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Key statistics

The identity block — every fact is canon, none is generated.

4 of 8

Track

Support

Family rungs priced

S1 · S2 · S3 · S4 · S5

13-0000

corporate_services

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

An individual contributor who delivers and coordinates training programs, coaching employees on new working methods and technology systems. At the Lead Support Specialist (S4) level, the role owns team process and quality, cross-case patterns and process gaps, and drives team-level quality and efficiency. Mentors and coordinates the support team.

What this level does

Adapts LMS administration and course-publishing methods to handle unprecedented cases — a new SCORM/LRS integration, a re-org that reshuffles every cost center, a vendor feed in an unfamiliar format
Handles escalated enrollment, compliance, and cross-charge conflicts end to end, recommending process changes when the same problem keeps recurring
Determines the setup approach for a new type of program (blended, external-provider, self-paced) where no existing template fits
Serves as the informal go-to for LMS and L&D-operations questions, guiding less experienced coordinators through non-routine transactions
Reconciles the full L&D expense and cross-charge picture across programs and prepares the exception summary for the L&D Manager

Knowledge applied: Extensive knowledge of L&D procedures and their administration, enough to adapt methods for unprecedented program types, platform integrations, and org changes.
Complexity & problem solving: Understands the downstream implications of setup and charging decisions; resolves escalated conflicts resourcefully and recommends process improvements for recurring problems.
Collaboration & interaction: Determines methods for new assignments; may informally guide coordinators and prepares exception summaries for the L&D Manager.
Typical experience: 4–6 years; advanced L&D-operations experience.

Skills at this level

LMS Administration: — Configures course offerings, sessions, waitlists, and learner records in LMS platforms; sets up enrollments and completion tracking and resolves duplicate-record and failed-completion issues.
SCORM Course Publishing: — Loads and publishes SCORM-conformant course packages to the LMS and verifies completion and progress tracking fires correctly through test launches.
Learning Record Store (LRS) Reporting: — Captures and extracts learning-activity data from a Learning Record Store to build completion, compliance, and usage reports on request.
Training Enrollment Administration: — Records and maintains course enrollments and completions against rosters, sets up new registrations, and manages capacity and waitlists for training sessions.
Nomination-Approval Compliance Monitoring: — Checks training enrollments against the organization's nomination-approval policy and flags unapproved, over-capacity, or out-of-policy registrations for follow-up.
L&D Expense Processing: — Enters and tracks L&D program expenses and external-provider invoices through approval and settlement, chasing missing sign-offs before payment.
Cost-Center Cross-Charging: — Allocates course costs to participant cost centers using nomination codes and reconciles cross-charge entries against cost-center rules.
Invoice and Charge Reconciliation: — Matches L&D expense charges to provider invoices and cost-center rules, investigating and correcting discrepancies with finance and vendors.
Training Records Management: — Files and maintains training records, sign-in sheets, and certificates in the LMS and shared systems so completion and compliance data stay accurate and retrievable.
L&D Reporting: — Produces recurring and ad-hoc enrollment, attendance, completion-compliance, and cross-charge reports, selecting the data and grouping that answer the requester's question.
L&D Operations Procedure Development: — Authors and maintains the LMS administration, publishing, enrollment, and cross-charge procedures the support team follows, updating them when new platforms or program models are adopted.
L&D Platform Coordination: — Coordinates setup and troubleshooting across LMS, LRS, and finance systems, adapting methods for new integrations and non-standard vendor data feeds.

Model-authored from 15 retrieved sources, then adversarially reviewed by an independent judge panel and held to a minimum-evidence floor before publication. Distinct from corpus-extracted content, which is labelled as such.

Pay across the ladder

Learning & Development — median with , by . Real canon data.

Pay figures are modeled estimates from our market equation — level-differentiated, with honest-wide bands. They refresh as new leveling evidence lands; treat per-role dollars as directional.

Demand — is the field growing, or just turning over?

SOC 13-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+39.7%Training and Development Specialists · United States

312,450 → 436,610 jobs

43,900 openings / year, split into:

replacement / exits 39,015

Growth — new jobs (11%)Exits — backfill (89%)

11% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +10.8%
Growth share of hiring: 11%
Exit / retention pressure high: 89%
Openings / year: 43,900

Two quantities, kept apart: observed = employment growth differenced from two BLS OEWS vintages (what already happened); projected = BLS Employment Projections 2024–34, openings decomposed into growth + exits (growth derived from projected employment change). Neither is a pay figure.

Where this role sits — growth vs. pay

level S4 held

Demand axis is projected growth (not raw openings — that just measures churn). A curated, de-duplicated set of recognizable occupations held at this level; this role is highlighted.

Where it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$100k

San Francisco-Oakland-Fremont, CA$90k

Washington-Arlington-Alexandria, DC-VA-MD-WV$83k

Boulder, CO$82k

Seattle-Tacoma-Bellevue, WA$82k

Boston-Cambridge-Newton, MA-NH$78k

Lexington Park, MD$76k

Trenton-Princeton, NJ$76k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $60k; the demand-cube initiative will add growth-by-metro.

What changes across the ladder

Level-distinction canon isn't available for the adjacent levels of this profile yet.

Level differentiators

What separates S4 (S4 — Lead Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Team process and quality
Autonomy: Works independently; owns improvements
Complexity: Cross-case patterns and process gaps
Impact: Team-level quality and efficiency
Decision rights: Owns process and quality decisions for the team
Leadership: Mentors and coordinates the support team

Full level-by-level matrix (side by side across the ladder) lives on the Ladder drill-down — not here.

Promotion

The next rung from S4 is S5.

Performance criteria for this profile render in the assessment kit →

People also watch

Nearest coordinate neighbors — same , same level. Each row's (confident / review / no match) comes from its — computed, not curated.

Profile	Key	Median	Δ structural
Chief Learning Officer	jf_learning_development::E4	$318,234	confident0.06
Senior Learning & Development Manager	jf_learning_development::M4	$137,110	confident0.06
Senior Learning & Development Specialist	jf_learning_development::P4	$89,504	confident0.06
Senior Training Coordinator	jf_learning_development::S3	$40,528	confident0.06

Capability cluster

O*NET 13-1151

Core to this role. Click any element with an ⓘ for its O*NET definition. A job-specific capability model (SkillFrame) will sharpen this and add worked examples.

The Job Swatch

S4

jf_learning_development::S4

Training Facilitator

Learning & Development

The swatch is JobFrame's core primitive: a hueset deterministically by the role's superfunction, the profileKey as its color code, the level ladder, and a content fingerprint. Two swatches that look alike are alike.

Because every role carries computable coordinates, similarity, leveling, and pricing become measurable instead of arguable— the whole point of "Pantone for jobs."

Structural

structural@1

Where it sits— position in the work taxonomy + level (weighted Gower, level > function > focus).

Track: S
Superfunction: corporate_services
Function: human_resources_expansion
Family: learning_development
Universal level: 4 / 8

Content

content@2

What it's about— a fingerprint over the role's tasks & capabilities.

Two roles can sit far apart structurally yet be close in content — that gap is itself a signal.

3-state matching

How any two swatches compare — a real distance in coordinate space, resolved to a calibrated verdict (never a fake "94% match").

Benefits · S4review0.17

Compensation & Benefits · S4review0.17

Compensation · S4review0.17

Diversity & Inclusion · S4review0.17

Employee Relations · S4review0.17

Global Mobility · S4review0.17

Editions — frozen & versioned

structural@1live

Released 2026-06-17

content@2live

Released 2026-07-28

pay@2live

Released 2026-07-02

semantic@1live

Released 2026-07-02

Coordinates belong to a frozen, versioned edition — a coordinate computed today still means the same thing next quarter. Re-fitting issues a new edition, so comparisons are never silently redefined.

How to read this profile

Every number here is traceable — to a named source, a stated method, and an as-of date — and each value is labeled by how we know it: observed from data, computed by a model, projected forward, or governed canon. Nothing is a black box, and nothing is invented to fill a gap.

Where every number comes from

What	Source & method	Edition	State
Median pay + range	JobFrame pay equation (function base × family multiplier × level × focus differential)	pay@2	computed
Pay across the ladder	Same equation applied at each universal level	pay@2	computed
Demand — growth & openings	BLS Employment Projections; openings decomposed into growth + exits	EP 2024–34	projected
Pay by metro	BLS OEWS metropolitan medians	OEWS 2024	observed
Level distinctions	JobFrame universal-level canon (scope · autonomy · complexity · impact · decision rights · leadership)	canon	canon
Capability cluster	O*NET Knowledge / Skills / Abilities	O*NET 13-1151	computed
Coordinates	JobFrame coordinate system — structural (weighted Gower) + content fingerprint	structural@1 · content@2 · pay@2 · semantic@1	computed
Related roles	Nearest neighbors in the structural coordinate space	structural@1	computed

The principles behind the numbers

Ranges, not false precision

Pay is P10 · median · P90, never a single misleading number.

Three honest states, never a fake %

Role matches resolve to confident / review / no-match — a calibrated verdict, not a made-up percentage.

Provenance on every value

Each number carries whether it's observed, computed, projected, or canon — so you always know how much to lean on it.

Gaps shown as gaps

When a figure isn't available at the grain you need, we say so — we don't fabricate a number to fill the cell.

Frozen, versioned editions

Pay and coordinate editions are pinned, so a comparison you make today still means the same thing next quarter.

Privacy by min-N

Any aggregate over people is suppressed below a minimum count, so no individual is identifiable.

Freshness

As of2026-07-30Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)