The Learning & Development team is focused on improving the everyday experience of our associates. We design and deliver learning programs to guide and support employees' career paths inside , and implement improvements that make a real difference for both our workers and our customers.
This team aims to spark a revolution in the way training is provided. It has a deep understanding of the core Operations tasks that drive employee satisfaction. We develop Operations leadership and associates by helping them build stronger relationships with teammates and achieve better performance results.
Trainers coordinate and execute training for all process paths in Fulfillment Centers. They focus on improving the effectiveness and implementation of learning programs, partnering with Operations to highlight training gaps. They also supervise instructors and peer trainers during sessions with new hires.
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Learning Specialists develop and audit training plans, help recruit and train instructors, and manage and support them with their career development. Working with the learning team and other stakeholders, they use data analysis to identify areas for continuous improvement.
Learning Managers lead and develop teams of Trainers and Learning Specialists and own training programs at Operations sites. They coach team members and facilitate management skill development opportunities by creating effective partnerships with other learning teams to share best practices.
Learning Business Partners focus on planning, developing, and evaluating all training initiatives, working closely with the senior team and ’s central leadership functions. They build, identify, and align individual leadership development plans, creating a catalogue of learning content according to business needs.
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Regional Learning Managers develop and lead teams of Learning Managers that support a specific region. They ensure that standard onboarding and training programs are implemented in all regional Fulfillment Centres. They also partner with leaders in other regions to identify, pilot, and implement opportunities for new digital learning solutions.
Franziska joined in 2020 and is currently a Learning Manager at our site in Frankenthal. She oversees the day-to-day operations of the learning organisation within the Fulfillment Center. Since she joined, she's had the opportunity to support site performance in Germany, and also participate in larger European network initiatives.
Her team of training specialists has made positive impacts on key business metrics including safety, quality, and customer experience. She feels that the numerous opportunities at have allowed her to grow as an individual, and to explore varied and exciting new areas of work.
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Adriano joined in 2020 as a Learning Manager in San Salvo. He draws on his background in design and psychology to simplify learning journeys, create more engaging activities for onboarding, and integrate employee suggestions in a continuous improvement cycle .
Since the COVID pandemic, Adriano has been implementing a more thoughtful usage of e-learning, putting people’s safety first while pursuing effective learning experiences. He likens working for to living a dream. If you back your ideas with enough data on expected benefits, he says, everyone in the company, at all levels, will do everything to support you in making it happen. It is not uncommon to have an idea and to see it going live in few months, which is mind blowing for a company of ’s size.
Greta joined in August 2021 as a Learning Specialist to support the launch of our site in Bergamo, Italy. She manages a team of trainers who execute learning offerings to employees, and collaborates with Operations to ensure customer needs are met. Greta feels that working for the L&D team has given her the opportunity to explore the culture and principles of , and discover what is behind the scenes when parcels are delivered to her doorstep. She is also a proud member of Gl Italy, our LGBTQIA+ affinity group, and enjoys supporting their events and workshops.
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Tomáš began his journey in July 2015 as an Area Manager in the Czech Republic. After holding numerous roles within Operations, he joined the L&D team in September 2019 as a Learning Manager in Slovakia. In April 2020, he transitioned to a Regional Learning Business Partner role, and started running European-wide projects like the creation of standardised training materials for the EU Operations network. I'm the perfect example of the kind of career growth that employees can experience, he says.Learning and development jobs come in all sizes and forms. Increasingly, companies want to ramp up their learning and development efforts – and for good reason. Rapid technological developments and an aging workforce create a significant skills gap that needs to be closed.
As a result, many organizations will have to change or update the skills and competencies of their workforce. Part of this will take place through the upskilling of people via, for instance, the company’s learning and development (L&D) programs. But creating an L&D program that meets your organization’s specific training needs entails more than just buying a learning management system (LMS).
In this article, we’ll highlight 4 key learning and development jobs. These employees will champion learning and development in the company.
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Regardless of the exact role, learning and development jobs all have certain characteristics in common. We can look at the definition of learning and development to distinguish several of these characteristics:
Whether you’re an L&D specialist, manager or director, your work will be based on an analysis of training needs that will result in a strategy. This analysis includes the short and long-term goals of the organization and defining the training needs that will help the company realize its business goals. It also involves a skills gap analysis.
The results of this analysis will lead to the creation of an L&D strategy – and it’s this strategy that will serve as the guide (or should we say bible?) to your L&D role; learning materials will be created based on it, as will personal L&D plans for employees, changes in the company’s business goals may lead to changes in the L&D strategy, etc.
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Yes, this may seem obvious but sometimes it’s the most obvious things we forget about. If you’re working in the L&D space, a strong interest (not to say passion) for learning and development is something that is required regardless of your specific function.
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Learning and development jobs aim to help people develop themselves. As such, when you’re working in L&D, this is what makes you tick. You’re always thinking of new ways to improve people’s skills and competencies and seeing people – and the organization – grow as a result of your efforts is what drives you.
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Alright, since we’ve looked at some of the characteristics that all learning and development jobs have in common, we can now take a closer look at 4 of those L&D roles.
The learning and development specialist, also referred to as a training and development specialist often has an operational role. They design, conduct, and organize training programs to improve employee performance and ensure organizational productivity.
The exact shape of the role will vary but the emphasis usually lies on the design and implementation of training programs, including the delivery and facilitation of those programs. Being a learning and development specialist usually also involves the creation of content for various types of training. Think for instance of participant materials, videos, practical exercises, and interactive eLearning.
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Key skills and knowledge for L&D specialists include communication skills, proficiency in eLearning, in-depth knowledge of various learning management systems and project management. Learning and development specialist salary (US & UK)
Salaries will vary depending on specific duties, level of seniority, company size, and location. In the US, the average learning and development specialist salary lies around $ 60, 000, according to PayScale.
In the UK, compensation for L&D specialists tends to be lower. The average learning and development specialist salary there is slightly below 30, 000 GBP, also according to PayScale. Learning and development manager
Learning And Development
The learning and development manager plays a critical role in the day-to-day learning and development activities of an organization. They coordinate all L&D activities, partner with business managers, other members of the L&D department, and HR.
Among (many) other things, L&D managers track budgets and negotiate contracts with third-party training providers. They report into the director of learning and development – or the head of HR – and act as the go-to person within the organization for anyone who has questions about the company’s L&D programs.
Key skills and knowledge include a strong ability to collaborate and communicate, budgeting skills and an understanding of corporate finance, the ability to analyze and solve problems and of course management skills. Learning and development manager salary (USA & UK)
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A learning and development manager salary will depend on specific duties, level of seniority, company size, and location. In the US, an entry-level L&D manager can expect to earn around $62, 000 while someone mid-career will earn around $73, 000, according to GetSmarter.
In the UK, and also according to GetSmarter, a budding L&D manager will have an average salary of 36, 000 GBP and can expect to touch 40, 000
