ZipRecruiter

Log In

1

Senior Talent Development Partner Jobs in Rhode Island

Veranex

Sr Mechanical Engineer

Providence, RI · On-site

$93K - $133K/yr

May direct internal resources and manage external development partners. * May function as the ... supporting talent begins the moment you consider joining our team. We aim to provide every ...

IQVIA

Director, Client Services

Providence, RI

The Director will serve as a senior client partner and internal team leader, balancing relationship ... Team Leadership and Talent Development * Lead, coach, and develop client services team members ...

Harris

Sr. Corporate Development Associate

Carolina, RI · On-site

$100K - $120K/yr

TSX) company, is seeking an experienced, hands-on Senior Corporate Development Associate to build ... You will partner with the M&A execution team as opportunities progress through evaluation, offers ...

Posted today

Cityyear

Development Director

Providence, RI · Hybrid

Reporting to the Executive Director and serving as a member of the Senior Leadership Team, the ... Working in close partnership with the Executive Director, Advisory Board, and City Year's national ...

City Year

Development Director

Providence, RI · On-site

Reporting to the Executive Director and serving as a member of the Senior Leadership Team, the ... Working in close partnership with the Executive Director, Advisory Board, and City Year's national ...

previous page

Showing results 41-60

All JobsTalent Development Partner JobsSenior Talent Development Partner JobsSenior Talent Development Partner Jobs in Rhode Island

Senior Talent Development Partner information

See Rhode Island salary details

$53.4K

$99.9K

$147.9K

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

As of Aug 12, 2026, the average yearly pay for senior talent development partner in Rhode Island is $99,872.00, according to ZipRecruiter salary data. Most workers in this role earn between $80,300.00 and $114,100.00 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?

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 Rhode Island? For Senior Talent Development Partner jobs in Rhode Island, the most frequently searched job titles are:
What job categories do people searching Senior Talent Development Partner jobs in Rhode Island look for? The top searched job categories for Senior Talent Development Partner jobs in Rhode Island are:
What cities in Rhode Island are hiring for Senior Talent Development Partner jobs? Cities in Rhode Island with the most Senior Talent Development Partner job openings:
Senior Talent Development Partner jobs near you
Infographic showing various Senior Talent Development Partner job openings in Rhode Island as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $99,872 per year, or $48 per hour.

Bilingual Human Resources Partner

Providence Public Schools

Providence, RI • On-site

$86K - $88K/yr

Full-time

Posted 28 days ago

Job description

The Providence Public School District (PPSD) is committed to supporting, developing, and enriching the lives of all children through world-class teaching in a culturally and linguistically diverse district. We serve approximately 22,000 students across 37 schools.
The Human Resources (HR) Partner’s primary role is to ensure that all hiring and staffing needs are met at the school and department level. This team will manage the staffing function for both instructional and non-instructional employee groups. The HR Partners support Senior Staffing Partners as the first point of contact for principals and department leaders on all hiring and staffing requests and staffing issues including recruitment, selection, hiring, staffing, evaluation, development, and retention. They are responsible for ensuring principals and department leaders are responded to quickly and for ensuring that the resources and support from other appropriate departments are delivered accurately and within target timelines. HR Partners will utilize data and information to measure, monitor, and identify support to principals and department leaders.
Under the direction of the Senior HR Staffing Partner, this position works closely with school and central office staff to proactively assess HR-related needs and implement actions that effectively develop and leverage organizational talent. The HR Partners will become experts in each school and will attend and participate in routine and strategic meetings at school and/or central office. The HR Partner will also provide support on day-to-day employee related concerns as they arise.
EDUCATION REQUIREMENTS:
  • Bachelor’s Degree in Human Resources or related field, or equivalent professional experience preferred.
  • SHRM or PHR certification preferred.
  • Minimum of 3 years experience serving in human resources or related role.
  • Experience working in an urban education setting preferred.

Qualifications:
  • Bilingual candidates highly preferred.
  • General knowledge of research around key human resources areas including recruitment, selection, retention, development, and evaluation.
  • Strong interpersonal and communication skills and experience.
  • Demonstrated success in providing high levels of customer service.
  • Ability to analyze and communicate analysis of data.
  • Experience working effectively with a wide range of constituencies in a diverse community.
  • Demonstrated ability to work independently and proactively in a fast-paced, results-oriented environment.

DESCRIPTION OF DUTIES & RESPONSIBILITIES:
STRATEGIC HUMAN RESOURCES SUPPORT AND PLANNING:
  • Support Senior Staffing Partners as principals’ and department heads’ point of contact to provide thoughtful advice and guidance; includes brokering services and making connections between principals and other teams, as necessary, while retaining primary responsibility for ensuring that all needs are addressed and resolved.
  • Assist Senior Staffing Partners in supporting principals and department heads in the planning for and assignment of staff, including projected vacancies, displacement and transfer actions, and other HR implications of budgetary and staffing decision-making.
  • Monitor, interpret, and provide school and department-level hiring and staffing metrics and data, as well as other significant levers in improving workforce excellence.
  • Support hiring manager on staffing efforts by reviewing vacancies, reviewing licensure requirements, and approving new hires.
  • Identify inefficiencies in existing processes and make recommendations for improvement Identify and verify budgeted vacancies caused by terminations, leaves, transfers and promotions.
  • Compose correspondence, reports, memorandums, meeting agendas and other documents using Google Suite and Microsoft Office software.
HIRING & STAFFING SUPPORT AND EXECUTION:
  • Develop relationships and maintains regular contact with principals and department leaders through regular, proactive, and responsive communications.
  • Manage and oversee the hiring functions for all instructional and non-instructional areas.
  • Monitor the reporting and coordination of applicable licensure and certification requirements for staff in coordination with the licensure team.
  • Support and collaborate with the recruitment team to hire high quality talent.
  • Support Senior Staffing Partners in actively managing vacancies in order to reduce the time it takes to fill each position.
  • Guide new hires through the on-boarding process to ensure timely completion which includes all hiring documentation and requirements are met.
  • Provide support and management oversight for all staffing policies and procedures for all employees in the district including instructional and non-instructional employees.
  • Utilize all HR information technology and adapt to new technologies quickly.
  • Implements screening and selection procedures and finalizes candidate eligibility before final processing.
  • Utilize data to make informed decisions and support principals in HR management.
  • Liaison and collaborate with other teams within Human Resources to ensure the efficient and effective delivery of human resources services to school administrators and department managers.
  • Support effective ongoing professional development opportunities to help principals manage hiring and staffing functions, including “just in time” training to principals on hiring and staffing related topics as requested.
  • Maintain professional knowledge and experience; build functional and/or technical knowledge and skills necessary; keep up to date with hiring practices, and tools to effectively manage workload.
  • Manage hiring and onboarding records and ensure confidentiality of sensitive information.
  • Maintain impartiality and fairness in orienting new hires to Providence Schools policies and procedures.