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How much do hr talent partner jobs pay per year?

As of Sep 13, 2026, the average yearly pay for hr talent partner in the United States is $90,492.00, according to ZipRecruiter salary data. Most workers in this role earn between $72,000.00 and $102,500.00 per year, depending on experience, location, and employer.

What is a talent partner in HR?

A talent partner in HR is a professional responsible for aligning talent acquisition, development, and retention strategies with organizational goals. They collaborate with hiring managers, oversee recruitment processes, and often use HR tools and data analytics to support workforce planning and employee engagement.

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Infographic showing various Hr Talent Partner job openings in the United States as of August 2026, with employment types broken down into 82% Full Time, 10% Part Time, and 8% Contract. Highlights an 87% Physical, 4% Hybrid, and 9% Remote job distribution, with an average salary of $90,492 per year, or $43.5 per hour.

HR Generalist & Talent Partner

Clinton Township, MI

Dermatologists of Central States
Health Care and Social Assistance • 501 - 1,000 employees
Learn more about Dermatologists of Central Statesexternal

Full-time

Re-posted 18 hours ago

Job description

HR Generalist amp; Talent Partner
Company Overview
Docs Dermatology Group is one of the largest and most established dermatology practices in the nation. With ~300 providers within 100+ locations in 10 states, we have been serving patients for over 40 years. At DOCS, we strive to put the patient first with an emphasis on medical, surgical, and cosmetic dermatology. We provide easy access to high quality dermatologic care in an environment that is consistently friendly, convenient, courteous, and caring.
Summary
The HR Generalist and Talent Partner serves as the HR and recruiting partner for a defined geographic market. This role supports leaders and employees across multiple locations by delivering hands-on HR guidance, employee relations support, and end-to-end recruiting, while reinforcing a positive employee and candidate experience. The role acts as the local extension of Corporate HR and Talent Acquisition functions, while ensuring consistent delivery of DOCS programs and policies.
Essential Key Job Responsibilities
Recruiting amp; Talent Acquisition
  • Serve as the market’s primary talent acquisition partner for clinical support recruiting needs
  • Manage requisitions for assigned roles, including job posting, resume screening, interview scheduling, and offer coordination
  • Partner with local leaders to understand hiring needs, turnover drivers, and workforce planning priorities
  • Support local sourcing efforts, including referral programs, job fairs, school partnerships, and community outreach
  • Ensure a timely, compliant, and positive candidate experience from application through onboarding
  • Monitor recruiting activity and hiring metrics to understand and respond to market trends

Employee Relations amp; HR Support
  • Serve as the primary HR point of contact for employees and managers within the assigned market
  • Address employee relations matters, including performance concerns, attendance, conduct, and workplace conflicts
  • Conduct or support investigations in collaboration with the Corporate HR team
  • Coach managers on performance management, documentation, and corrective action

Policy Implementation amp; Compliance
  • Ensure consistent application of HR policies, procedures, and employment practices across market locations
  • Support compliance with federal, state, and local employment laws
  • Assist with corrective action processes and terminations, ensuring consistency and sensitivity

Culture, Engagement amp; Communication
  • Promote a positive, inclusive, and compliant workplace culture across the market
  • Support the administration and coordination of employee recognition and incentive programs
  • Support employee engagement initiatives and act as a trusted resource for employee concerns
  • Lead employee sentiment and feedback processes in assigned markets, including administration of surveys, analysis of results, and facilitation of action planning
  • Support change initiatives by assessing workforce impact, helping teams adopt new processes and aligning local practices with company goals
  • Serve as a communication bridge between Corporate HR/Talent and field leaders

Manager amp; Leadership Support
  • Partner with market leaders on workforce planning, retention strategies, and employee engagement
  • Directly or indirectly provide guidance on employee lifecycle events (promotions, compensation changes, transfers, role changes, leaves of absence).
  • Support leaders with compensation guidance, including pay practices, bonus programs, and annual compensation planning activities.
  • Support onboarding and offboarding processes to ensure smooth transitions
  • Provide regular market-level insights to Corporate HR and Talent Acquisition teams
  • Partner with Corporate HR to support the execution and administration of learning and development initiatives, ensuring programs are effectively delivered and aligned with organizational capability needs.

Qualifications amp; Experience:
  • Education: Bachelor’s degree in human resources, Business, Healthcare Administration, or related field (Master’s degree preferred).
  • 3–5 years of HR and/or recruiting experience in a multi-site or field-based environment
  • Experience recruiting hourly and professional roles
  • Working knowledge of employment law and hiring best practices
  • Strong communication, organization, and relationship-building skills

Preferred:
  • Healthcare, PPM, retail, or hospitality experience
  • Experience working in a matrixed, shared services environment

Work Environment and Travel:
  • Field-based role supporting multiple locations within an assigned market
  • Regular market travel; occasional evening or weekend availability
  • The above statements are intended to describe the general nature and level of work being performed. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this role.

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