We are taking a look at our Learning & Development COE organizational structure right now.  What are the primary roles within your L&D COE? 

2k views1 Upvote6 Comments

Director of HR in Manufacturing, 1,001 - 5,000 employees
We have a small but mighty team supporting 1400 employees with a Talent Director and Talent Development Manager.
Director, Learning & Organizational Development in Government, 10,001+ employees
Position wise, we have 9 total supporting 16,000 employees. Director, Sr. Manager, LMS Administrator, Instructional Designer, OD Consultant, Talent Management Consultant, 3 Facilitators/Program Coordinators. We also have dotted line relationships to department teams, and several COPs for training managers and instructional designers. Happy to connect and share more if interested.
VP of HR in Miscellaneous, 1,001 - 5,000 employees
The primary roles we have include Director, Training Manager, Instructional Designers, Training Specialists and Quality Evaluators. 
HR Manager, Self-employed
1 training manager, 2 internal learning and development coordinators (LMS work, video and content creation), contractors for administrative tasks and instructional design
Head Talent Development in Software, 1,001 - 5,000 employees
I am heading Talent Development team of a software services organization with 5000+ employees globally. The team constitutes of 11 members (including me), where each one is a specialist. 1 Manager for Campus & Freshers training management, 1 Technical Training & Emerging Skills Campaign Manager, 3 Resources manage LMS Support & Reporting, MIS, Learning Calendar, Program management, Career Path, PMO etc, 3 Resources for Leadership Development, Behavioral & Power Skills (a lot of these sessions are conducted internally) ,1 Communication Coach, 1 Instructional Designer. Based on Seniority some of these resources also plays the role of Learning Partners, manages governance with stakeholders, Industry trends insights reporting & Certifications. Along with managing the function and leadership, my role also includes coaching. Hope the above explanation helps, happy to get connected for any questions. 
VP Talent, Learning & Organisational Development in Manufacturing, 10,001+ employees
My CoE consists of Talent, Learning & OD, we are just with 5 people for 15,000 employees. On L&D specifically, Leadership & Organisational Development are key priorities. On top I have an e-learning person in my team although I am contemplating of moving this role to HRIS instead as I don't want the CoE to be a system expert team but process and content focused and be on the look out for trends & developments when it comes to upskilling and reskilling and then work with the HRIS team to make it work in the system.

Content you might like

Strong Positive Impact12%

Moderate Positive Impact61%

No Impact14%

Moderate Negative Impact12%

Strong Negative Impact1%


2.9k views2 Upvotes5 Comments

CTO in Software, 201 - 500 employees
Without a doubt - Technical Debt! It's a ball and chain that creates an ever increasing drag on any organization, stifles innovation, and prevents transformation.
Read More Comments
46.4k views133 Upvotes323 Comments

I encourage it12%

It doesn't bother me59%

It bothers me, but I accept it18%

It's unacceptable10%


2.2k views2 Upvotes2 Comments

Community User in Software, 11 - 50 employees

organized a virtual escape room via https://www.puzzlebreak.us/ - even though his team lost it was a fun subtitue for just a "virtual happy hour"
Read More Comments
13.3k views27 Upvotes67 Comments