We sat down with Paul to learn more about the role of a L&D professional, his particular journey in the profession and the reality of the day-to-day job. Here are some key insights.

What It’s Really Like

A Digital Learning Development Manager designs and maintains the digital learning experience within the company. This involves: Creating learning and training resources (videos, infographics, e-learning modules). Designing and managing platforms that house learning content. Advising the business on digital learning strategy, often 3–5 years ahead. Responding quickly to changes in business needs, such as the post-COVID shift to remote learning.
There is no fixed routine, weeks vary depending on projects, but the job follows a consistent process: assess needs, build content, decide how to deliver it.

What You’ll Need

Success in this role requires a mix of technical and human skills. It is important to master the technical tools for learning content creation and distribution, so one can: develop the content, decide the best delivery method, Test, adapt, and release. Constant listening and regular conversations with peers, business partners, and stakeholders are vital in order to understand the learning needs of both the company and its employees, and to refine and optimise all learning content. 

What You’ll Face

The highs: variety, creativity, impact, and the freedom to shape solutions. 
The challenges: handling constant feedback, working with limited resources, and resisting comparison to “big shiny” external solutions. Autonomy grows with trust, it’s earned through collaboration and by building credibility over time. Accountability isn’t just about metrics; it’s about demonstrating impact through behaviours like flexibility, problem-solving, and relationship-building.

What You’ll Grow Into

Beyond the job description, The Learning and Development role involves scanning for trends, shaping multi-year digital strategies, and anticipating shifts like the post-COVID pivot to digital learning. It’s a space for continuous up-skilling and strategic thinking. The future of the role leans toward aligning learning with long-term business goals and evaluating emerging technologies.

How People Get In

Paul’s path was non-linear, from theatre and catering into corporate learning via temp roles. His story highlights how diverse backgrounds can lead to fulfilling careers in learning & development. Many professionals “fall into it” from other functions, but are united by a fundamental interest in people and development.