The job of Learning & Development Manager is often seen as a back-office function: administrative management of the training catalogue, schedules, enrolments, etc. But training has changed a lot in recent years. However, as training has evolved considerably in recent years, this role has become more strategic, more complex and more versatile.
So the question very quickly arises: what skills do we need to develop to meet today’s challenges? Between digitalisation, reforms and new business expectations, the role of training manager is also changing rapidly.
In this article, we’ll help you to get a clearer picture of the tasks involved, the key skills you need to master and the ways in which you can progress as a corporate training manager.
Key tasks of the L&D manager in 2025: what is really expected of you.
For a long time confined to managing training plans, the job of training manager is now taking on a new dimension.
The training manager is now a player in the transformation of organisations, with missions that touch on both strategy and operations.
They are expected to :
- Identify skills requirements by business line, team or strategic issue,
- Design engaging, flexible and personalised training programmes,
- Work closely with HR, managers and external partners,
- Master the regulatory framework (CPF, OPCO, Qualiopi, etc.),
- Managing a team: trainers, educational engineers and designers, project managers, etc.
- Measuring the impact of training on business performance.
In short, this is a job that combines strategic vision, operational efficiency and regulatory agility.
Technical skills of the training manager: the essentials to master
The job of training manager requires a solid foundation of technical skills. Here are the essentials.
Training engineering
You need to know how to translate a skills requirement into teaching objectives. Design courses with content, formats, duration and assessment methods tailored to the target group(s) of learners.
The training manager becomes a true educational architect, with both an overall vision and a detailed view of the content proposed.
Digital tools: LMS, TMS and blended learning
Today, it is difficult to implement a training strategy without dedicated digital tools. The training manager must :
- Manage an LMS platform,
- Deploy blended learning programmes (classroom-based + digital),
- Monitor courses, relaunch and automate,
- Analyse data (enrolments, commitment, completion, etc.),
- Keeping abreast of the latest regulatory and financial developments.
In some business sectors, mastery of the legal framework and funding sources (CPF, OPCO, Qualiopi, etc.) is essential.
The training manager must be able to manage an effective, financed and compliant skills development plan.
Training project management
Plan, coordinate and deliver. The training manager often manages several projects at once, working with different business lines and contacts.
Data-driven analysis and management
Monitoring KPIs, producing reports, measuring impact. The data-driven approach is becoming the norm.
Training marketing
Training marketing has become a key skill to master if you want to create truly engaging training programmes. In addition to content, which can be entirely relevant, mastering marketing skills will help to arouse and maintain the interest of learners throughout their training course.
If you would like to learn more about training marketing, our partner Anne-Marie Cuinier offers a wide range of resources, including a 6-module eLearning course.
Artificial intelligence
It’s hard to miss out on this skill these days. Artificial intelligence can help training managers in many ways. It goes far beyond content creation.
Soft skills for L&D managers: the human qualities that make all the difference
Tools are not enough. What makes the difference is also your attitude and your human qualities.
Active listening
Understand the real (and often poorly formulated) needs of the business and its teams, so you can build relevant and effective training plans.
Teaching skills
Explaining simply, inspiring a desire to learn, involving learners and stakeholders in their training programme.
Anticipating change
Systems, professions, technologies: everything changes. The training manager is always on the alert to anticipate needs.
Rigorous organisation
This is a multi-tasking job that requires great organisational rigour.
Cross-functional leadership
You need to be able to influence, convince and align the players around training priorities and make the case to senior management for the impact of training on the business.
Accessing or progressing towards the post of training manager
Whatever your background, there are several routes to this position.
– Do you come from an HR or training background?
You certainly have the basics. You just need to build up your data, digital and strategic management skills.
– Are you looking to retrain?
There are a number of options available:
- Masters in HR or training engineering
- Professional certificates
- Short courses in digital, regulation, project management, training marketing, AI, etc.
– Already in a job?
Continue to develop your skills in three major areas:
- Digitalisation (blended, AI, LMS, etc.)
- Regulations (CPF, VAE, Qualiopi)
- Data-driven management (KPIs, ROI, dashboards)
Trends to follow to stay at the cutting edge
The job of training manager is changing fast. Here are the key trends to keep an eye on.
High-speed digital learning
Microlearning, gamification, adaptive learning: formats are changing, and so are expectations.
Data-driven training
The logic is no longer to train “for the sake of training”, but to prove the impact on employee performance, commitment and employability.
Hyper-customisation
Generic courses are no longer enough. To commit to a training programme, you need tailor-made solutions, adapted to each profile and its needs.
Certifying training and employability
Increasingly, companies are investing in courses leading to qualifications in order to secure career paths.
Cultural transformation
Training is becoming a lever for managerial and organisational transformation.
To sum up: the skills to aim for
Technical skills
- Educational engineering
Digital tools (LMS, TMS, blended, etc.)
Mastery of regulatory systems
Data-driven management (KPIs, ROI, etc.)
Training marketing
Artificial intelligence
Soft skills
- Active listening
Leadership without direct authority
Solid organisation
Strategic vision and pedagogy
The role of the L&D manager is no longer limited to administration. It’s strategic, committed and at the heart of the transformation of skills. It’s an all-encompassing job, with an impact that’s constantly evolving.
And if you’re a training manager, save time on the operational side and concentrate on the strategic side with the right LMS.
