Training Manager LinkedIn Profile Optimisation (L&D & Learning Platforms)

I translate business demand into a structured Training Needs Analysis (TNA) and capability map, ensuring programmes directly address role competence rather than generic training requests. To keep this operationally grounded, I run stakeholder discovery with line managers and HR, then convert findings into learning objectives, assessment methods, and rollout plans. I track delivery performance using LMS reporting in Cornerstone LMS (completion, engagement, and overdue status), and I validate impact through evaluation cycles. For continuous improvement, I compare evaluation findings against baseline KPIs such as time-to-competence and training effectiveness to decide what to refresh each quarter.

I design blended learning journeys that combine instructor-led sessions with e-learning modules, typically targeting a 40% e-learning mix for scalability and consistency across sites. Using Instructional Design practices, I create digital learning that includes branching scenarios, knowledge checks, and job-relevant assessments to reduce “passive content” syndrome. In delivery, I use Cornerstone LMS to manage learning assignments, automate reminders, and maintain reporting standards for HR and operational leaders. When adding or updating content, I align version control and competency mapping to avoid drift across cohorts and to support audit-ready training records.

Where Apprenticeship Levy is in scope, I manage planning and governance so learning programmes are both compliant and strategically useful for workforce development. I coordinate apprenticeship pathway requirements with internal teams and external providers, ensuring learning content, assessments, and evidence capture meet the necessary standards. I also monitor funding and delivery status using operational KPIs—such as learner progression rates, completion, and readiness for end-point assessment milestones. This reduces last-minute reporting pressure and improves predictability for annual workforce planning and budgeting cycles.

I embed evaluation from design through to implementation, using Kirkpatrick principles to measure reaction, learning, behaviour change, and results where appropriate. Rather than collecting feedback alone, I build evaluation plans that include competency evidence and manager-led observation triggers to show behavioural transfer. I then present findings to stakeholders using clear dashboards and trend analysis, linking programme outcomes to operational indicators like reduced incidents, improved quality metrics, or shortened onboarding timelines. This evaluation discipline helps decide whether to scale programmes, retire outdated modules, or invest in new learning assets using an ROI-informed approach.