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Talent Development Associate Jobs in Denver, CO (NOW HIRING)

Casa Bonita Denver

VP, People & Talent Strategy

Lakewood, CO · On-site

$150K - $200K/yr

... and associate experience, and builds organizational capability to support current operations and ... Development * Building a culture of learning by assessing and developing training programs across ...

Casa Bonita

VP, People & Talent Strategy

Lakewood, CO · On-site

$150K - $200K/yr

... and associate experience, and builds organizational capability to support current operations and ... Training & Development * Building a culture of learning by assessing and developing training ...

Breakthru

Manager, Talent & People Analytics

Denver, CO · On-site +1

Are you a current Associate? To be considered, you must submit your application through the ... Power BI reporting and dashboard development * Survey design, item creation, or employee listening ...

Cohen & Co.

Assurance Senior, Private Funds

Denver, CO · On-site

$70K - $100K/yr

Our offerings go beyond standard options, including time off outside of your standard PTO to give back to the community, annual discretionary merit increases and bonuses, talent development resources ...

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All JobsTalent Development Associate JobsTalent Development Associate Jobs in Denver, CO

Talent Development Associate information

See Denver, CO salary details

$29.8K

$55K

$83.4K

How much do talent development associate jobs pay per year?

As of Sep 7, 2026, the average yearly pay for talent development associate in Denver, CO is $54,982.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,700.00 and $61,800.00 per year, depending on experience, location, and employer.

How does a Talent Development Associate typically collaborate with other departments within an organization?

Talent Development Associates frequently work cross-functionally, partnering with HR, department managers, and leadership teams to identify skill gaps and coordinate training initiatives. They often facilitate workshops, gather feedback on learning programs, and ensure that development strategies align with both organizational goals and individual employee needs. Effective communication and relationship-building skills are essential, as the role requires balancing diverse perspectives and adapting programs to suit different teams. This collaborative approach helps maximize the impact of talent development efforts across the company.

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

To thrive as a Talent Development Associate, you need a solid understanding of learning and development principles, strong organizational skills, and preferably a degree in human resources, psychology, or a related field. Familiarity with Learning Management Systems (LMS), instructional design software, and certifications such as ATD or SHRM are valuable. Excellent communication, interpersonal skills, and the ability to facilitate engaging training sessions help you stand out in this role. These skills are crucial for designing effective development programs that enhance employee performance and support organizational growth.

What is the difference between Talent Development Associate vs Learning and Development Coordinator?

AspectTalent Development AssociateLearning and Development Coordinator
Required CredentialsBachelor's degree, certifications in HR or trainingBachelor's degree, certifications in training or HR
Work EnvironmentCorporate HR, training departmentsCorporate training teams, HR departments
Employer & Industry UsageUsed across various industries for employee growthCommon in corporate sectors focusing on employee education
Search & Comparison IntentUnderstanding roles in talent developmentComparing training roles in organizations

The Talent Development Associate and Learning and Development Coordinator roles share similarities in supporting employee growth and requiring related certifications. However, the Talent Development Associate often focuses more on talent planning and development strategies, while the Learning and Development Coordinator emphasizes organizing and delivering training programs. Both roles are vital in corporate HR environments and are frequently compared by job seekers exploring career paths in employee training and development.

What are the most commonly searched types of Talent Development jobs in Denver, CO?

The most popular types of Talent Development jobs in Denver, CO are:

What are popular job titles related to Talent Development Associate jobs in Denver, CO?

For Talent Development Associate jobs in Denver, CO, the most frequently searched job titles are:

What job categories do people searching Talent Development Associate jobs in Denver, CO look for?

The top searched job categories for Talent Development Associate jobs in Denver, CO are:

What cities near Denver, CO are hiring for Talent Development Associate jobs?

Cities near Denver, CO with the most Talent Development Associate job openings:

Talent Development Associate jobs near you
Infographic showing various Talent Development Associate job openings in Denver, CO as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $54,982 per year, or $26.4 per hour.

VP, People & Talent Strategy

Casa Bonita Denver

Lakewood, CO • On-site

$150K - $200K/yr

Full-time

Medical, Dental, Vision, PTO

Re-posted yesterday

Casa Bonita rating

6.6

Company rating: 6.6 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

Job description

VP, People amp; Talent Strategy
Casa Bonita Overview:
For 52 years, Casa Bonita has been synonymous with families, fanfare, and fun. Restored to its former glory in 2023, Casa transports guests back to a childlike oasis that is both mysterious and captivating, with an unforgettable dining and entertainment experience that includes live music, shows, games and memories that will last a lifetime. Our team members have a shared passion for being a part of the Casa legacy and are eager to work together to define this exciting new chapter in our history.
What You’ll Do:
The VP, People amp; Talent Strategy and Talent Strategy is a strategic business partner and member of the senior leadership team responsible for all aspects of people and culture. This role develops and executes strategies that support the long-term vision and business objectives of the organization, ensures regulatory compliance, creates an environment that fosters an exceptional guest and associate experience, and builds organizational capability to support current operations and future growth.
This position requires deep expertise in restaurant/hospitality, or a consumer-facing business of comparable size, strong business acumen, and the ability to balance strategic thinking with hands-on execution in a dynamic, fun and fast-paced environment. VP, People amp; Talent Strategy and Talent Strategy must be an enthusiastic and visionary leader, a quick thinker, a problem-solver, a skilled communicator, an analyst, a forecaster, a builder, as well as have an incredible eye for detail, and a passion for developing a culture for Casa’s current and future leaders.
Responsibilities:
Strategic Leadership amp; Business Partnership
  • Collaborating with the Brand President and senior leadership on all people-related matters as a trusted advisor. Defining and executing a comprehensive people strategy aligned with business objectives. Participating in strategic planning initiatives and leading organizational design, and business decisions. Using data-driven insights and workforce analytics to inform business decisions. Leading organizational change initiatives and culture definition/transformation. Partnering with operations leadership to understand and address people and culture needs. Developing workforce planning strategies to support business objectives.
Talent Acquisition amp; Management
  • Overseeing recruitment strategy and operations for all positions from hourly staff to senior leadership. Building robust talent pipelines for critical roles. Developing succession planning processes for key positions across the organization. Establishing performance management systems that drive accountability and growth.
Compensation amp; Benefits
  • Designing a compelling and holistic compensation structure and plan across the organization. Conducting market analysis to ensure pay equity and competitiveness. Overseeing benefits administration as part of total rewards. Must own people-related budgets and achieve cost-effectiveness targets.
Employee Relations amp; Engagement
  • Developing and implementing employee engagement strategies and initiatives (as allowed in union environment). Overseeing employee relations investigations and resolutions. Role modeling feedback and developing performance-based, communication mechanisms across the organization. Creating recognition and retention programs. Improving key metrics: turnover, retention, engagement scores.
Compliance amp; Risk Management
  • Ensuring compliance with all applicable federal, state, and local employment laws and regulations. Participating in EEOC, OSHA, workers' compensation, unemployment, and other Federal and State audits and matter. Providing oversight of policies and standard operating procedures.
Training amp; Development
  • Building a culture of learning by assessing and developing training programs across the organization, vertically and horizontally.
Technology amp; People Operations
  • Leveraging technology and best practices to improve efficiency and the employee experience. Overseeing HRIS selection, implementation, optimization and adoption. Managing payroll vendor partnership; developing metrics, dashboards, and reporting to track key performance indicators.
Team Leadership
  • Architecting, leading, and developing the people team to support a 400+ employee organization. Setting clear goals, providing coaching, and driving accountability. In collaboration with Senior Leadership Team, determining appropriate resource model and organizational structure for the future organization. Modeling company values and setting tone for professionalism and integrity.
Qualifications/Skills:
  • 10+ years of progressive and strategic people operations experience, with at least 5 years in a senior HR leadership role overseeing comprehensive people operations, including employee relations, compliance, compensation, benefits, workforce planning, and technology systems management
  • Experience in restaurants, hospitality or consumer-facing retail industries required
  • Direct experience leading and mentoring a team of HR professionals
  • Experience working closely with in-house legal counsel on compliance, risk management, policy development, and other legal matters
  • Experience in a unionized workforce or mixed union/non-union environment
  • As a change agent, proven ability to scale infrastructure, processes, and systems to support business growth and compliance
  • Strong knowledge of employment laws, regulations, and best practices at both state and federal levels
  • Proven track record of leading and developing teams to drive operational excellence
  • Experience working in a fast-paced, complex, and evolving business environment.
  • Excellent problem-solving, decision-making, and conflict resolution skills
  • Ability to build strong relationships and collaborate with cross-functional leaders to support business needs
  • Strong analytical and data-driven approach to strategy and decision-making.
  • Proficient in Microsoft Office suite, familiarity with Rippling, Toast, 7 Shifts and other operational tools. Experience with Workday, ADP, Paycor (HRIS) is helpful
  • Executive presence and ability to influence at all organizational levels; excellent written and verbal communication skills; proven team building and talent development capabilities; high integrity and ability to maintain confidentiality; collaborative approach with ability to challenge constructively
  • High emotional intelligence and strong interpersonal skills
  • Bachelor’s and/or Master’s degree in Human Resources, Business Administration, or a related field
Preferred:
  • Bilingual (Spanish/English)
  • SHRM-SCP or SPHR certification
Working Conditions amp; Physical Requirements:
  • Work Schedule: Full-time, exempt position requiring flexibility including evenings, weekends, and holidays as business needs dictate
  • Environment: Professional office environment with frequent visits to restaurant operations (kitchen, dining rooms, bars); expectation of significant time spent on-site
  • Physical: Ability to work on feet during time at, navigate restaurant environments, lift/carry up to 25 lbs. occasionally
Salary, Benefits, and Compensation:
  • The Salary range for this position is between $150,000 and $200,000 per year.
  • Casa Bonita offers a generous benefits package including medical, dental, vision insurance and paid time off
The Beautiful Opco, LLC is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
Benefits: Casa Bonita also offers a benefits package that includes medical, dental, and vision insurance for full-time employees.
All job applicants for duties to be performed at Casa must be Colorado residents at the time of application.
To apply for this role, please click on the “apply for this position” button below.

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