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Senior Talent Development Partner Jobs in Pendergrass, GA

Solmax

Talent & Culture Partner

Jefferson, GA · On-site +1

Learning & Leadership Development * Conduct talent and capability assessments to identify ... Partner with internal stakeholders and external providers to deliver impactful development ...

KRP LLC

District Sales Manager

Sugar Hill, GA · On-site

$85K - $100K/yr

... Partner with senior sales leadership to execute company strategies, promotions, pricing initiatives, and growth opportunities. Coach & Develop Talent • Make coaching and talent development a core ...

New

Syensqo

Site HR Partner - Performance & Care

Winder, GA · On-site

... talent management and development, employee engagement, performance management, diversity and ... Collaborate with senior management on significant employee relations problems that jeopardize the ...

Syensqo

Site HR Partner - Performance & Care

Winder, GA · On-site

... talent management and development, employee engagement, performance management, diversity and ... Collaborate with senior management on significant employee relations problems that jeopardize the ...

Desort

Veterinarian - Buford, GA

Buford, GA · On-site

Sam Ortiz Senior Talent Acquisition Specialist (954) 323-4373 Careers@desortstaffing.com Equal ... This partner hospital is proud to be an Equal Opportunity Employer . All qualified applicants will ...

Tjx

Sr Human Resources Business Partner

Jefferson, GA · On-site

$117K - $152K/yr

Foster a leadership development and training-centric mentality at all levels of the organization ... the senior leadership team. * Lead benefits communications, enrollment, and resolving related ...

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Senior Talent Development Partner information

See Pendergrass, GA salary details

$54.2K

$101.5K

$150.2K

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

As of Aug 25, 2026, the average yearly pay for senior talent development partner in Pendergrass, GA is $101,465.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,600.00 and $115,900.00 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 cities near Pendergrass, GA are hiring for Senior Talent Development Partner jobs?

Cities near Pendergrass, GA 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 Pendergrass, GA as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $101,465 per year, or $48.8 per hour.

Talent & Culture Partner

Jefferson, GA • On-site, Remote

Solmax
Manufacturing • 1 - 5K employees

7.6

Company rating: 7.6 out of 10

Based on 10 frontline employees who took The Breakroom Quiz

People enjoy working here

Good employer

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Learn more about Solmaxexternal

Full-time

Posted 13 days ago

Job description

Overview
The Talent & Culture Partner - Americas plays a key role in driving organizational effectiveness, leadership capability, employee engagement, and a high-performance culture across the Americas region. This role is accountable for implementing and continuously enhancing talent and OD initiatives that support business strategy, strengthen leadership pipelines, and accelerate employee growth and performance.
Working closely with regional People & Culture team and business leaders, the Talent & Culture Partner operationalizes global Talent & Culture programs while ensuring regional relevance and adoption. This position serves as a trusted advisor on performance management, succession planning, leadership development, employee engagement, learning and development, and organizational change initiatives.
Key Responsibilities
Talent Management
  • Lead the implementation and continuous improvement of talent management programs across the Americas, ensuring alignment with global strategy and regional business priorities.
  • Coordinate and facilitate annual talent review processes, succession planning discussions, and workforce planning activities to strengthen organizational capability and bench strength.
  • Partner with HR Business Partners and business leaders to identify critical roles, assess talent risks, develop succession plans, and accelerate the development of high-potential talent.
  • Support the execution of performance management processes, including goal setting, calibration, development planning, and leadership coaching.
  • Provide expertise and guidance on talent assessment methodologies and talent decision-making processes.
  • Support organizational design, role architecture, career frameworks, and internal mobility initiatives that foster employee growth and retention.

Learning & Leadership Development
  • Conduct talent and capability assessments to identify organizational, functional, and individual development needs.
  • Design, implement and evaluate learning and leadership development programs aligned with business objectives and future capability requirements.
  • Manage leadership development initiatives, mentoring programs, coaching interventions, and experiential learning opportunities.
  • Partner with internal stakeholders and external providers to deliver impactful development solutions.
  • Lead the administration and optimization of learning technologies, including the Learning Management System (LMS), ensuring accurate reporting, tracking, and compliance.
  • Monitor training effectiveness and recommend enhancements based on employee feedback, business needs, and learning analytics.

Employee Experience & Culture
  • Lead employee engagement survey administration, analysis, action planning, and follow-up activities across the region.
  • Support the development and execution of culture initiatives that reinforce Solmax values, employee experience, inclusion, recognition, and high-performance behaviors.
  • Build and maintain dashboards and KPIs to track employee engagement, talent development, succession readiness, and organizational effectiveness metrics.
  • Develop communication strategies and materials that promote talent programs, development opportunities, and employee engagement initiatives.
  • Collaborate with regional and global HR teams to ensure consistent employee experience and adoption of talent and culture programs.
  • Partner with Talent Acquisition and the Employee Experience Partner to ensure an integrated approach to talent acquisition, onboarding, engagement, and culture across the Americas.

Talent Analytics & Governance
  • Prepare talent insights, dashboards, reports, and presentations for HR leadership and business stakeholders.
  • Monitor key talent metrics and provide data-driven recommendations to improve organizational effectiveness and employee performance.
  • Ensure data integrity, governance, and compliance related to talent management processes and systems.
  • Serve as the regional subject matter expert for talent management tools, assessments, and learning platforms.

Organizational Change and Adoption
  • Partner with leaders and People & Culture team to plan and execute organizational change initiatives, applying change management principles to assess readiness, develop change plans and communications, engage stakeholders, drive adoption, and sustain new ways of working.
  • Develop practical change management tools, resources, and reinforcement mechanisms to help leaders communicate effectively, manage resistance, and embed changes across teams.
  • Establish continuous improvement and feedback mechanisms to assess program effectiveness, capture stakeholder input, and refine change initiatives to sustain impact and adoption.

Qualifications
Education & Experience
  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field.
  • Minimum 7-10 years of progressive experience in Talent Management, Organizational Development, Learning & Development, or Human Resources.; experience within a multinational organization is an asset.
  • Experience leading performance management, talent review, succession planning, leadership development, and employee engagement programs.
  • Experience supporting organizational change, transformation, and adoption initiatives in a growth-oriented, evolving business environment.

Skills & Competencies
  • Strong knowledge of talent management frameworks, succession planning, leadership development, competency models, and organizational effectiveness practices.
  • Proven ability to influence and build strong relationships with leaders at all organizational levels.
  • Excellent facilitation, communication, presentation, and stakeholder management skills.
  • Strong analytical capabilities with experience leveraging talent data and dashboards to drive decision-making.
  • Demonstrated project management and change management expertise.
  • Experience using psychometric assessments and interpreting assessment data to support leadership development, talent reviews, and succession planning.
  • Proficiency in Microsoft Office Suite (Excel, PowerPoint, Teams, Word) and HR technology platforms including HRIS and LMS systems.
  • Ability to thrive in a fast-paced, multicultural, and geographically dispersed environment with willingness to travel periodically within the Americas region.

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