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Learning And Development Business Partner Jobs in California

Socket.dev

Learning & Development Lead

Palo Alto, CA · On-site

$200 - $250/hr

... measurable business goals. Core initial programs will include: * Safety, Compliance, and ... Partnering with the Aviation Safety team on core learning modules that support our Safety ...

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

Learning And Development Business Partner information

See California salary details

$19.2K

$54.3K

$90.3K

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

As of Sep 7, 2026, the average yearly pay for learning and development business partner in California is $54,279.00, according to ZipRecruiter salary data. Most workers in this role earn between $41,000.00 and $62,700.00 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 are the key skills and qualifications needed to thrive as a learning and development business partner?

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.

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 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.

What are popular job titles related to Learning And Development Business Partner jobs in California?

For Learning And Development Business Partner jobs in California, the most frequently searched job titles are:

What job categories do people searching Learning And Development Business Partner jobs in California look for?

The top searched job categories for Learning And Development Business Partner jobs in California are:

What cities in California are hiring for Learning And Development Business Partner jobs?

Cities in California with the most Learning And Development Business Partner job openings:

Learning And Development Business Partner jobs near you
Infographic showing various Learning And Development Business Partner job openings in California as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $54,279 per year, or $26.1 per hour.

Leadership Development Business Partner

Meta

Menlo Park, CA

$230K/yr

Full-time

Re-posted 22 days ago

Key responsibilities

  • Diagnose leadership and team effectiveness using evidence-based diagnostic methods and translate findings into actionable intervention designs.

  • Design and facilitate bespoke leadership and team development experiences grounded in diagnosis and connected to business outcomes.

  • Coach executive leaders using ICF-credentialed methodology to build their capacity and support organizational leadership needs.

Meta rating

7.8

Company rating: 7.8 out of 10

Based on 45 frontline employees who took The Breakroom Quiz

139th of 247 rated software companies

Job description

People Development accelerates the performance of every Metamate, team, and leader — building the capabilities, culture, and human-AI partnerships that power Meta's future. We help people thrive through continuous change, grow more valuable over time, and choose to stay. We do this through coaching, team development, leadership experiences, performance systems, and skills at scale — all working as an integrated system, not a set of disconnected programs.This role sits on the Leadership Development team and focuses on team development and coaching, with the goal of supporting prioritized leaders and teams as they develop the skills and systems to solve their most important leadership challenges and unlock organizational impact. The team works as a small, lean consultative team, and partners with both Business and HR leaders to scale leader, team development, and healthy organization work. To support this mission, we are hiring a Leadership Development Business Partner. Reporting to the Director, Leadership Development this individual contributor role will focus on the most strategic leader and team development work across Meta.
Leadership Development Business Partner Responsibilities:
  • Diagnose leadership and team effectiveness at the system level. Use evidence-based diagnostic methods — team assessments, 360 design and debrief, stakeholder interviews, organizational data — to identify root causes, not just symptoms. Translate diagnosis into actionable intervention design
  • Design and deliver high-impact leader and team interventions. Build and facilitate bespoke development experiences — team engagements, leadership alignment sessions, transition support, coaching engagements — that are grounded in diagnosis and connected to business outcomes. This is not templated training. It's sustained, expert-level partnership
  • Coach executive leaders using ICF-credentialed methodology. Provide 1:1 coaching that builds the leader's own capacity — not advisory feedback, but professional, evidence-based coaching rooted in the ICF framework. This includes educating leaders on how team and leadership development can impact their business and organizational needs
  • Serve as cross-company intelligence. Use the rotational deployment model to identify patterns, share insights, and transfer best practices across business groups. Bring an enterprise-wide perspective to every engagement — "here's what we're seeing across Meta, and here's what's working."
  • Build trusted partnerships with HR Business Partners to deliver leader and team engagements. Collaborate on intake, scoping, and alignment while maintaining the structural independence that enables candor and trust
  • Connect leaders to the full People Development ecosystem. Serve as a front door to exec dev experiences, coaching resources, growth programs, and skills development — ensuring leader development isn't a one-off intervention but part of a connected system
  • Support organizational and work environment transformation. Partner with leaders navigating large-scale change — reorgs, strategy shifts, AI transformation — with change management expertise that goes beyond process to address the leadership capability required to lead through disruption
  • Stay at the cutting edge of the craft. Bring current research, emerging practices, and outside perspective on leadership effectiveness, team dynamics, and organizational health — especially as AI reshapes what leadership looks like at scale

Minimum Qualifications:
  • 12+ years of professional experience, with significant depth in leadership development, organizational effectiveness, or a related field
  • 5+ years in Learning & Development, Organizational Development, or leadership development function
  • ICF credential (ACC, PCC, or MCC) — this is a credentialed coaching role, not an advisory one
  • Demonstrated mastery of leader and team diagnosis, including 360 design/debrief, team assessment, and organizational analysis
  • Expertise in designing and facilitating high-impact development experiences for executive leaders and leadership teams — not off-the-shelf programs, but bespoke interventions grounded in diagnostic data
  • Experience working within complex, technical, multicultural, and globally distributed organizations at scale
  • Track record of building trusted partnerships with both business leaders and HR partners, with experience consistently working under your own initiative, seeking feedback and input where appropriate

Preferred Qualifications:
  • PCC or MCC-level ICF credential
  • Graduate-level work in organizational psychology, organizational development, or leadership development
  • Experience in a consultative or rotational model (vs. single-client embedded)
  • Experience operating in ambiguity and fast-moving environments where the work is defined by the diagnosis, not a predetermined playbook
  • Familiarity with how AI is reshaping leadership, team dynamics, and organizational design — and a point of view on what that means for development

About Meta:
Meta builds technologies that help people connect, find communities, and grow businesses. When Facebook launched in 2004, it changed the way people connect. Apps like Messenger, Instagram and WhatsApp further empowered billions around the world. Now, Meta is moving beyond 2D screens toward immersive experiences like augmented and virtual reality to help build the next evolution in social technology. People who choose to build their careers by building with us at Meta help shape a future that will take us beyond what digital connection makes possible today—beyond the constraints of screens, the limits of distance, and even the rules of physics.
Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment.
Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@meta.com.
$230,000/year to $292,000/year + bonus + equity + benefits
Individual compensation is determined by skills, qualifications, experience, and location. Compensation details listed in this posting reflect the base hourly rate, monthly rate, or annual salary only, and do not include bonus, equity or sales incentives, if applicable. In addition to base compensation, Meta offers benefits. Learn more about benefits at Meta.

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