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Senior Talent Development Partner Jobs in Texas (NOW HIRING)

Yum! Brands

Sr. Talent Acquisition Partner

Plano, TX · Hybrid

$99K - $105K/yr

As a Sr. Talent Acquisition Partner, you will be more than a recruiter. You will be a strategic partner helping our leaders find, attract, and hire the best talent to fuel Yum!'s growth around the ...

Caterpillar

Senior Talent Management Partner

Irving, TX · On-site

$112K - $169K/yr

The Senior Talent Management Partner will own the division's learning and development programs, onboarding experience, and compliance required learning. This individual will implement talent ...

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Senior Talent Development Partner information

See Texas salary details

$50.8K

$95K

$140.7K

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

As of Aug 4, 2026, the average yearly pay for senior talent development partner in Texas is $95,012.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,400.00 and $108,500.00 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?

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.

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Senior Talent Development Partner jobs near you

Talent Development Partner

C2 Global Professional Services, LLC

Mcallen, TX • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 12 days ago

Job description

JOB SUMMARY:
The Talent Development Partner (TDP), in collaboration with the HR Team and Chief Talent Officer, is responsible for developing and growing the organization's talent pipeline and succession planning. This position is responsible for the development, coordination and presentation of training and development programs for employees. The TDP assesses organizational wide training needs for talent development initiatives and identifies and develops training solutions.
ESSENTIAL FUNCTIONS:
  • Leads the development, implementation and administration of programs and processes in the areas of talent management including employee performance, state and proprietary system usage, career development, leadership development, organization development, team building and change management.
  • Develops mechanisms and tools to measure understanding of content, before and after training, and follow up tools to test knowledge acquisition and maintenance at different intervals during the year.
  • Coordinates with local management to develop and execute the Annual Employee Development and Training Plan.
  • Builds collaborative partnerships with the management team to proactively identify learning opportunities to support and enhance employees' development, training, and engagement.
  • Develops workforce training and development strategies with Managing Directors by considering immediate and long-term employee training requirements.
  • Research new instructional design technologies and make recommendations about integrating new technologies into curriculum.
  • Performs other related duties as assigned.

KNOWLEDGE / SKILLS / ABILITIES:
  • Knowledge of workforce development, economic development, business intelligence and trends, and project management.
  • Knowledge of effective management techniques and practices to include planning, strategy development and implementation, assessment of outcomes and accountability.
  • Knowledge of word processing, spreadsheet, technology, and computer skills.
  • Exceptional customer service and interpersonal skills.
  • Excellent problem-solving and critical thinking skills, organizational skill, and detail oriented.
  • Excellent verbal and written communication skills.
  • Ability to develop and maintain effective working relationships with management, coworkers, and vendors.
  • Ability to develop strategies and solutions.

EDUCATION AND EXPERIENCE:
  • Associates or Undergraduate degree required.
  • Three (3) years of relevant experience required.
  • Additional related work experience may be considered in lieu of required education.
  • Valid driver's license and proof of insurance with good driving record.
  • Bilingual in English and Spanish strongly preferred.

PHYSICAL DEMANDS AND WORKING CONDITIONS:
Physical requirements include lifting to 10 pounds occasionally. Subject to standing, sitting, bending, and walking to perform job scope. Requires visual acuity, speech, and hearing. Working conditions are primarily in an office environment. Occasional driving and travel may be required. Flexible hours may be required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
COMPANY OVERVIEW:
C2 Global Professional Services (C2 GPS) is an industry leader providing innovative workforce and career services to Texans, Floridians, and Nevadans. C2 GPS has a reputation for outstanding customer service, building relationships in our local communities, and providing career services to enable job seekers to find meaningful work and grow their careers.
Our company values of Respect, Communication, Customer Engagement, and Ingenuity are embedded in every facet of how we work to deliver a standard of excellence that is unmatched by our competitors. Fueled by unprecedented growth, our service delivery model currently spans several counties in Texas, Florida, and Nevada.
C2 GPS' guiding principle is to successfully navigate workforce development solutions. Our employees must be passionate about providing superior customer service to all our customers and supporting the communities where we live and work.
Join a team of talented professionals dedicated to transforming lives for the better. Not only will you collaborate with a passionate and committed group, but you'll also gain access to a competitive benefits plan that enhances your work-life balance. Let's make a difference together!
  • Health Insurance (with no-cost options for employee-only plans)
  • Wellness Reimbursement
  • Generous Paid Time Off
  • Paid Parental Leave
  • 401(K) with 100% Employer Match up to 6% of individual contributions
  • Dental
  • Vision
  • Life Insurance
  • Short and Long Term Disability
  • Pet Insurance

EEO/AA
C2 Global Professional Services, LLC reaffirms its commitment to the principles of equal opportunity and diversity. Our policy prohibits employment decisions based on race, color, religion, sex, gender, gender identity, sexual orientation, ancestry, pregnancy, medical condition, age, marital status, national origin, citizenship status, disability, genetic information, veteran status, or any other protected status in accordance with the requirements of all federal, state, and local laws.
Further, the company takes affirmative action to ensure that applicants are employed, and employees are treated during employment without regard to any of these characteristics. Employment decisions can include hiring, firing, compensation, benefits, promotion, training selection, or other statuses or conditions of employment. All employment decisions will be made based on individual skills, knowledge, abilities, job performance, and other appropriate qualifications.
JOB CODE: 8810E2-TDP

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