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Senior Talent Development Partner Jobs in Colorado

Adobe

Sr. Talent Partner - GTM

Denver, CO · On-site

The Opportunity We're looking for a versatile Talent Partner who can flex seamlessly between high-volume requisitions and senior-level strategic searches. This role delivers full-cycle recruiting for ...

Kiewit

Talent Development Assistant

Aurora, CO · On-site

District Overview Kiewit Human Resources Group is an integral partner and service provider that ... Talent Development. Location This is a full time in office role located in Aurora, CO. This is not ...

Tt

Senior Talent Acquisition Specialist

Denver, CO · On-site

$90K - $120K/yr

Partner with senior business leaders to define hiring strategies aligned with workforce planning and business objectives * Act as a strategic advisor on talent market trends, competitor insights, and ...

Breakthru

Senior Talent Acquisition Specialist

Denver, CO · On-site

$71K - $98K/yr

We're looking for a Senior Talent Acquisition Specialist to serve as a strategic thought partner ... You're comfortable partnering with Operations and HR leaders while also rolling up your sleeves to ...

Starz

Sr. HR Business Partner

Denver, CO · On-site

The Senior HR Business Partner provides hands-on HR support to staff-level employees, serving as a ... Talent Processes (Hiring, Onboarding, Development) * Partner with internal recruiters and other ...

Starz

Sr. HR Business Partner

Greenwood Village, CO · On-site

The Senior HR Business Partner provides hands-on HR support to staff-level employees, serving as a ... Talent Processes (Hiring, Onboarding, Development) * Partner with internal recruiters and other ...

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Senior Talent Development Partner information

See Colorado salary details

$57.3K

$107.2K

$158.8K

How much do senior talent development partner jobs pay per year?

As of Aug 29, 2026, the average yearly pay for senior talent development partner in Colorado is $107,236.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,200.00 and $122,500.00 per year, depending on experience, location, and employer.

What is a senior talent development partner?

A Senior Talent Development Partner is a human resources professional who designs, implements, and manages strategies to develop employees' skills and careers within an organization. They work closely with leadership and business units to identify talent gaps, create training programs, and drive initiatives such as succession planning, leadership development, and performance management. Their goal is to ensure the workforce is engaged, productive, and equipped to meet current and future business needs. They often use data and feedback to measure the effectiveness of development programs and make continuous improvements.

What are the key skills and qualifications needed to thrive as a senior talent development partner?

To thrive as a Senior Talent Development Partner, you need expertise in learning and development strategies, instructional design, and organizational development, often supported by a bachelor's or master's degree in HR or related fields. Familiarity with learning management systems (LMS), talent analytics tools, and certifications like CPLP or SHRM-CP is typically required. Strong interpersonal skills, stakeholder management, and the ability to influence and coach leaders are standout soft skills in this position. These skills ensure effective talent growth initiatives that drive employee engagement, performance, and strategic organizational success.

How does a senior talent development partner typically collaborate with leadership and other departments to implement development initiatives?

A Senior Talent Development Partner works closely with organizational leaders and cross-functional teams to assess development needs, design tailored learning programs, and ensure alignment with business goals. They often facilitate workshops, lead strategic discussions, and provide guidance on performance management and succession planning. Regular collaboration with HR, department heads, and executive leadership is essential to drive engagement, measure outcomes, and continuously improve talent strategies. This collaborative approach ensures that development initiatives are both impactful and sustainable across the organization.

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

AspectSenior Talent Development PartnerLearning and Development Specialist
CredentialsTypically requires a bachelor’s or master’s in HR, Organizational Development, or related fields; certifications like CPLP or SHRM-SCP are commonUsually holds a bachelor’s degree in HR, Education, or related areas; certifications like CPLP or ATD are beneficial
Work EnvironmentStrategic partner working with leadership to develop talent strategies across departmentsFocuses on designing and delivering training programs, often working with employees directly
Employer & Industry UsageCommon in corporate HR departments, especially in larger organizationsFound in corporate, educational, or nonprofit sectors focusing on employee development

The Senior Talent Development Partner and Learning and Development Specialist roles both focus on employee growth. The main difference lies in scope: the Senior Talent Development Partner works strategically with leadership to align talent initiatives, while the Learning and Development Specialist primarily designs and implements training programs at the operational level.

What are popular job titles related to Senior Talent Development Partner jobs in Colorado?

For Senior Talent Development Partner jobs in Colorado, the most frequently searched job titles are:

What job categories do people searching Senior Talent Development Partner jobs in Colorado look for?

The top searched job categories for Senior Talent Development Partner jobs in Colorado are:

Senior Talent Development Partner jobs near you
Infographic showing various Senior Talent Development Partner job openings in Colorado as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, 1% Temporary, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $107,236 per year, or $51.6 per hour.

Senior Talent Development & People Programs Manager (Talent & Leadership Development)

Denver, CO • On-site

Rowan Digital Infrastructure Pty Ltd
See more jobs at Rowan Digital Infrastructure Pty Ltdexternal

$125K - $150K/yr

Full-time

Medical, Retirement, PTO

Posted 3 days ago

New

Job description

At Rowan Digital Infrastructure, we are transforming data center delivery for speed and scale. Our mission is to deliver best-in-class data center solutions to hyperscale customers who share our commitment to sustainability, and to do so with an unwavering focus on efficiency, quality, and flexibility. Our data center solutions are tailored to our customers' needs and delivered by our exceptional end-to-end team. Rowan is assembling a strategic portfolio of data center sites in Tier 1 markets across the United States at various stages of development, and we're looking for incredible and passionate people to help us advance our company and our commitment to building a more sustainable future.
Rowan is backed by Quinbrook, a leading investor in the energy transition, and Blackstone, the world's largest alternative asset manager.
Ready to join us in transforming the future of data centers and sustainability? Apply now to explore exciting career opportunities at Rowan Digital Infrastructure and be a part of our mission to revolutionize data center delivery.
Role Summary
Reporting to the Director, Talent Development & People Programs, the Senior Talent Development & People Programs Manager leads four deeply interconnected domains: leader and manager development, performance management, career development, and team effectiveness consulting.
This role is responsible for designing and evolving the systems, experiences, and practices that help leaders, teams, and employees grow and perform at their best to achieve measurable business outcomes. Success requires the ability to think strategically, influence across the organization, and execute with excellence in a fast-paced, high-growth environment.
The role includes significant opportunities for contribution and growth, including leading or partnering across onboarding, employee listening, engagement, culture, recognition, mentoring, and/or strategic ERG initiatives.
Travel: Ability to travel up to (20%) to company location or for meetings.
Location: Denver, CO (hybrid in-office role)
Compensation: $125 - $150k (Offers Bonus)
Essential Responsibilities
Leadership & Management Development
  • Partner with senior leaders, stakeholders, and People Business Partners to identify development needs and translate organizational priorities into scalable, high-impact learning solutions
  • Co-create and drive Rowan's multi-year leadership development strategy, ensuring it reflects business direction and priority capabilities
  • Design, deliver, and evaluate leadership development solutions across all levels that address priority business and leadership capabilities
  • Design and manage Rowan's manager transition programs
  • Create learning content, toolkits, guides, and practical resources that support sustained behavior change and performance
  • Make build vs. buy decisions for content, coaching, vendor programs, and assessment tools
  • Facilitate learning experiences with energy and executive presence, creating environments where leaders feel challenged, engaged, and ready to apply new skills
  • Administer 360-degree feedback, including vendor coordination, results interpretation, and debrief facilitation
  • Partner with PBPs on succession and high-potential development
  • Partner with TD&PP Manager on new leader onboarding content

Performance Management
  • Lead the strategy, design, and evolution of Rowan's performance management framework, including cycle structure, calibration methodology, promotion integration, and Guiding Principles alignment
  • Manage the full performance cycle end-to-end: project coordination, timelines, communications, calibration preparation, and partnership with People Business Partners, People Operations, and key stakeholders
  • Design associated employee and people manager training and resources.
  • Partner with People Business Partners on calibration session design and facilitation support
  • Ensure the performance framework explicitly reflects Rowan's Guiding Principles - embedding expected behaviors into how performance is defined, discussed, and recognized

Career Development
  • Own and evolve Rowan's career development strategy and framework
  • Design and maintain career development resources for employees and managers - career conversation guides, IDP templates, and manager enablement materials
  • Integrate career development touchpoints into the performance cycle, making development planning a natural output of performance conversations
  • Partner with Talent Acquisition and People Operations to build scalable career pathing and internal mobility approach that increases visibility of opportunities and supports employee growth

Team Effectiveness Consulting
  • Serve as an internal team development consultant - partnering with People Business Partners and leaders to diagnose challenges and design targeted interventions that strengthen effectiveness, collaboration, and performance; partner with People Business Partners on internal solutions and/or recommend vendor partners
  • Administer and debrief team and leader assessment tools (e.g., 5 Behaviors, DiSC, or equivalent) in a way that generates real behavior change and impact
  • Design and facilitate team effectiveness sessions - diagnosing dynamics, establishing working norms, and leading teams to create concrete action plans
  • Design Rowan's new leader assimilation process and toolkit; train People Business Partners in delivery

Across All Workstreams
  • Lead or partner in vendor selection and ongoing relationship management, as applicable
  • Partner with the People Operations Analyst to develop onboarding dashboards and success measures
  • Create, track, and report on success metrics; use data, feedback, and business insights to evaluate effectiveness and continuously improve programs and processes

Education, Skills, and Experience
  • Bachelor's degree in Human Resources, Organizational Development, Business, or a related field
  • 8+ years of progressive experience in leadership development, organizational development, or talent management - with demonstrated end-to-end ownership of programs and processes
  • Demonstrated experience designing, developing, and facilitating blended leadership development programs/experiences
  • Demonstrated experience owning or significantly managing a performance management cycle - including manager and employee enablement, calibration, and framework improvement
  • Demonstrated experience facilitating team effectiveness sessions or new leader assimilation processes, working in ambiguous group dynamics with senior audiences
  • Demonstrated experience consulting with senior leaders to diagnose organizational/team challenges and translate business needs into people, team, or development solutions
  • Demonstrated experience building and scaling programs, frameworks, or processes from the ground up in a high-growth or rapidly evolving hybrid or distributed environment
  • Certification in at least one behavioral or personality assessment tool (DiSC, Hogan, 5 Behaviors, or similar) with demonstrated experience debriefing in individual and team settings
  • Strong project and change management skills, with the ability to manage cross-functional programs and multiple initiatives simultaneously
  • Highly organized with the ability to execute with excellence in a fast-paced, high-growth environment
  • Clear, direct communicator who can translate complex ideas into engaging, practical content for diverse audiences and influence effectively across all levels of the organization, including senior executives
  • Demonstrated ability to partner across functions with a collaborative and influencing style that builds trust and drives alignment without direct authority
  • Grounding in adult learning and behavior science principles as they apply to employee development, behavioral change, and performance improvement
  • Ability to analyze data, identify trends, measure solution effectiveness, and translate insights into action using data across multiple sources
  • Highly skilled at working independently from strategy through execution in an organization where the path may need to be created
  • Proficient working with HR systems, learning technologies, LMS/LXP platforms, and SharePoint

Preferred Experience and Skills
  • Master's degree in a relevant field
  • Professional coaching training or certification
  • Experience with 360 feedback tools including administration, facilitation, and debrief
  • Experience managing vendor relationships for HR, Talent, Learning, or Culture solutions
  • Experience building new manager or manager effectiveness programs from the ground up
  • Demonstrated experience designing or managing career development programs, frameworks, or tools (e.g. career pathing, IDP processes, or manager enablement for career conversations)
  • Demonstrated ability to leverage AI-enabled tools to improve productivity, content development, learning experiences, or program scalability

Fueled by Excellence & Collaboration
At Rowan, we are a distributed team united by a common mission to transform data center delivery. Across our two offices, we offer a hybrid work environment supported by teamwork, technology, and in-office gathering time to help you be successful. We are headquartered in downtown Denver, Colorado and have an office in Seattle, Washington. Our team of talented and passionate individuals is spread out across the U.S.
Here to support you
At Rowan, we want to make sure you can do great work. We offer competitive benefits focused on helping you be and achieve your best.
  • Hybrid working environment
  • Team building and educational opportunities
  • Generous benefits package including robust health benefits and a 401(k)-company contribution
  • Unlimited PTO
  • RTD ECO pass or parking reimbursement
  • Competitive compensation, bonus, and an incentive plan

Equal Opportunity Employer
Rowan Digital is an equal opportunity employer. We welcome and celebrate diversity in all aspects of our workforce. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other legally protected status. We strive to create an inclusive environment where everyone can thrive.

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