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Senior Talent Development Partner Jobs in New York

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Senior Talent Partner

New York, NY · On-site

$119K - $141K/yr

As a Senior Talent Partner, you'll be responsible for building sourcing plans, leading stakeholder ... We supercharge your professional growth with career development programs and leadership training.

EDF

Senior Specialist, Talent Development

New York, NY · On-site

Senior Specialist, Talent Development Department: Talent Development, Human Resources Reports to : Senior Manager, Talent Development Location : Hybrid (Greater NY and Austin areas) This position is ...

Invesco

Sr. Talent Acquisition Partner

New York, NY · Hybrid

$143K - $175K/yr

The Senior Talent Acquisition Partner works closely with investment leaders and stakeholders to ... and development. The above information on this description has been designed to indicate the ...

MetTel

Senior Talent Acquisition Partner

Holmdel, NJ · On-site

$130K/yr

Support hiring managers in the development of s and recruitment strategies. * Collaborate closely ... TA, Talent Acquisition, TABP, Recruiter, Recruitment, Sourcing, Senior Talent Acquisition ...

MetTel

Senior Talent Acquisition Partner

Holmdel, NJ

$130K/yr

Support hiring managers in the development of s and recruitment strategies. * Collaborate closely ... TA, Talent Acquisition, TABP, Recruiter, Recruitment, Sourcing, Senior Talent Acquisition ...

EDF

Senior Manager, Talent Development

New York, NY · On-site

Reporting to the Head of Organizational Development, this leader partners closely with senior executives, HR Business Partners, and functional leaders to ensure talent planning, performance ...

MetTel

Senior Talent Acquisition Partner

Holmdel, NJ

$130K/yr

Support hiring managers in the development of s and recruitment strategies. * Collaborate closely ... TA, Talent Acquisition, TABP, Recruiter, Recruitment, Sourcing, Senior Talent Acquisition ...

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Senior Talent Development Partner information

See New York salary details

$59.6K

$111.6K

$165.2K

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

As of Aug 30, 2026, the average yearly pay for senior talent development partner in New York is $111,572.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,700.00 and $127,500.00 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 New York?

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Senior Talent Development Partner jobs near you

Sr Talent Development Manager

Manhattan, NY • On-site

Valley Bank

7.3

Company rating: 7.3 out of 10

Based on 19 frontline employees who took The Breakroom Quiz

113th of 173 rated banks

People enjoy working here

Good employer

Recommended by parents

Learn more about Valley Bankexternal

Full-time

Posted 5 days ago

Job description

Responsibilities include, but are not limited to:
  • Shape, scale, and execute enterprise talent development priorities in partnership with the Head of Talent and Chief Inclusion Officer.
  • Design, lead, and continuously improve core development practices, including talent development, manager enablement, career development, development planning, and talent review follow-through.
  • Advance enterprise talent review and succession planning by turning talent insights into clear development actions, readiness plans, and follow-up that strengthen leadership pipelines and critical role coverage.
  • Develop scalable frameworks, tools, resources, and leader enablement materials that make talent development easier to understand, apply, and execute consistently across the enterprise.
  • Advise and partner with HR Business Partners, Talent Acquisition, Inclusion and Belonging, Learning & Development, People Analytics, senior leaders, business leaders, and other stakeholders to connect development priorities to business and workforce needs.
  • Use talent data, performance trends, engagement insights, listening feedback, and workforce indicators to identify capability gaps, shape development solutions, and measure impact.
  • Translate talent insights into executive-ready materials, program updates, dashboards, recommendations, and decision support that help leaders understand development priorities, outcomes, risks, and next steps.
  • Embed inclusion, objectivity, and consistency into development programs, career experiences, coaching resources, and leadership practices.
  • Lead complex development initiatives with strong project discipline, stakeholder engagement, change management, measurement, and continuous improvement.

Required Skills:
  • A demonstrated track record of designing, leading, and improving development experiences such as, manager capability building, career development resources, mentoring, coaching, succession and development planning.
  • The ability to build alignment across functions, influence senior stakeholders, and deliver results through partnership in a matrixed environment.
  • Sound judgment, strong facilitation skills, and credibility advising leaders on development needs, program design, organizational capability, and practical solutions.
  • Business acumen and the ability to connect development priorities to enterprise strategy, organizational capability, leadership effectiveness, and measurable outcomes.
  • Strong analytical judgment, with experience using talent data and workforce insights to shape recommendations and measure progress.
  • Exceptional consulting, facilitation, stakeholder management, executive communication, written communication, and presentation skills.
  • Experience leading complex, cross-functional development initiatives with clear planning, disciplined execution, stakeholder accountability, change management, and measurable outcomes.
  • Experience in financial services, regulated industries, professional services, or other complex enterprise environments.
  • Experience supporting leadership development, career mobility, manager effectiveness, talent review follow-through, succession or development planning.
  • Applied experience with assessment tools, coaching methodologies, instructional design, change management, organizational development, or talent analytics.
  • Experience integrating inclusion and belonging principles into talent management systems and leadership practices.
  • Familiarity with HR technology platforms, talent review tools, performance systems, employee listening platforms, or people analytics dashboards.

Required Experience:
  • Bachelor's degree in a related business field and a minimum of 12 years of progressive Human Resources, talent development, learning and development, organizational development, leadership development, or related experience, including experience designing and scaling enterprise-wide development solutions in complex organizations.

Preferred Experience:
  • Master's degree or relevant certifications.

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