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Learning and development specialist resume example

A mid-level L&D specialist’s resume with six years of experience, from contact center trainer to company-wide programs. Talent development leaders hire people who connect training to performance, so the bullets show what changed on the job, not just how many sessions ran.

Learning and development specialist resume example, page 1 of 1Gideon AbernathyLearning and Development Specialistgideon.abernathy@example.com · (615) 555-0172 · Nashville, TN · linkedin.com/in/gideonabernathy · gideonabernathy.example.comSUMMARYLearning and development specialist with six years designing and running training for insuranceand banking teams. I start from the business problem, build what people will actually use (atwo-hour workshop, a five-minute module or a job aid) and measure whether behavior changed.CPTD.EXPERIENCELearning and Development SpecialistMay 2022 – PresentCumberland Mutual Insurance · Nashville, TN–Redesigned new claims adjuster training for 120 hires a year, cutting time to full caseload from16 weeks to 11 and first-year quality errors by 27%.–Built 40 e-learning modules in Articulate Storyline and Rise and published them inCornerstone, with a 93% completion rate across 2,600 employees.–Created a six-session first-time manager program for 85 new supervisors; their teams’engagement scores rose 9 points in a year against 2 points company-wide.–Run Kirkpatrick level 1 to 3 evaluations on every major program, with 90-day managercheck-ins that show what people use on the job.Contact Center TrainerMar 2020 – Apr 2022Stones River Bank · Franklin, TN–Trained 14 classes of new contact center agents (180 people), with 88% passing their 60-dayquality review.–Moved classroom training online in three weeks in 2020 and kept new-hire quality scoreswithin 2 points of the year before.–Wrote 60 job aids for the knowledge base, cutting calls transferred to supervisors by 18%.EDUCATIONB.S. in Communication Studies2015 – 2019Middle Tennessee State University · Murfreesboro, TNCERTIFICATIONSCertified Professional in Talent Development (CPTD)2025Association for Talent DevelopmentSKILLSNeeds analysis · ADDIE and SAM · Articulate Storyline and Rise · Cornerstone OnDemand ·Facilitation (in person and virtual) · Kirkpatrick evaluation · Manager development · Job aids ·Camtasia · Microsoft Teams and Zoom · Training metrics
Learning and development specialistUse this example

What recruiters look for

  • Business outcomes: time to proficiency, error rates, sales, engagement, retention. Completion rates alone show attendance, not learning.
  • Design and delivery range: e-learning, live and virtual workshops, job aids, blended programs. Say which you build and which you teach.
  • Tools: authoring (Articulate Storyline and Rise, Adobe Captivate), video (Camtasia), and the LMS (Cornerstone, Docebo, Workday Learning, SAP SuccessFactors).
  • Evaluation: Kirkpatrick levels, surveys, manager check-ins, data from the business.
  • A portfolio: a few samples or short case studies a hiring manager can open.

Writing the summary

Say what audiences you train (new hires, managers, sales, frontline), in what industry, and what you build. Then one line on how you measure success. Include your CPTD or APTD if you hold one.

The summary in this example

Learning and development specialist with six years designing and running training for insurance and banking teams. I start from the business problem, build what people will actually use (a two-hour workshop, a five-minute module or a job aid) and measure whether behavior changed. CPTD.

Teacher moving into corporate training

Middle school science teacher with eight years designing lessons and assessments for 150 students a year, now moving into corporate learning and development. Built three e-learning samples in Articulate Rise for my portfolio and completed ATD’s instructional design certificate program.

Sales enablement specialist

Learning specialist with five years in sales enablement for a B2B software company, onboarding 60 account executives a year and running product launch training. My onboarding program cut ramp time to first deal from 120 days to 85.

Bullet points that work

Strong lines for this role, beyond the ones in the example. Borrow the shape and put in your own numbers.

  • Cut new-hire ramp time in the warehouse from 6 weeks to 4 with a buddy program and 10 short video lessons.
  • Designed a compliance curriculum for 4,000 employees that reached 99% completion before the regulator’s deadline.
  • Replaced a 3-day classroom course with a blended program, saving $210,000 a year in travel while keeping assessment scores level.
  • Facilitated 120 virtual workshops a year with an average participant rating of 4.7 out of 5.
  • Built a leadership program for 30 high-potential managers; 12 were promoted within 18 months.
  • Ran a needs analysis with 25 sales managers that showed the real gap was pricing, not product, and redirected the training budget.
  • Migrated 350 courses from an old LMS to Docebo in 4 months with no loss of completion records.
  • Trained 40 subject-matter experts to deliver their own sessions, doubling the number of courses offered.
  • Raised customer service quality scores by 11 points with scenario-based practice built from real call recordings.

Skills to list

Hard skills

  • Training needs analysis
  • Instructional design models (ADDIE, SAM, backward design)
  • E-learning authoring (Articulate Storyline and Rise, Adobe Captivate)
  • Learning management systems (Cornerstone, Docebo, Workday Learning)
  • Live and virtual facilitation
  • Evaluation (Kirkpatrick, Phillips ROI)
  • Video and screen recording (Camtasia, Vyond)
  • Adult learning principles

Soft skills

  • Listening to the business before designing
  • Presence in front of a room
  • Turning expert knowledge into simple steps
  • Project management

Certifications and licenses worth listing

  • Certified Professional in Talent Development (CPTD) from ATD: the best-known credential for experienced L&D professionals.
  • Associate Professional in Talent Development (APTD): the earlier-career version, good for your first years in the field.
  • Kirkpatrick Four Levels Evaluation certification or Prosci change management certification: useful for roles focused on measurement or large rollouts.

Length and format

One page is ideal; two only if you have run large programs over many years. Put a portfolio link in the header. A minimal or modern layout suits the field, and the Education section can include a teaching license if you came from teaching.

Common mistakes

  • Counting only activity: courses built, hours delivered, people trained. Add what changed afterward.
  • Listing every LMS and authoring tool you have tried. Name the ones you built real courses in.
  • No portfolio link. Hiring managers want to see your design work before an interview.
  • Calling yourself a facilitator when the job ad wants a designer, or the reverse. Match the balance in your bullets to the role.

Questions and answers

Do I need a portfolio for a learning and development job?

For any role with design in it, yes. Three samples are enough: a short e-learning module, a facilitator guide or slide deck, and a job aid. Remove company confidential content first.

Should I get the CPTD or a master’s in instructional design?

For corporate L&D roles, the CPTD and a strong portfolio usually carry more weight than a master’s. A degree matters more for academic or government instructional design jobs.

How do I measure the impact of training on my resume?

Pick a number the business already tracks (time to proficiency, quality, sales, turnover) and compare it before and after your program. Even one such bullet sets you apart.

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