ZipRecruiter

Log In

1

Learning And Development Business Partner Jobs in Florida

Brightway Insurance

HR Business Partner

Charlotte, NC · On-site

... continuous learning and development. We are embarking on the next stage of our customer-centric ... Partner with Talent Acquisition on hiring, job leveling, and onboarding for assigned business units ...

Brightway Insurance

HR Business Partner

Jacksonville, FL · On-site

... continuous learning and development. We are embarking on the next stage of our customer-centric ... Scope Serves as a hands-on and strategic HR partner to business leaders across assigned functions ...

Pizza Hut

Human Resource Business Partner

Tampa, FL · On-site

Human Resources Business Partner Reports To: Director of Operations FLSA status: Exempt Company ... Recruiting Support Learning and Development * New internal and external RGM support * Training ...

previous page

Showing results 41-60

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

Learning And Development Business Partner information

See Florida salary details

$14.6K

$41.1K

$68.4K

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

As of Aug 10, 2026, the average yearly pay for learning and development business partner in Florida is $41,100.00, according to ZipRecruiter salary data. Most workers in this role earn between $31,000.00 and $47,500.00 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?

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 Florida? For Learning And Development Business Partner jobs in Florida, the most frequently searched job titles are:
What job categories do people searching Learning And Development Business Partner jobs in Florida look for? The top searched job categories for Learning And Development Business Partner jobs in Florida are:
What cities in Florida are hiring for Learning And Development Business Partner jobs? Cities in Florida 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 Florida as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $41,100 per year, or $19.8 per hour.

Sr Manager HR Business Partner

Hilton Grand Vacations, Inc.

Orlando, FL • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 22 days ago

Job description


Here's why you will love it here:
  • Recognition Programs and Rewards
  • Excellent health care options, including medical, dental, and vision
  • A people-first culture
  • Go Hilton: Travel Discounts Program Hilton hotel rates worldwide.
  • Perks at work: Employee Pricing platform
  • Employee Assistance Program that supports your physical and mental well-being.
  • Paid Vacation Time and Paid Sick Days
  • 401(k) program with company match
  • Tuition reimbursement programs
  • Numerous learning and advancement opportunities
  • And more!

Position Summary:
Flexible skills and abilities to be successful in this role include coaching, leadership courage, a high level of emotional intelligence, personal accountability, learning mindset, effective communication, collaboration, process development, and fast analysis/problem solving. When done well, they will understand the local nuances along with the business challenges, identify value-add opportunities, then implement solutions that help drive the business forward.
Responsibilities
Talent Strategy & Planning:
  • Partner with Operational Leaders to translate business goals into actionable HR strategies, including organizational design, talent planning, and change management.
  • Lead organizational design initiatives, including restructures and reductions in force to optimize the workforce; advising on spans, layers, and workforce efficiency, legal compliance and effective change management.
  • Develop and execute comprehensive change management plans, including stakeholder engagement and communication strategies.
  • Understand and translate business priorities, team member insights, and external market factors to support talent strategies and improve the business's capabilities to deliver against its goals.
  • Lead annual workforce planning efforts, including talent assessments, skill gap analysis, succession planning, and forward-looking workforce strategies.
  • Partner with leaders to define critical roles and capability requirements (skills, experiences, leadership behaviors).
  • Assess talent health using data and metrics (performance data, talent assessments, readiness, mobility,) and synthesize insights into a clear talent story for risk mitigation and future planning.
  • Partner with Talent Acquisition, HR Directors, and Operational Leaders to assess staffing levels, leave usage, PTO practices, and scheduling approaches, to ensure appropriate staffing strategies aligned to talent and business needs.
  • Leverage people analytics to inform decisions, demonstrate impact, and improve outcomes.
  • Support immigration and labor strategies that impact staffing and capability. Partner with ER/LR partners as necessary.

Union & Labor Relations (as applicable):
  • Act as a strategic partner between business operations, HR, and Employee & Labor Relation COEs in unionized markets.
  • Balance enterprise HR strategy and business objectives with local Collective Bargaining Agreements (CBAs).
  • Advise leaders on labor considerations while aligning business objectives, compliance, and risk management.

Leadership Effectiveness & Capability Building:
  • Coach and advise leaders on organizational effectiveness, performance management, team development, and leadership capability to strengthen team effectiveness.
  • Drive implementation of company policies focused on risk mitigation, performance effectiveness, cost discipline, and enterprise priorities.
  • Partner with leadership to drive culture initiatives and resolve complex employee relations issues to enhance employee morale, engagement, and retention.
  • Support leaders through critical moments and navigating complex employee relations; Coach leaders on how to effectively navigate both planned and unscripted situations.
  • Provide thought partnership for coaching of talent, performance management, career development and compensation matters.
  • Drive development of high potentials through succession planning; collaborate on intentional development plans and executive coaching to build organizational capacity for continued global growth.
  • Proactively reinforce effective performance management practices with leaders through coaching and training on effective and compliant performance management.
  • Partner with Learning & Development to deploy leadership programs, toolkits, and learning experiences that improve leadership consistency and effectiveness.
  • Build team capabilities through guiding change management initiatives and ensuring successful leadership transitions including new leader assimilation programs.

Business Partnership & Enterprise Alignment:
  • Proactively manage executive and site leader relationships to influence outcomes and drive alignment.
  • Collaborate with HR Directors on regional deployment calendars for initiatives with high business impact.
  • Partner with COEs (L&D, TMR, Benefits, and Compensation) to shape and deliver effective programs.
  • Act as a strategic liaison between the business and HR Centers of Excellence (COEs), providing real-time business insights and adapting enterprise programs for effective local execution.
  • Serve as a change champion for HRBP and COE-led initiatives, ensuring strong adoption at the regional and site levels.
  • Own execution of HR enterprise rollouts and change initiatives for assigned client groups.
  • Partner with HR Program Analysts to leverage HR metrics and workforce data to identify trends, diagnose people-related risks, and drive data-informed solutions.
  • Leads efforts to leverage technology and develop effective tools and processes for recruiting, retaining, developing, and on-boarding diverse talent.

Employee Relations & Engagement:
  • Interpret engagement and Team Member experience data; support leaders in developing action plans and escalating systemic issues.
  • Build leader capability to identify concerns early and address issues at the lowest appropriate level.
  • Lead escalated employee relations matters, including performance, behavior, and investigations, partnering with Team Member Relations (TMR) and Legal, as needed. Recommend appropriate actions based on findings, precedent, and risk assessment.
  • Partner closely with Team Member Relations (TMR) to align on case strategy, assess business impact, and develop preventive action plans and leadership coaching.
  • Guide Senior Leaders through corrective action processes, up to and including termination, ensuring documentation, consistency, and risk mitigation.
  • Monitor regional case trends and proactively address root causes.

HRBP Team Leadership:
  • Lead and act in a "One Team" approach, including being grounded in your first team with thinking globally, acting locally.
  • Lead and develop the broader HRBP team, either directly or indirectly, serving as a functional coach and mentor reinforcing strategic partnership, driving capability, and enterprise standards.
  • Promote consistent HRBP practices, strong business acumen, and a solution-oriented mindset across function/region.
  • Model strong data fluency, ensuring HRBPs leverage insights to influence decisions and demonstrate business impact across functions/region.
  • Leads team projects across the HRBP function and collaborates with COEs, ensuring goals and deliverables are met.
  • Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now,
  • Completes all required Company training/compliance courses, as assigned.
  • Adheres to Company standards and maintains compliance with all policies and procedures.
  • Performs other related duties as assigned.

Qualifications
Required Qualifications:
To fulfill this role successfully, the individual should possess the following qualifications, knowledge, skills, abilities, and experience:
  • Knowledge and practical support of workforce planning, succession planning, and performance management processes.
  • Experience leading or supporting organizational changes, such as restructures, mergers, or technology implementations.
  • Proven ability to collaborate with managers to address staffing plans, talent development, and organizational design.
  • Experience with high-level stakeholder management, with the ability to build trust and influence senior leaders and executives.
  • Translates insights into practical actions.
  • Expertise in managing complex employee relations issues, including conflict resolution and coaching managers through difficult situations.
  • Ability to establish and maintain strong relationships; negotiate common approach; to interact with all levels of management and Team Members; to work collaboratively and individually to achieve stated goals.
  • Ability to demonstrate excellent verbal and written communication skills.
  • 7+ years of related experience
  • 3+ year of managerial experience
  • Bachelor's Degree

In addition, the following qualifications, knowledge, skills, abilities, and experience are preferred:
  • Ability to use HRIS data and engagement metrics to identify trends and make evidence-based recommendations.
  • Comfort with AI tools and digital collaboration platforms.
  • Experience leading or supporting organizational change, such as restructures, mergers, or technology implementations.
  • Ability to understand the company's financial model, competitive landscape, and goals to align HR strategies with business outcomes.
  • Strong skills in organization, prioritization, and managing multiple priorities within tight deadlines; ability to complete large amounts of work effectively and efficiently.
  • Strong consulting and influencing skills.
  • Strong collaboration skills and ability to effectively work across functions and organization.
  • Ability to work in a fast-paced, high-pressure environment.
  • Thorough understanding of laws, regulations, and company guidelines or policies.

HGV was awarded four out of five stars for fostering a culture of work-life balance and family-friendly benefits, and is one of Newsweek's "America's Greatest Workplaces for Parents & Families." Over the past 30 years, the highest honor we've received is the continued loyalty of our Owners, Members and Guests. We've also earned accolades for the remarkable work of our dedicated Team Members throughout our resorts, call centers and corporate offices.
We offer an excellent benefit package to our full-time Team Members that include Day One medical, dental and vision insurance, 401K plan, Paid Time Off (PTO) program and extraordinary travel benefits!
We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

Apply