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Learning and development (L&D) is the profession that designs, delivers and continuously improves organisational capability through learning, performance and workforce development strategies.
L&D professionals align learning with business outcomes, using data, digital technologies and stakeholder engagement to lift capability and performance and to support organisational change.
A multidisciplinary profession that delivers results
Today's L&D profession is grappling with a multitude of changes, from AI and digital learning to new ways of working, and it is extremely relevant to Australia's educational health. The work spans strategy, design, technology, analytics and performance consulting. L&D professionals:
Partner with the business
Work with business leaders to work out what capability the organisation needs, and advise on solutions beyond training.
Design for learners
Design learner-centred, blended and digital learning that is accessible and inclusive.
Build digital and AI-enabled learning
Build digital and AI-enabled learning, and run the platforms it lives on.
Measure impact
Measure capability uplift, behaviour change and business impact, and use the evidence to improve.
Connect learning to the workforce
Build capability frameworks and connect learning with talent, performance and workforce planning.
The AITD Capability Framework sets this out in detail: 31 capabilities across seven areas, written by L&D practitioners for L&D practitioners.
L&D career pathways
AITD's research with L&D professionals shows a strong desire to keep growing and to move forward in their careers. Our Career Pathways map shows how, setting out ten L&D roles based on the Capability Framework job profiles, with what each role involves and where it can lead:
- L&D Coordinator / Advisor / Officer
- Digital Learning Developer
- Learning Designer (Instructional / Experience)
- Learning Facilitator / Trainer (incl. Technical)
- L&D Business Partner / Consultant
- Senior Learning Facilitator / Lead Facilitator
- Senior Learning Designer / Design Lead
- Learning Technology Lead
- Senior L&D Business Partner / Senior Consultant
- L&D Manager / Director
L&D professionals work in every sector: corporate, government, defence, resources and energy, health, care and not-for-profit, VET, tertiary education and consulting.
How the ABS classifies L&D, and why we're asking for a change
Australia's official occupation classification (OSCA 2024, Version 1.0, which is replacing ANZSCO) lists the profession as a single occupation, 222431 Training and Development Professional, at Skill Level 1. The ABS describes it as someone who:
"Plans, develops, implements and evaluates training and development programs to ensure management and staff acquire the skills and develop the competencies required by an organisation to meet organisational objectives."
Alternative titles: Learning and Development Consultant, Training Coordinator and Training Officer. VET trainers and assessors, RTO and TAFE teachers, and adult literacy and numeracy teachers are classified separately.
What AITD has asked the ABS to do
That description is built around running training programs. It leaves out much of what L&D professionals now do: partnering with business leaders, learning experience design, digital and AI-enabled learning, learning platforms and data, and measuring impact on performance. So in April 2026 AITD made a submission to the ABS OSCA 2027 Update Consultation. We asked the ABS to:
Rename the occupation
“Learning and Development Professional (Capability and Performance)”, and adopt the definition at the top of this page.
Add the missing tasks
Business alignment, learning and experience design, digital and technology, evaluation and impact, and capability systems.
Recognise distinct specialisms
As separate occupations within the unit group, such as business partnering, learning experience design, digital learning development, learning technology and facilitation.
Why it matters. When the classification is out of date, L&D roles get scattered across HR, ICT and consulting codes in national data. The profession looks smaller than it is, emerging skills in digital learning, AI and analytics go uncounted, and workforce planning, policy and investment decisions rest on incomplete information. An accurate classification gives L&D the visibility its contribution to productivity deserves.
Frequently asked questions
What does L&D stand for?
Learning and development.
What's the difference between L&D and training?
Training is one tool for building a defined skill. L&D is the wider profession: diagnosing capability needs, designing and delivering learning, building digital learning, and measuring its impact on performance.
Is L&D part of HR?
Often, but not always. Many L&D teams sit in HR; others report to operations, capability or transformation functions, or work as external consultants.
How does the ABS classify L&D?
As 222431 Training and Development Professional in OSCA, at Skill Level 1. AITD has asked the ABS to rename and update it (see above).
See the full AITD Capability Framework, and explore each role, what it involves and where it leads on Career Pathways.
