ZipRecruiter

Log In

1

People Development Partner Jobs (NOW HIRING)

Marvin

Learning and Development Partner

Fargo, ND

The Learning & Development Partner supports a facility, function, or business unit by identifying ... From people to products, Marvin is committed to creating better ways of living. When you join this ...

New

Marvin

Learning and Development Partner

Fargo, ND · On-site

... people development. This role partners with leaders, trainers, and subject matter experts to support onboarding, safety, quality, compliance, technical skill development, and leader capability. The ...

New

Marvin

Learning and Development Partner

Fargo, ND

... people development. This role partners with leaders, trainers, and subject matter experts to support onboarding, safety, quality, compliance, technical skill development, and leader capability. The ...

New

Marvin

Learning and Development Partner

Fargo, ND

... people development. This role partners with leaders, trainers, and subject matter experts to support onboarding, safety, quality, compliance, technical skill development, and leader capability. The ...

New

IBG Partners

Sales Development Partner

Columbus, GA · On-site

$75K - $100K/yr

Are you a passionate people person who wants to serve their community and make a difference? * Are ... As a Business Development Partner, you will specialize in offering industry-leading coverage and ...

Volvo Group

Leadership Development Partner

Mahwah, NJ · On-site

$73K - $136K/yr

Mahwah, NJ The People Experience (PX) team is seeking a Leadership Development Specialist to ... This role partners closely with stakeholders across the entire Americas organization and at the ...

24Restore

Network Development Partner

Ramsey, MN · On-site

$75K - $100K/yr

Our team steps in during difficult moments to help people move forward. We're growing rapidly ... Network Development Partner, no two days are the same. You'll spend your time building ...

IBG Partners

Sales Development Partner

Madison, WI · On-site

$75K - $100K/yr

Business Development Partner High Earning Potential | Growth-Focused | Purpose-Driven Are you ambitious, people-oriented, and motivated by long-term successnot quick wins? Infinity Business Group is ...

IBG Partners

Sales Development Partner

Lancaster, OH · On-site

$70K - $100K/yr

You take initiative and have natural relationship-building skills ; you like people, and people ... Top-tier training and professional development , including a minimum of 5 days of 1-on-1 field ...

First American

Business Development Partner

Minden, NV

$65K - $75K/yr

Who We Are Join a team that puts its People First! First American's Direct division provides ... What We Do Business Development Partner - Title & Escrow Northern Nevada | Minden / Incline Village ...

IBG Partners

Sales Development Partner

Thomasville, GA · On-site

$75K - $100K/yr

Are you a passionate people person who wants to serve their community and make a difference? * Are ... As a Business Development Partner, you will specialize in offering industry-leading coverage and ...

next page

Showing results 1-20

All JobsPeople Development Partner Jobs

People Development Partner information

See salary details

$41.5K

$69.2K

$101K

How much do people development partner jobs pay per year?

As of Jun 19, 2026, the average yearly pay for people development partner in the United States is $69,192.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,000.00 and $80,000.00 per year, depending on experience, location, and employer.

What are People Development Partners?

People Development Partners are HR professionals who focus on supporting employee growth, learning, and career development within an organization. They work closely with employees and leaders to identify training needs, facilitate talent development programs, and ensure that individuals have opportunities to advance their skills. Their goal is to align individual development with the organization's strategic objectives, fostering a positive and productive work environment. People Development Partners often collaborate with managers to create personalized development plans and promote a culture of continuous learning.

What is the difference between People Development Partner vs Learning and Development Specialist?

AspectPeople Development PartnerLearning and Development Specialist
CredentialsTypically requires HR or organizational development certificationsOften holds training, education, or HR certifications
Work EnvironmentCollaborates with HR and leadership to develop talent strategiesDesigns and delivers training programs to employees
Employer & Industry UsageCommon in HR departments across various industriesFound in corporate training, education, and HR teams
Search & Comparison IntentOften compared for talent development rolesCompared for training and instructional roles

The People Development Partner focuses on strategic talent growth and organizational development, working closely with leadership. In contrast, the Learning and Development Specialist primarily designs and implements training programs for employees. While both roles require HR or training certifications and operate within similar environments, their core responsibilities differ—one emphasizes strategic partnership, the other focuses on training delivery.

How does a People Development Partner typically collaborate with managers to support employee growth?

People Development Partners work closely with managers to identify skill gaps, align development initiatives with business goals, and tailor learning opportunities to team needs. They often facilitate coaching sessions, provide guidance on performance reviews, and help managers implement effective development plans. This collaboration ensures that employee growth is continuous, measurable, and directly tied to organizational objectives, creating a culture of ongoing learning and improvement.

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

To thrive as a People Development Partner, you need expertise in talent management, learning and development strategies, and strong HR knowledge, often backed by a degree in human resources or organizational psychology. Familiarity with learning management systems (LMS), performance management tools, and certifications like SHRM or CIPD is common in this role. Exceptional communication, coaching ability, and stakeholder management skills set top performers apart. These competencies are crucial for effectively driving employee growth, engagement, and organizational performance.
More about People Development Partner jobs
What states have the most People Development Partner jobs? States with the most job openings for People Development Partner jobs include:
What job categories do people searching People Development Partner jobs look for? The top searched job categories for People Development Partner jobs are:
People Development Partner jobs near you
Infographic showing various People Development Partner job openings in the United States as of June 2026, with employment types broken down into 77% Full Time, 21% Part Time, and 2% Contract. Highlights an 89% Physical, 4% Hybrid, and 7% Remote job distribution, with an average salary of $69,192 per year, or $33.3 per hour.
Talent Acquisition & Development Partner

Talent Acquisition & Development Partner

Millcraft

Independence, OH • On-site

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 4 days ago

Job description

TALENT ACQUISITION & DEVELOPMENT PARTNER
WHY MILLCRAFT
At Millcraft, we're more than a business, we're a family. For over 100 years, we've been proud to serve the paper, packaging, and graphic arts industries, guided by our values of Family, Passion, Aspire, Responsible, and Deliver. We care deeply about our people, our customers, and our communities, and we believe in creating a place where you can grow, belong, and make a real difference. Come join us and be part of something truly special.
THE DIFFERENCE YOU WILL MAKE
Millcraft is currently looking for an energetic, self-starting, and dynamic Talent Acquisition & Development Partner who is responsible for driving full-cycle recruiting while supporting and executing Millcraft's broader talent strategy, including onboarding, training, development, and succession planning.
This role goes beyond traditional recruiting by ensuring new hires are not only selected effectively, but also successfully integrated, developed, and retained as high-performing contributors aligned with Millcraft's culture and long-term business goals.
WHY THIS ROLE MATTERS
  • Reducing reliance on external recruiters and controlling cost
  • Improving quality of hire and cultural alignment
  • Accelerating time-to-fill for critical roles
  • Supporting training, onboarding, and development initiatives
  • Building a sustainable talent pipeline and leadership bench
CORE FUNCTIONS OF THIS ROLE
Talent Acquisition (Primary Focus - ~60%)
  • Lead full-cycle recruiting for key roles across the organization, with an emphasis on higher-level and revenue-generating positions
  • Partner closely with hiring managers to:
  • Define role requirements and success profiles
  • Align hiring decisions with business strategy and team needs
  • Proactively build and maintain talent pipelines for critical and recurring roles
  • Source, screen, and assess candidates for both technical capability and cultural alignment
  • Manage and improve the candidate experience from initial contact through offer acceptance
  • Reduce reliance on external recruiters by filling roles internally
  • Track and report on recruiting metrics:
  • Time-to-fill
  • Cost-per-hire
  • Quality of hire
  • Strengthen Millcraft's employer brand through candidate engagement and external networking

Onboarding & New Hire Integration
  • Partner with HR leadership to support a structured onboarding experience
  • Coordinate and help facilitate:
  • New hire cohorts
  • 30/60/90-day success plans
  • Integration into team structures
  • Help implement and manage a New Hire Buddy Program
  • Ensure new hires are connected to:
  • Key internal stakeholders
  • Resources and tools for success
  • Gather feedback to continuously improve onboarding effectiveness

Talent Development & Organizational Growth
  • Lead and execute elements of Millcraft's training and development strategy
  • New hire training cohorts
  • Sales training programs
  • Professional development initiatives
  • Assist with coordination of:
  • External training programs (e.g., NAW, EDIC, Six Sigma)
  • Conference participation and logistics
  • Collaborate on tracking ROI of training investments, including:
  • Knowledge sharing back to teams
  • Development of learning guides or internal sessions
  • Support creation of structured learning paths, particularly for:
  • Sales roles
  • Early career employees
  • Help design and support a formal mentoring program, including:
  • Matching mentors and mentees
  • Monitoring effectiveness through feedback and pulse checks
  • Identify and develop high-potential talent
  • Support initiatives focused on:
  • Leadership development
  • Career pathing and progression
  • Contribute to succession planning efforts by:
  • Building pipelines for key roles
  • Supporting internal mobility strategies

Knowledge Transfer & Organizational Effectiveness
  • Support initiatives to capture institutional knowledge from experienced team members, including:
  • Customer insights
  • Sales strategies
  • Business processes
  • Help coordinate structured knowledge-sharing efforts such as:
  • "If I were starting over" sessions
  • Customer playbooks
  • Cross-functional learning sessions

Strategic Talent Partnering
  • Act as a strategic partner to HR and business leaders on talent needs
  • Help shift the organization from:
  • Reactive hiring → Proactive workforce planning
  • Identify talent gaps and opportunities aligned with business growth
  • Contribute to continuous improvement of:
  • Hiring processes
  • Talent programs
  • Employee experience

WHAT YOU'LL NEED TO SUCCEED
  • 3-7+ years of experience in corporate recruiting or talent acquisition
  • OR a hybrid recruiting + HR/people development role
  • Experience recruiting for professional, sales, or leadership roles preferred
  • Exposure to training, onboarding, or development programs is a strong plus
  • Willingness to travel regionally (within a 4 hour drive) up to 25% of the time.
  • Ability to assess both technical fit and cultural alignment
  • Highly organized with strong project coordination abilities
  • Skilled in influencing hiring decisions and driving alignment

KEY COMPETENCIES FOR SUCCESS
  • Business Acumen - Understands how talent impacts performance and growth
  • Cultural Champion - Reinforces and selects for Millcraft's values
  • Proactive Mindset - Builds pipelines rather than reacting to openings
  • Collaboration - Works effectively across HR and business teams
  • Ownership - Takes accountability for both hiring outcomes and employee success

WHAT WINNING LOOKS LIKE
  • Excellent written and verbal communication skills coupled with the ability to engage effectively among various levels of management;
  • Approachable and engaging style.
  • Experience and proven record of working on multiple tasks/projects under tight time constraints;
  • Entrepreneurial mindset, coupled with experience building something from scratch - examples may include recruitment strategies, onboarding design, and pipeline of candidates.
  • Ability to organize and establish priorities;
  • Exceptionally self-motivated and directed with keen attention to detail;
  • Excellent organizational skills;
  • Strong project management and problem-solving skills;

At the corporate level, the work environment characteristics described herein are generally representative of those an employee encounters while performing the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The work environment is moderately quiet to moderately noisy. Temperature is moderated by heat in the winter and air conditioning or air circulation methods in the summer.
HOW WE WILL TAKE CARE OF YOU
Medical, Dental, & Vision
Profit-Sharing
Generous Time Off Policies
Tuition Reimbursement Program
Military Leave Pay
Voluntary Dependent Life Insurance
Accident and Critical Illness
Company Paid Life Insurance
Wellness Program
Company Paid Holidays
401k Retirement Savings Plan
Employee Assistance Program
Veteran's Day Pay
Limited Purpose F.S.A and Dependent Care F.S.A
Company paid Short Term Disability, and Long-Term Disability
Don't meet every single requirement? That's okay. At Millcraft, we believe great people come with many different experiences, and if our core values-Family, Passion, Aspire, Responsible, and Deliver-resonate with you, we encourage you to apply. We're always looking for people who think differently, bring new perspectives, and want to grow with us.
Your passion, our purpose-let's make a difference together.
Millcraft Paper Company is an EEO employer. We are committed to equal opportunity in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, disability, or veteran status. Millcraft Paper Company complies with all applicable national, state and local laws governing nondiscrimination in employment as well as employment eligibility verification requirements of the Immigration and Nationality Act. All applicants must have authorization to work for Millcraft Paper Company.
#MLC1920

Apply