility Guidelines (WCAG).	Adjacent	Digital role

Roles that support learning service delivery and operations

Role	Description	L&D or adjacent role	Typical digital and data skill requirement
Training Facilitator or Instructor	Delivers and facilitates learning programs, either face-to-face or in a virtual or hybrid environment.	L&D	Digital skills are useful Proficiency with specific video conferencing applications may be required Use of specific facilitation tools may be required
Coach	Supports individual development through structured coaching sessions and performance support.	L&D or Adjacent	Digital skills are useful
Mentor	Offers individual guidance, knowledge and professional development support based on personal experience and expertise.	L&D or Adjacent	Digital skills are useful
Practitioner	Provides practical workplace expertise and real-world examples to support learning.	Adjacent	Digital skills are useful
Learning Management System Administrator (LMS Administrator)	Implements, maintains and troubleshoots learning management systems or equivalent platforms. These may be off-the-shelf solutions, or have custom configurations.	L&D or Adjacent	May be a digital role Digital skills are useful Light scripting and configuration skills may be required Use of specific digital applications is required
L&D Officer	Implements and promotes learning solutions in an operational role.	L&D	Digital skills are useful
L&D Administrator	Manages administrative tasks which may include finance, budgets, procurement, record management, event management, among other tasks.	L&D	Digital skills are useful
Community Manager	Supports communities of practice and networks and knowledge-sharing networks to encourage collaboration and peer learning.	Adjacent	Digital skills are useful
Media Technician	Operates, maintains and supports a variety of audiovisual and digital media equipment.	Adjacent	Digital role
Operations Manager	Oversees operational processes and service delivery to monitor and improve performance.	Adjacent	Digital skills are useful
Booking Administrator	Coordinates bookings, scheduling, event registration and associated administrative processes.	Adjacent	Digital skills are useful
Front Desk Clerk	Provides reception services, handles enquiries, and provides administrative support.	Adjacent	Digital skills are useful
Procurement Manager	Manages an organisation’s purchasing activities. May also be responsible for contract management.	Adjacent	Digital skills are useful
Contract Manager	Develops, establishes and monitors contracts with suppliers.	Adjacent	Digital skills are useful

General Practices

Good Practice
Clearly defining roles and responsibilities at the start of learning teams and projects. Building multi disciplinary teams that combine L&D, digital and business expertise. Matching authoring tools and platforms to the skills available in house. Ensuring SMEs focus on content accuracy while designers manage learning design Including UX, accessibility and evaluation expertise early in learning design. Example: A learning program brings together an instructional designer, SME, UX designer, LMS administrator and evaluator. Each role focuses on their specialised skills, resulting in a high-performing learning solution that is accessible and learner-centred.

Good Practice

Clearly defining roles and responsibilities at the start of learning teams and projects.
Building multi disciplinary teams that combine L&D, digital and business expertise.
Matching authoring tools and platforms to the skills available in house.
Ensuring SMEs focus on content accuracy while designers manage learning design
Including UX, accessibility and evaluation expertise early in learning design.

Example:

A learning program brings together an instructional designer, SME, UX designer, LMS administrator and evaluator. Each role focuses on their specialised skills, resulting in a high-performing learning solution that is accessible and learner-centred.

Practices to avoid
Assuming one role can cover learning design, development, delivery and system administration. Treating digital and accessibility expertise as an afterthought. Overloading SMEs with learning design or technical responsibilities. Providing authoring tools without clarity on who designs, builds, reviews and maintains content. Failing to recognise transferable skills from adjacent roles. Example: An agency relies solely on SMEs to create digital learning without design or UX support. Content is accurate but difficult to navigate, poorly structured and inconsistently delivered.

Practices to avoid

Assuming one role can cover learning design, development, delivery and system administration.
Treating digital and accessibility expertise as an afterthought.
Overloading SMEs with learning design or technical responsibilities.
Providing authoring tools without clarity on who designs, builds, reviews and maintains content.
Failing to recognise transferable skills from adjacent roles.

Example:

An agency relies solely on SMEs to create digital learning without design or UX support. Content is accurate but difficult to navigate, poorly structured and inconsistently delivered.

Topics

Career pathways