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Learning And Development Business Partner Jobs in Alabama

Westrock

Multisite HRBP

Montgomery, AL · On-site

General Information Job ID ATR63289 Posting Job Title Multisite HR Business Partner - Montgomery ... Comprehensive training with numerous learning and development opportunities. * An attractive salary ...

4pconsultinginc

Systems Business Analyst 3

Jasper, AL · On-site

Partner with Learning & Development teams to implement training systems aligned with operational needs. * Business Systems Analysis * Conduct advanced business process reengineering , workflow ...

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All JobsLearning And Development Business Partner JobsLearning And Development Business Partner Jobs in Alabama

Learning And Development Business Partner information

See Alabama salary details

$17.7K

$49.9K

$82.9K

How much do learning and development business partner jobs pay per year?

As of Jul 27, 2026, the average yearly pay for learning and development business partner in Alabama is $49,851.00, according to ZipRecruiter salary data. Most workers in this role earn between $37,600.00 and $57,600.00 per year, depending on experience, location, and employer.

What is a Learning and Development Business Partner?

A Learning and Development Business Partner is a professional who collaborates with different departments and leaders within an organization to identify training needs and develop strategies to enhance employee skills and performance. They play a critical role in aligning learning initiatives with the overall business objectives, ensuring that training programs support organizational growth. Their responsibilities often include needs assessments, program design, talent development, and measuring the effectiveness of learning solutions. This role requires strong communication, analytical, and project management skills, as well as a deep understanding of adult learning principles.

What is the difference between Learning And Development Business Partner vs Learning Coordinator?

AspectLearning And Development Business PartnerLearning Coordinator
CredentialsTypically requires a bachelor’s degree in HR, education, or related field; certifications like CPLP or ATD are commonUsually requires a bachelor’s degree; certifications are less common
Work EnvironmentStrategic, collaborative, working closely with leadership to align learning initiatives with business goalsOperational, administrative, focusing on organizing training sessions and logistics
Employer & Industry UsageUsed in corporate HR departments across various industries to develop talentFound in training departments, educational institutions, and corporate settings for program execution

The Learning And Development Business Partner focuses on strategic planning and aligning learning initiatives with business objectives, working closely with leadership. In contrast, the Learning Coordinator handles the logistical and operational aspects of training programs. Both roles are essential in talent development but differ in scope and responsibilities.

How does a Learning and Development Business Partner typically collaborate with department leaders to align training initiatives with organizational goals?

A Learning and Development Business Partner works closely with department leaders to understand their team's specific needs and strategic objectives. By conducting regular consultations and needs assessments, they ensure that training programs are directly aligned with both immediate skill gaps and long-term business goals. This collaboration often involves co-designing development plans, tracking progress, and providing ongoing feedback to adapt learning solutions as the business evolves. Such partnerships help ensure that learning initiatives are impactful and support overall organizational growth.

What are the key skills and qualifications needed to thrive as a Learning and Development Business Partner, and why are they important?

To thrive as a Learning and Development Business Partner, you need expertise in instructional design, adult learning theory, and organizational development, often supported by a bachelor's degree in HR, education, or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications such as CPLP or SHRM-CP are commonly required. Exceptional communication, stakeholder management, and analytical skills help build effective partnerships and drive impactful learning initiatives. These competencies ensure alignment of learning strategies with business goals and maximize employee growth and performance.
What are popular job titles related to Learning And Development Business Partner jobs in Alabama? For Learning And Development Business Partner jobs in Alabama, the most frequently searched job titles are:
What job categories do people searching Learning And Development Business Partner jobs in Alabama look for? The top searched job categories for Learning And Development Business Partner jobs in Alabama are:
What cities in Alabama are hiring for Learning And Development Business Partner jobs? Cities in Alabama with the most Learning And Development Business Partner job openings:
Learning And Development Business Partner jobs near you
Human Resource Business Partner (HRBP)

Human Resource Business Partner (HRBP)

Technology Service Corporation (TSC)

Huntsville, AL • On-site

Full-time

Medical, Retirement, PTO

Posted 6 days ago

Job description

TSC is seeking an experienced Human Resources Business Partner (HRBP) to support our growing organization. This role is critical in driving HR strategies that align with business priorities while fostering a positive employee experience across a fast-paced manufacturing environment.
This role will primarily support managers and employees within the Production and Manufacturing organization. The Senior HRBP will partner closely with operational leadership and frontline teams to support workforce engagement, organizational effectiveness, safety, compliance, and operational performance in a fast-paced manufacturing environment.
The successful candidate will build and maintain strong relationships across operations, program, and corporate functions while supporting key initiatives including employee relations, performance management, workforce planning, compensation, succession planning, and organizational growth. This role requires the ability to independently solve complex challenges, provide practical HR guidance, and align HR initiatives with evolving business needs.
The ideal candidate will have a strong understanding of manufacturing operations, including production line dynamics, shift scheduling, and process improvement. This position also partners with engineering and operations teams to develop HR solutions that support production initiatives and business objectives.
The candidate is a self-starter with a practical, solution-oriented approach to HR challenges. This position requires strong analytical capabilities, excellent communication skills, and the ability to build productive relationships across all levels of the organization.
This position will be a hybrid role, it requires the ability to work onsite 3 days a week at TSC's Huntsville, AL facility and remote for 2 days.
Key Responsibilities
  • Align workforce and talent strategies that include forecasting labor requirements, identifying skills gaps, and supporting training initiatives.
  • Partner with managers to improve retention and engagement within high-turnover operational areas.
  • Serve as a trusted advisor to managers and employees on employee relations matters, HR policies, performance management, and workplace concerns.
  • Support managers in addressing employee performance matters, including coaching conversations, performance improvement plans (PIPs), and corrective action plans.
  • Conduct and support investigations into employee misconduct, policy violations, and performance concerns, recommending appropriate courses of action.
  • Foster a culture of quality, safety, accountability, and continuous improvement within the manufacturing environment.
  • Support HR initiatives associated with facility expansions, new product launches, and operational process changes.
  • Partner with managers to review and design shift schedules that support production demands, operational needs, and employee well-being.
  • Research and resolve employee-related issues in alignment with company policies and procedures.
  • Ensure accurate and timely maintenance of employee data within the HRIS system.
  • Develop and maintain HR metrics and reporting to identify trends and support data-driven decision-making.
  • Maintain documentation related to employee counseling, investigations, and corrective actions in accordance with company policy.
  • Support HR audits and compliance efforts, including FLSA, SCA, DCAA, and OFCCP requirements.
  • Facilitate performance management processes, including manager training, review completion tracking, and trend analysis.
  • Partner with leadership to identify employee development needs and ensure required training, certifications, and licenses remain current.
  • Support employee and manager questions related to benefits and compensation programs.
  • Assist with compensation initiatives including salary equity reviews and pay band analysis.
  • Analyze employee data related to attrition, engagement, and workforce trends, recommending actions based on findings.
  • Partner with leadership on succession planning and identification of high-potential employees.

Required Qualifications
  • Bachelor's degree in human resources, business, or a related field plus 6 or more years of progressive HR experience as a full-function HR Generalist or HR Business Partner.
  • Extensive experience using Workday or similar HCM systems.
  • Strong understanding of manufacturing operations and assembly line processes.
  • Demonstrated knowledge of federal and state employment laws, including Title VII, ADA, ADEA, FMLA, FLSA, SCA, and related regulations.
  • Proven ability to coach and advise leaders on employee relations, performance management, and sensitive workplace matters with diplomacy and discretion.
  • Experience conducting confidential workplace investigations and recommending appropriate actions based on findings.
  • Strong communication and relationship-building skills with the ability to effectively partner across all levels of the organization.
  • Strong analytical skills with the ability to interpret and present data to support business and workforce decisions.
  • Demonstrated ability to maintain confidentiality and protect sensitive employee information.
  • Ability to operate effectively in unclear situations and solve problems independently.
  • Technical aptitude and curiosity to leverage HR technology and improve process efficiency.
  • Experience supporting compensation-related activities such as salary equity audits, pay band reviews, and compensation-related training initiatives.

Preferred Qualifications:
  • Professional certification in Human Resources (e.g., SHRM-CP/SHRM-SCP, PHR/SPHR) preferred.

TSC Benefits: TSC offers a stable work environment, a competitive salary, and a comprehensive benefit package; including ESOP participation, 401k Plan, Flexible Work Schedules, Tuition Reimbursement, Co-Sponsored Health Plan, Paid Leave and much more.
Applying to TSC: Only those candidates invited for an interview will be contacted. Employment at TSC is contingent upon the successful completion of a comprehensive background check, security investigation, and drug screening.
This contractor and subcontractor shall abide by the requirements of 41 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, national origin, or for inquiring about, discussing, or disclosing information about compensation. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

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