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Learning Partner Jobs in New York (NOW HIRING)

Impiricus

HR Business Partner

New York, NY · On-site +1

$95K - $115K/yr

Collaborate with L&D to operationalize company-wide growth initiatives and ensure People Ops processes reinforce a culture of continuous learning * Partner with Legal on employment agreements, policy ...

Catapult Learning

School Counselor (Part-Time)

Bronx, NY · On-site

$46 - $60/hr

Be there for students at Catapult Learning partner schools in the way that works best for you: year-round and/or during summer, full-time or part-time. Our various career options empower educators to ...

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All JobsLearning Partner JobsLearning Partner Jobs in New York

Learning Partner information

See New York salary details

$33.4K

$128.6K

How much do learning partner jobs pay per year?

As of Aug 8, 2026, the average yearly pay for learning partner in New York is $123,740.00, according to ZipRecruiter salary data. Most workers in this role earn between $127,500.00 and $127,500.00 per year, depending on experience, location, and employer.

What are some common challenges learning partners might face in their role?

Learning Partners often encounter the challenge of aligning training initiatives with rapidly evolving business objectives while addressing diverse learning needs across the organization. Balancing multiple projects, managing stakeholder expectations, and ensuring engagement from busy employees require strong organizational and interpersonal skills. Additionally, keeping up-to-date with the latest learning technologies and assessment methods is crucial for delivering relevant and effective programs. Despite these challenges, Learning Partners play a pivotal role in shaping a culture of continuous improvement and professional growth.

What is the role of a learning partner?

A learning partner is responsible for supporting and facilitating learning experiences, often collaborating with learners to identify goals, provide guidance, and track progress. They may develop training materials, deliver instruction, and use tools like learning management systems to enhance educational outcomes. The role requires strong communication skills and a focus on continuous improvement in learning environments.

What are the key skills and qualifications needed to thrive in the learning partner position, and why are they important?

To thrive as a Learning Partner, you need expertise in instructional design, adult learning principles, and organizational development, often supported by a degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and experience with data analytics for measuring training effectiveness is highly valuable. Excellent communication, stakeholder management, and facilitation skills help you build partnerships and adapt programs to diverse learner needs. These skills ensure the effective development, delivery, and evaluation of impactful learning solutions aligned with business goals.

What does a learning partner do?

A Learning Partner collaborates with business leaders and employees to identify learning needs, develop training programs, and support professional development. They work to align learning initiatives with organizational goals, ensuring employees have the skills needed for success. Learning Partners may design, implement, and evaluate training programs, facilitate workshops, and provide coaching. Their role is both strategic and hands-on, bridging the gap between business objectives and employee development.

How do I become a learning partner?

To become a learning partner, you typically need relevant experience in education, training, or mentoring, along with strong communication and interpersonal skills. Some roles may require specific certifications or knowledge of learning management systems. Applying through the company's career portal and demonstrating your ability to support learning initiatives are common steps.
What are popular job titles related to Learning Partner jobs in New York? For Learning Partner jobs in New York, the most frequently searched job titles are:
What job categories do people searching Learning Partner jobs in New York look for? The top searched job categories for Learning Partner jobs in New York are:
Learning Partner jobs near you
Infographic showing various Learning Partner job openings in New York as of August 2026, with employment types broken down into 1% As Needed, 73% Full Time, 23% Part Time, 1% Temporary, and 2% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $123,740 per year, or $59.5 per hour.

Human Resources Business Partner

Friends of the High Line

Manhattan, NY • On-site

$84K - $90K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 10 days ago

Job description

The Human Resources Business Partner (HRBP) serves as a strategic People & Culture partner to assigned client groups, aligning people strategies with business priorities to strengthen organizational performance.
The HRBP partners with leaders to provide consultative support in organizational effectiveness, workforce planning, talent management, leadership coaching, performance management, employee relations, and organizational change. Working collaboratively with colleagues across the People & Culture team, the HRBP delivers consistent enterprise people programs while tailoring solutions to the unique operational needs of assigned departments.
This position exercises sound judgment, builds trusted relationships, and helps leaders solve business challenges through effective people practices that strengthen organizational capability and employee experience.
The annual salary for this role is in a range from $84,000 up to $90,000 based on experience and performance.
PRIMARY RESPONSIBILITIES
Strategic Partnership and Organizational Effectiveness
  • Serve as the primary People & Culture advisor to assigned client groups.
  • Build trusted consultative relationships by developing a deep understanding of departmental priorities, workforce needs, and organizational objectives.
  • Partner with leaders to develop workforce strategies that support business objectives and long-term organizational capability.
  • Advise leaders on organizational design, role clarity, team effectiveness, succession planning, and workforce capability.
  • Analyze workforce trends and organizational data to identify risks and recommend practical people strategies.
  • Support leaders through organizational change, restructuring, and evolving business priorities.
  • Partner with leaders to identify and resolve organizational and people-related challenges using sound judgment, professionalism, and discretion.

Leadership Coaching and Employee Relations
  • Coach managers on leadership effectiveness, performance management, employee development, communication, and accountability.
  • Provide guidance on employee relations matters, including performance concerns, workplace conflict, corrective action, and policy interpretation.
  • Promote consistent application of employment policies, employment practices and organizational values.
  • Conduct workplace investigations and partner with leadership to resolve employee concerns in a timely, fair, and consistent manner.
  • Escalate complex or high-risk employee relations matters as appropriate.
  • Support managers in developing performance improvement plans, career development discussions, and employee recognition strategies.

Talent Acquisition and Market Strategy
  • Partner with business leaders to anticipate workforce needs and develop talent strategies aligned with organizational priorities.
  • Collaborate with hiring managers throughout the recruiting and selection process, including position planning, competency identification, interview design, and candidate assessment.
  • Support leaders in attracting, selecting, onboarding, and retaining highly qualified employees.
  • Identify succession risks and recommend development opportunities for key talent.
  • Partner with managers to strengthen internal mobility and career development opportunities.
  • Support onboarding by partnering with enterprise onboarding resources to ensure successful employee integration and early productivity.

Organizational Development and Learning
  • Partner with leaders to identify organizational and individual development needs that support business priorities.
  • Assess leadership and manager capability gaps and recommend appropriate learning and development solutions.
  • Collaborate with People & Culture colleagues to design, implement, and evaluate enterprise learning and leadership development initiatives.
  • Coach managers on the application of new skills and reinforce learning through ongoing consultation and feedback.
  • Support succession planning and career development by helping leaders identify growth opportunities for employees.
  • Evaluate the effectiveness of learning initiatives through feedback, business outcomes, and workforce metrics.

Organizational Capability and Continuous Improvement
  • Identify opportunities to improve manager capability, employee engagement, organizational effectiveness, and employee experience.
  • Support implementation of People & Culture developed enterprise initiatives within assigned client groups.
  • Partner with People & Culture colleagues to ensure consistent delivery of enterprise programs and services.
  • Utilize workforce analytics and organizational insights to inform recommendations and evaluate outcomes.
  • Contribute to continuous improvement of People & Culture processes, practices, and service delivery.
  • Participate in cross-functional initiatives that strengthen organizational capability and operational effectiveness.

Requirements
Education
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience.

Experience
  • Three to five years of progressively responsible Human Resources experience in a business partner, employee relations, organizational development, or related professional role.
  • Experience partnering with leaders on workforce planning, employee relations, performance management, organizational effectiveness, and talent management.
  • Experience partnering with leaders to address workforce planning, employee relations, organizational effectiveness, performance management, and talent development in a dynamic organizational environment.

Skills
  • Strong consultative and relationship-building skills.
  • Excellent written and verbal communication skills.
  • Demonstrated ability to influence and coach leaders at multiple organizational levels.
  • Strong analytical, problem-solving, and decision-making abilities.
  • Ability to manage confidential information with professionalism and discretion.
  • Demonstrated ability to balance multiple priorities while maintaining exceptional attention to detail.
  • Commitment to equity, inclusion, collaboration, and continuous improvement.

Benefits
• Discounted Citi Bike Membership
• Discounts with vendors on the High Line & around the Meatpacking neighborhood
• Free entrance to Whitney Museum
• 20 Vacation days, 7 sick days, and 10 paid holidays with 2 floating holidays (prorated
based on start date).
• Medical, dental, and vision insurance
• Paid primary and secondary caregiver leave
• Supplemental short-term disability insurance and paid life insurance
• Winter Fridays
• Commuter benefits
• Flexible Spending Accounts
• Contribution in a 403(b) retirement plan
• Employee Assistance Program
• Growth & Development career opportunities
About Friends of the High Line
The High Line is both a nonprofit organization and a public park on the West Side of Manhattan. We're devoted to reimagining public spaces to create connected, healthy neighborhoods and cities through our work with communities on and off the High Line. Built on a historic, elevated rail line, the High Line was always intended to be more than a park. You can walk through the gardens, view art, experience a performance, enjoy food or beverage, or connect with friends and neighbors while enjoying a unique perspective of New York City. Nearly 100% of our annual budget comes through donations. The High Line is owned by the City of New York, and we operate under a license agreement with NYC Parks.
EEO Statement
The High Line is guided by a series of values through which we make decisions, including hiring. These values include proactively creating access points for all people, regardless of age, sex, color, creed, race, income, country of origin, religion, sexual orientation, or gender identity. As part of our commitment to living up to these values and advancing equity within our organization and through our work, we are committed to an equitable hiring process. Hence, we strongly encourage applications from people with a broad range of lived experiences. This description shall not be construed as a contract of any sort for a specific period of employment.

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