Learning & Development — P1

LEARNI.LEARNING04B3.P1

P1P1 — Entry-Level Professionalhigh0.80approvedglobalv1

Designs, develops, delivers, and evaluates employee learning experiences — instructional design, training facilitation, needs assessment, and L&D strategy. Distinct from Organizational Development (org design, change, culture) and Talent Management (succession, performance systems): this focus centers on building skills and capability through structured learning interventions, e-learning, and curricula.

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Level

P1 · P1 — Entry-Level Professional · 0–2 yrs

Function · Focus

Learning & Organizational Development · Learning & Development

Market pay (median)

$62k ($49k–$79k)

Pay basis

function-anchored · wide bars

Focus — Learning & Development

Material PAY and SKILL differential vs the function baseline.

Responsibilities by level

What this person actually does at each level on the professional track — escalating scope, not one generic blob. Your level is highlighted.

P1this profile

Schedules classes and webinars, sets up equipment, and takes registrations to support program execution under supervision
Maintains training records and tracks employee progress through course completions in the LMS
Assists with content creation by building basic e-learning modules and instructional materials such as manuals in tools like Articulate Rise and Canva
Facilitates training sessions under the supervision of a senior facilitator
Supports needs assessments by compiling survey responses and logistics data

Designs and develops instructional materials end-to-end for defined courses, including e-learning modules, procedure manuals, and guides
Conducts needs assessments via surveys, interviews, and focus groups under general instruction
Delivers training through role plays, simulations, exercises, videos, and lectures both in-person and virtually
Applies adult learning theory to structure course content and learning objectives
Tracks learner feedback and completion metrics to support program evaluation

Owns independent program design end-to-end across diverse subject areas, from needs assessment through delivery and evaluation
Implements evaluation methodologies and develops alternative training approaches when expected performance improvements are not observed
Identifies performance gaps through data analysis and provides targeted learning solutions
Collaborates with subject matter experts and stakeholders to validate content accuracy and relevance
Provides coaching and feedback to employees and managers on applying learned skills

Leads cross-functional learning initiatives spanning multiple departments, selecting instructional methods and authoring tools for complex programs
Establishes performance metrics and evaluation frameworks to measure training impact against business outcomes
Mentors junior instructional designers and reviews their deliverables for quality and instructional soundness
Consults with senior management on organizational learning needs and translates them into program roadmaps
Helps stakeholders understand what learning can and cannot solve, managing ambiguity and influencing outcomes

Develops long-term L&D strategies aligned with business objectives, contributing to broader company capability goals
Oversees the work of an instructional designer team, directing priorities and evaluating program effectiveness
Manages training budgets and allocates resources across competing learning programs
Acts as a recognized internal authority on learning design, advising executives on capability-building investments
Conducts enterprise skills gap analyses and shapes the learning approach to close them

Owns the enterprise-wide vision and execution of training strategy, aligning learning priorities with overall business goals alongside top executives
Confers with department managers and top executives to match training priorities to strategic objectives
Selects training vendors and materials and secures funding and resources for enterprise learning programs
Provides high-level mentorship to L&D leaders and influences the practice of learning across the organization
Defines comprehensive L&D strategy and the metrics that demonstrate organizational capability and ROI

Level guidelines

The universal leveling rubric applied to this function — how scope, complexity, collaboration, and experience step up across levels.

Level	Knowledge & Application	Complexity & Problem Solving	Collaboration & Interaction	Typical Degree & Years
P1	Applies basic instructional and LMS administration knowledge to routine tasks such as scheduling, registration, and record-keeping using standard tools and templates.	Handles routine problems with standard answers, such as resolving registration conflicts or equipment setup issues.	Maintains stable internal relationships with trainers and learners; communicates logistics and status.	0�1 years; new graduate or intern entering the L&D field.
P2	Applies adult learning theory and instructional design fundamentals to develop defined courses following established procedures and authoring conventions.	Exercises judgment in familiar contexts, selecting from established instructional methods to address conventional training needs.	Builds productive working relationships with SMEs and learners; gathers requirements and feedback.	2+ years with a BA, or MS/PhD with no experience.
P3	Applies in-depth instructional design and evaluation knowledge to design diverse programs independently with milestone review.	Evaluates identifiable factors to diagnose performance gaps and adapts training approaches when results fall short.	Networks with senior professionals and SMEs; coaches employees and managers; coordinates project activities.	5+ years (BA), 3 years (MA), or PhD without experience.
P4	Applies advanced instructional design and learning strategy to complex, cross-functional programs with functional impact; selects methods and tools.	Performs in-depth analysis of complex variables to align learning interventions with business outcomes and resolve ambiguity.	Coordinates across groups, influences leadership decisions, and may supervise or lead project teams and junior designers.	8+ years, often with graduate education.
P5	Applies expert-level learning strategy to strategic, enterprise-scale issues, contributing to company capability objectives.	Resolves intangible, ambiguous problems with high independence, shaping evaluation and skills-gap approaches across the organization.	Builds influential networks, advises executives, and may supervise teams on special learning initiatives.	12+ years of extensive L&D and instructional design expertise.
P6	Applies field-defining learning strategy to organization-wide capability development, owning enterprise training vision and ROI.	Solves field-shaping, visionary problems, setting the enterprise learning agenda amid competing strategic priorities.	Influences the organization and the L&D profession; partners with top executives and mentors peer leaders.	15+ years; principal L&D expert, often with industry leadership and advanced credentials.

Skills

Focus-specific skills the role applies — the relevance layer beyond the occupational base.

Instructional design: Designs and develops structured learning experiences and course materials grounded in defined learning objectives.
Adult learning theory: Applies understanding of how adults learn to inform effective training design and delivery.
Project management: Plans and manages training programs and initiatives end-to-end.
Training evaluation: Evaluates effectiveness of training programs through feedback and metrics and makes adjustments.
Needs assessment: Assesses training needs through surveys, interviews, focus groups, or consultation.
Data and research skills: Gathers and analyzes data to identify performance gaps and measure learning outcomes.
Facilitation: Delivers training in-person and virtually via role plays, simulations, exercises, videos, and lectures.
Learning strategy: Aligns learning activities with broader business objectives and thinks in terms of systems.
Mentoring: Coaches and oversees junior team members and other instructional designers.
Stakeholder influence: Communicates and influences outcomes without formal authority, helping stakeholders understand what learning can and cannot solve.
Budget management: Prepares and manages training budgets and resources.
e-Learning standards literacy: Applies knowledge of SCORM, xAPI, AICC, and cmi5 for packaging and tracking courses.

Provenance

The evidence base behind this profile — every layer is sourced; quality is scored by an adversarial review panel (1–5; passes at ≥4 on the minimum dimension).

Level differentiation5.0Focus specificity4.5Concreteness4.0Factual accuracy5.0Real-world coverage4.5

6 sources

Level — P1 — Entry-Level Professional

New to role or field; performs basic tasks under supervision

Scope: Own tasks within a defined component
Autonomy: Close supervision; work reviewed frequently
Complexity: Routine problems with known solutions
Impact: Own deliverables
Decision rights: Few independent decisions; escalates the rest
Leadership: None — building the craft
Typical experience: 0–2 yrs

Adjacent roles

Nearest roles by structural coordinates (level + taxonomy). Distance 0 → 1; each carries its 3-state match band. How coordinates work → · Compare side-by-side →

LEARNI.LEARNING04B3.P2

Learning & Development — P2

confident0.06

LEARNI.TECHNICABA38.P1

Technical Training — P1

confident0.10

LEARNI.LEARNING04B3.P3

Learning & Development — P3

confident0.11

LEARNI.ORGANIZAB741.P2

Organizational Development — P2

review0.16