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Learning And Development Business Partner Jobs (NOW HIRING)

OneMagnify

Learning & Development Manager

Detroit, MI · On-site

The Learning & Development Manager shapes how talent grows at OneMagnify by connecting skill ... Partner with HR, leadership, and functional teams to align learning with real business needs Design ...

Aston Carter

HR Business Partner

Greenwood Village, CO · On-site

HR Business Partner This HR Business Partner role blends hands-on HR operations with strategic ... Collaborate closely with Talent Acquisition and Learning & Development to ensure alignment across ...

Aston Carter

HR Business Partner

Englewood, CO

HR Business Partner This HR Business Partner role blends hands-on HR operations with strategic ... Collaborate closely with Talent Acquisition and Learning & Development to ensure alignment across ...

Aston Carter

HR Business Partner

Greenwood Village, CO · On-site

HR Business Partner This HR Business Partner role blends hands-on HR operations with strategic ... Collaborate closely with Talent Acquisition and Learning & Development to ensure alignment across ...

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Learning And Development Business Partner information

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$19.5K

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$91.5K

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

As of Aug 13, 2026, the average yearly pay for learning and development business partner in the United States is $54,999.00, according to ZipRecruiter salary data. Most workers in this role earn between $41,500.00 and $63,500.00 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.
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Cities with the most Learning And Development Business Partner job openings:

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Learning And Development Business Partner jobs near you
Infographic showing various Learning And Development Business Partner job openings in the United States 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 $54,999 per year, or $26.4 per hour.

Human Resources Business Partner

Mallinckrodt

Malvern, PA • On-site

Full-time

Posted 3 days ago

New

Mallinckrodt rating

8.0

Company rating: 8.0 out of 10

Based on 11 frontline employees who took The Breakroom Quiz

43rd of 86 rated pharmaceutical

Job description

Job Title
Human Resources Business Partner
Requisition
JR000015879 Human Resources Business Partner (Open)
Location
Malvern, PA
Additional Locations
Job Description Summary
The Human Resources Business Partner reports directly to the Executive Director and is responsible for serving as the primary business partner, managing employee relations and providing day-to-day support to assigned client groups. The incumbent will also implement and support all HR policies and programs for their respective client base. The HRBP works closely with the HR team to develop, implement, and evaluate ongoing HR policies, programs, and initiatives, and collaborates with HR colleagues to determine the overall strategy for HR programs.
Job Description
Key Accountabilities
Business Partner
  • Serve as a business partner to assigned client groups and primary focal point for HR programs, strategies, issues, and needs; participate as a business partner at client's leadership staff meetings.
  • Identify HR solutions that improve business performance; lead the development of the HR strategic action plan for assigned client groups.
  • Offer guidance and solutions; solve complex problems; provide expert insight into people and organizational issues.
  • Lead organization-wide programs for a salary review, organization and talent review, workforce plans, strategic hires, and talent mobility.
  • Apply an understanding of the dynamics of the business to drive HR practices and processes that will create an effective organization.
  • Partner with business groups to focus on building the Company's culture, including team development, conflict resolution, and fostering an environment of open feedback and communication.
  • Work together with the COEs to plan the growth and development of high-performance teams.

HR Strategy
  • Participate in the design, development, and implementation of HR strategy, policy, programs, processes, and initiatives to drive the achievement of the Company's strategic goals and objectives.
  • Consultant, coach, and advisor to the organization providing HR expertise with objectivity and professionalism in dealing with sensitive issues to all levels of management and employees.
  • Drive corporate change initiatives through to the business and deliver programs for managing culture.
  • Provide general and/or specific interpretation of HR Policies and Guidelines and recommend/ develop new policies when necessary.
  • Maintain effectiveness of performance-driven compensation, total rewards, and benefits strategies to attract, retain and reward employees while leveraging resources and achieving internal and external equity.

Organizational Development/Learning Development
  • Lead organizational change and design by working with senior management to identify business requirements and implement appropriate solutions.
  • Offer advice and guidance to improve work performance and assist in training and development needs assessment.
  • Participate in leading succession planning and talent management programs to assess "next generation" leaders and maximize the effective deployment of top performing employees.

Employee Relations
  • Facilitate the resolution of management-employee issues; interpret HR policies and apply appropriate action.
  • Manage complex employee relations issues including intake, issue identification, policy interpretation, investigation, root-cause analysis, recommendation development, communication to involved, conflict resolution, development or performance improvement planning, confidential record-keeping and management reporting; collaborate with HR colleagues and company leadership to ensure alignment in resolving precedent-setting situations.

Qualifications
Education & Experience
  • BA/BS in Management, Human Resources, Organizational Psychology, or related discipline.
  • 10+ years' of progressive human resources business partner experience including talent acquisition, organizational effectiveness/change management, learning & development, and talent management.
  • 5 years in a business partner position, employee relations, alliances and partnerships, and consulting with business leaders including business strategy design and development experience; experience consulting with functional leaders of business units and influencing corporate decision making related to HR issues.

Knowledge
  • Knowledge of the pharmaceutical industry HR function
  • In depth knowledge of supporting Commercial Business and/or Corporate functions and participating in HR strategy development preferred
  • Thorough knowledge of applicable employment laws, compensation philosophies, HR best practices, trends and issues

Skills & Abilities
  • Ability to perform complex analysis of human resources issues and data
  • Strong interpersonal skills including ability to communicate effectively with people individually and groups; ability to communicate with technical and non-technical colleagues; experience establishing and maintaining effective relationships with functional leaders by understanding their department, its role in the organization and its internal and external links
  • Excellent presentation skills including ability to tailor information and delivery to audience; manage pace, timing and audience engagement; field and respond to questions; adjust approach and content to last minute changes; present in various formats (slides, video, speaking) and delivery methods (teleconference, video conference, panel, platform, office demonstration

Physical Requirements
  • Office environment.
  • Up to 10% travel.
  • This position can be based out of our Malvern, PA headquarters.

Keenova offers employees a Total Rewards package which includes competitive pay and benefits. To learn more about our Total Rewards benefits please visit: Keenova Careers | Serve and Grow with Purpose | Keenova
Disclaimer: The above statements are intended to describe the general nature and level of work performed by employees assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities, and qualifications. Management reserves the right to change or modify such duties as required.
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At Keenova, we believe that no one should be alone in their pursuit of better health. This purpose drives us as we pair quality therapeutics with human support-showing up in big moments and small to help patients find comfort and confidence.
We bring deep expertise and resolve to every therapeutic area we serve, including immunology, urology, men's health, orthopedics, critical care, and pediatric endocrinology. We work with patients, care partners, and physicians to help them navigate healthcare system complexity and access therapies that make a meaningful difference.
We are Keenova-keen to solve, keen to serve. Learn more at www.keenova.com.

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