People Analytics Toolbox

Ask about this role

grounded in this role's JobFrame record + structure

Download this job's description (markdown) → derived live from this record.

Key statistics

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

5 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

Senior individual contributor who designs and delivers advanced training programs and mentors other specialists in the L&D function. At the Principal Support Specialist (S5) level, the role owns function-wide support practice, program-level and systemic support problems, and drives support strategy across the function. Subject-matter authority; shapes the practice.

What this level does

Authors and maintains the LMS administration, SCORM-publishing, enrollment, and cross-charge procedures the L&D support team follows
Designs new operational methods — nomination-approval workflows, LRS reporting standards, cost-charging conventions — when the organization adopts new platforms or program models
Resolves the most complex, cross-system L&D data and reconciliation issues that others cannot, tracing root cause across LMS, LRS, and finance systems
Acts as working lead for L&D coordinators: sets the operational standard, reviews their work, and onboards new support staff to the procedures
Advises the L&D team and platform vendors on how LMS configuration and reporting should be set up to scale learning administration across the enterprise

Knowledge applied: Expert in L&D administration; contributes to the creation of new procedures and standards for LMS configuration, publishing, and cross-charge reconciliation within the support function.
Complexity & problem solving: Develops new operational concepts and techniques; resolves the most complex cross-system data and reconciliation issues by tracing root cause across platforms.
Collaboration & interaction: Acts as working lead and facilitator — sets the operational standard, reviews coordinators' work, onboards new staff, and advises the team and vendors on scalable configuration.
Typical experience: 6+ years; recognized specialist in L&D operations.

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 S5 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$107k

San Francisco-Oakland-Fremont, CA$96k

Washington-Arlington-Alexandria, DC-VA-MD-WV$89k

Boulder, CO$88k

Seattle-Tacoma-Bellevue, WA$88k

Boston-Cambridge-Newton, MA-NH$84k

Lexington Park, MD$82k

Trenton-Princeton, NJ$82k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $64k; 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 S5 (S5 — Principal Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Function-wide support practice
Autonomy: Sets direction for the support discipline
Complexity: Program-level and systemic support problems
Impact: Support strategy across the function
Decision rights: Authority over support practice and standards
Leadership: Subject-matter authority; shapes the practice

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

Promotion

S5is the top of this family's ladder — progression from here is a lattice move (see adjacent roles below), not a rung.

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::E5	$278,603	confident0.06
Director of Learning & Development	jf_learning_development::M5	$154,021	confident0.06
Staff Learning & Development Consultant	jf_learning_development::P5	$113,181	confident0.06
Training Facilitator	jf_learning_development::S4	$46,122	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

S5

jf_learning_development::S5

Lead Learning & Development Specialist

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: 5 / 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 · S5review0.17

Compensation & Benefits · S5review0.17

Compensation · S5review0.17

Diversity & Inclusion · S5review0.17

Employee Relations · S5review0.17

Global Mobility · S5review0.17

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)