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Senior Talent Development Partner Jobs in Michigan

MalaceHR

Sr Talent Acquisition Specialist

Troy, MI

$60K - $70K/yr

... Business Development/Outside Sales responsibilities required) About Us We are a specialized ... Partnership * Collaborate with sales/account managers and leadership to understand client hiring ...

MalaceHR

Sr Talent Acquisition Specialist

Troy, MI

$60K - $70K/yr

... Business Development/Outside Sales responsibilities required) About Us We are a specialized ... Partnership * Collaborate with sales/account managers and leadership to understand client hiring ...

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Senior Talent Development Partner information

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$47.5K

$88.9K

$131.6K

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

As of Jun 10, 2026, the average yearly pay for senior talent development partner in Michigan is $88,887.00, according to ZipRecruiter salary data. Most workers in this role earn between $71,500.00 and $101,500.00 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.

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

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.

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 Michigan? For Senior Talent Development Partner jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Senior Talent Development Partner jobs in Michigan look for? The top searched job categories for Senior Talent Development Partner jobs in Michigan are:
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Senior Talent Development Partner jobs near you
Senior Talent Development Manager, Supply Chain

Senior Talent Development Manager, Supply Chain

Chobani

Norton Shores, MI • On-site

Other

Medical, Dental, Vision, Retirement, PTO

Posted 2 days ago

Chobani rating

8.8

Company rating: 8.8 out of 10

Based on 36 frontline employees who took The Breakroom Quiz

17th of 381 rated food and drinks producers

Job description

Summary

The Senior Manager, Talent Partner for Supply Chain, will serve as an expert in Talent Development (talent assessment, succession planning, and performance processes), Organizational Design & Ways of Working, and Leadership Development for the Supply Chain Function.  

**This role can be based out of any of our physical locations (NYC, Dallas TX, Twin Falls ID, Muskegon MI, Philadelphia PA, or New Berlin NY). 

Responsibilities

TALENT DEVELOPMENT

  • Owns Supply Chain Talent Strategy: Talent assessment, succession planning, and performance processes, including leadership calibration, readiness discussions, goal setting & cascading.  
  • Partnering with the PBPs and Supply Chain Leaders, identifies critical roles & Top Talent, increases visibility and accountability for upgrading & developing Supply Chain Talent.  
  • Translates talent insights into targeted development actions (stretch assignments, rotations, coaching) and talent-related decisions (lateral moves, promotions).
  • Translate enterprise career frameworks into Supply Chain-specific capability pathways and identifies readiness gaps for salaried employees.

ORGANIZATIONAL DESIGN & WAYS OF WORKING

  • Provides the deep expertise, tools, and resources to approach organizational changes in a deliberate, proactive way - review roles, processes, reporting lines.
  • Advises on org design enhancements, decision-making effectiveness based on accountability within roles, and ways of working.

 

LEADERSHIP DEVELOPMENT

  • Owns the Supply Chain-specific Leadership Development programs: Emerging Leader, Supervisor Training Series, including topic identification, content creation, and facilitation planning.   
  • Owns the overall design, standards, and governance of Supervisor Onboarding across all plants, ensuring consistency. Supports plant-level execution.   
  • Supports Enterprise Leadership Development programs via facilitation and 360 Coaching for Supply Chain.
  • Identifies Supply Chain soft skills that require upskilling.

 

BUSINESS PARNTERSHIPS

  • Partners with PBPS, Supply Chain leaders, Enterprise L&D, Supply Chain Technical Training, and Talent Management; contributes to executive synthesis and governance for priority initiatives.
Requirements

Experience & Background

  • 10 years of experience in L&D, Talent Development, Leadership Development, or Organizational Design, preferably in Supply Chain, Operations, or Manufacturing exposure.
  • Demonstrated experience partnering with business leaders to diagnose needs and translate them into solutions
  • Experience designing and delivering capability programs for frontline leaders, supervisors, or managers.

Skills & Capabilities

  • Strong ability to translate enterprise frameworks into functional, practical application.
  • Comfortable owning programs end-to-end, from design through delivery and improvement.
  • Able to balance strategic intent with operational reality.
  • Strong facilitation and influencing skills across levels.
  • Experience working with external vendors without duplicating effort.
  • Able to track progress, assess effectiveness, and adjust based on outcomes.

Mindset & Attributes

  • Business-oriented, who can challenge respectfully and support leaders in developing others
  • Comfortable operating with autonomy in ambiguous environments and bringing clarity and accountability where structure is limited
  • Curious, pragmatic, and grounded in how work actually happens on the floor.
  • Strong judgment and prioritization skills.

What Success Looks Like

  • Top Talent investments result in visible growth and stronger succession benches.
  • Supply Chain leaders experience development as relevant, timely, and impactful.
  • Career frameworks are actively used to guide development and readiness.
  • Leadership capability keeps pace with operational complexity and growth.
  • Org structures support scale & growth
About Us 

Chobani is a food maker with a mission of making high-quality and nutritious food accessible to more people, while elevating our communities and making the world a healthier place. In short: making good food for all. In support of this mission, Chobani is a purpose-driven, people-first, food-and-wellness-focused company, and has been since its founding in 2005 byHamdi Ulukaya, an immigrant to the U.S. The Company manufactures yogurt, oat milk, and creamers - Chobani yogurt is America's No.1 yogurt brand, made with natural ingredients without artificial preservatives. Following the 2023 acquisition of La Colombe, a leading coffee roaster with a shared commitment to quality, craftmanship and impact, the Company began selling cold-pressed espresso and lattes on tap at cafes nationwide, as well as Ready to Drink (RTD) coffee beverages at retail. In 2025, Chobani acquired Daily Harvest, a modern brand offering consumers nutritious, delicious and convenient ready-to-make meals.

 
Chobani uses food as a force for good in the world - putting humanity first in everything it does. The company's philanthropic efforts prioritize giving back to its communities and beyond. Chobani manufactures its products inNew York,Idaho,MichiganandAustralia, and its products are available throughoutNorth Americaand distributed inAustraliaand other select markets.


For more information, please visit www.chobani.com or follow us on Facebook, Twitter, Instagram and LinkedIn.

Chobani is an equal opportunity employer. Chobani will not discriminate against any applicant for employment on any basis including, but not limited to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, military and/or veteran status, marital status, predisposing genetic characteristics and genetic information, or any other classification protected by federal, state, and local laws.

The salary range for this full-time position is $109,000.00 - $172,700.00, + bonus + equity + benefits. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range for your preferred location during the hiring process. 

Chobani provides a comprehensive benefits package, including medical, dental, vision coverage, disability insurance, health savings account, flexible spending accounts, and tuition reimbursement. To help save for the future, all employees are eligible for a 401k match of 100% on up to 5% of eligible pay. To support growing families, we provide fertility and childcare assistance, and 12 weeks of parental leave at full pay after six months of continuous employment. In addition, we provide wellness resources which include an employee assistance program, fitness discounts, a wellness reimbursement, on-site gym access (certain locations) and a monthly wellness newsletter to connect you with resources and timely information. We offer various types of paid time of including: 120 hours of paid time off, 11 holidays, and paid volunteer time off.

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