ZipRecruiter

Log In

1

Talent Development Director Jobs in Nebraska (NOW HIRING)

Socket.dev

Fabrication Manager

Lincoln, NE · On-site

$90 - $140/hr

Establish skill development plans for direct reports to foster an environment of career improvement and talent development. * Planning and scheduling production activities and supervising the ...

Bimeda, Inc.

R&D Senior Scientist

Omaha, NE · On-site

$120 - $180/hr

... talent development planning. * Manage a team of 2-5 scientists * Manage and oversee CRO ... Exceptional scientific writing and oral communication skills; ability to influence without direct ...

Bimeda Inc.

R&D Senior Scientist

Omaha, NE · On-site

$94K - $120K/yr

... talent development planning. • Manage a team of 2-5 scientists • Manage and oversee CRO ... direct authority across R&D, Regulatory, Manufacturing, and Commercial functions. PREFERRED ...

Bimeda Inc.

R&D Senior Scientist

Omaha, NE

$94K - $120K/yr

... to talent development planning. Manage a team of 2-5 scientists Manage and oversee CRO ... Exceptional scientific writing and oral communication skills; ability to influence without direct ...

Socket.dev

Sales Director - Baxter Subaru Omaha

Omaha, NE · On-site

$120 - $180/hr

At Baxter Subaru Omaha we encourage and support career development, job opportunities across ... This role also focuses on developing and growing internal talent within the Sales Department to ...

Astec Industries

Senior HR Manager

Blair, NE · On-site

They also lead and support large scale initiatives, including talent development, performance reviews, training, diverse recruiting strategies, direct labor salary compensation progression, employee ...

Astec Industries

Senior HR Manager

Blair, NE

They also lead and support large scale initiatives, including talent development, performance reviews, training, diverse recruiting strategies, direct labor salary compensation progression, employee ...

Kelly Services

R&D Manager

Lincoln, NE

Direct bacterial fermentation, downstream concentration and recovery processes, lyophilization ... Our team creates expert talent solutions to solve the world's most critical challenges. Every day ...

Career Search

Executive Director

Omaha, NE

We are building a talent pipeline for Executive Director opportunities across our 24 communities in ... Exercising Team Leadership & Development: * Leading, mentoring, and developing a multi-departmental ...

previous page

Showing results 41-60

All JobsTalent Development JobsTalent Development Director JobsTalent Development Director Jobs in Nebraska

Talent Development Director information

What does a talent development director do?

A Talent Development Director is responsible for creating and overseeing programs that help employees grow their skills and advance in their careers. They assess organizational needs, design training initiatives, and ensure that learning opportunities align with business goals. This role often involves working closely with leadership to identify key talent, implement leadership development strategies, and measure the effectiveness of training programs. The ultimate goal is to foster a culture of continuous learning and drive overall company performance through the growth of its people.

What are the key skills and qualifications needed to thrive as a talent development director, and why are they important?

To thrive as a Talent Development Director, you need expertise in organizational development, instructional design, and program management, typically supported by a bachelor’s or master’s degree in HR, education, or a related field. Familiarity with learning management systems (LMS), talent analytics tools, and certifications such as CPLP or SHRM-SCP is highly beneficial. Strategic thinking, strong leadership, and excellent interpersonal skills help drive engagement and foster a culture of continuous learning. These skills and qualifications are crucial for building effective development programs that align workforce capabilities with organizational goals.

What are some common challenges talent development directors face when implementing organization-wide learning initiatives?

Talent Development Directors often encounter challenges such as gaining buy-in from leadership and employees, aligning learning programs with strategic business goals, and measuring the impact of development initiatives. Balancing the diverse needs of different departments and ensuring consistent participation across the organization can also be demanding. Successful Directors proactively communicate the value of learning, utilize data-driven approaches to demonstrate ROI, and foster a culture that embraces continuous development.

What is the difference between Talent Development Director vs Learning and Development Manager?

AspectTalent Development DirectorLearning and Development Manager
CredentialsTypically requires a bachelor’s degree in HR, Business, or related field; often prefers advanced certifications in talent development or HRRequires a bachelor’s degree; certifications in L&D or training are common but not mandatory
Work EnvironmentStrategic role overseeing talent growth across departments, often in larger organizationsOperational role focused on designing and implementing training programs within teams
Employer & Industry UsageUsed in corporate HR departments across various industriesCommon in corporate training departments, especially in mid to large-sized companies

The Talent Development Director focuses on strategic talent growth and leadership development, while the Learning and Development Manager concentrates on creating and managing training programs. Both roles are vital for employee development but differ in scope and strategic involvement.

What are the most commonly searched types of Talent Development jobs in Nebraska?

The most popular types of Talent Development jobs in Nebraska are:

What job categories do people searching Talent Development Director jobs in Nebraska look for?

The top searched job categories for Talent Development Director jobs in Nebraska are:

Talent Development Director jobs near you
Infographic showing various Talent Development Director job openings in Nebraska as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 17% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution.

Sr. HR Business Partner/HR Business Partner

Buckle

Kearney, NE • On-site

Full-time

Posted 9 days ago

Job description

Summary
Buckle is expanding our Human Resources team and is primarily seeking an experienced Senior Human Resources Business Partner (Sr. HRBP). Candidates who demonstrate strong potential but do not meet all senior-level qualifications may be considered for a Human Resources Business Partner (HRBP) position. Final position level will be based on experience, skills, and qualifications.
This is a leadership position in the Human Resources department responsible for providing guidance to Teammates and Leadership across the Company. This is a position in the HR Business Partner series. This position evaluates and executes Human Resources goals and objectives and is involved with policy development and adherence. This role will focus on the functional areas of HR- Teammate Experience, Talent Development and Learning, Teammate Relations, and Technology. HR Business Partners will be cross-functional and able to perform in each area successfully.
Essential Duties and Responsibilities
This description intends to describe the general nature and level of work performed by Teammates assigned to this job. It is not intended to include all duties, responsibilities, and qualifications. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Leadership Partnership & Organizational Effectiveness
  • Partner with leaders on day-to-day employment matters, team challenges, and workforce planning.
  • Provide guidance on promotions, internal movement, and talent development opportunities.
  • Support leaders in assessing team structure, organizational effectiveness, and workforce needs.
  • Coach leaders on performance management, teammate development, and difficult workplace conversations.
  • Lead or support organizational changes, helping leaders and teams navigate transitions effectively.
  • Analyze workforce data and trends, including turnover, engagement, promotions, and staffing levels, to support informed decision-making.
  • Identify risks, opportunities, and areas for improvement related to talent, retention, and team effectiveness.

Teammate Relations & Investigations
  • Serve as the primary point of contact for teammate relations concerns and workplace issues.
  • Conduct and document workplace investigations in a thorough, fair, and timely manner.
  • Partner with leaders to address performance concerns, attendance issues, policy violations, and conflict resolution.
  • Provide guidance on company policies, employment practices, and appropriate corrective actions.
  • Identify trends and recommend proactive solutions that support a positive work environment and reduce risk.

Learning, Development & Engagement
  • Facilitate meetings and/or training programs geared toward leader and teammate improvement on topics such as performance management, workplace expectations, company policies and procedures, and employment law compliance.
  • Support onboarding, leadership development, and ongoing learning initiatives.
  • Identify opportunities to strengthen leadership effectiveness, teammate development, and team performance.
  • Develop and maintain training materials, resources, and tools that support organizational needs.
  • Partner with leaders to proactively support teammate engagement, growth, and retention.

HR Systems
  • Serve as a subject matter expert for HR systems, processes, and programs.
  • Maintain accurate employee data and records within UKG, WFM, Case Central, and other HR systems.
  • Support system updates and implementations, testing, reporting, and process improvements.
  • Identify opportunities to streamline processes and improve the overall teammate and leader experience.

Compliance & Policy Administration
  • Ensure consistent application of company policies, employment practices, and HR procedures.
  • Maintain confidential teammate information and investigation documentation.
  • Support compliance with applicable employment laws, regulations, and company standards.
  • Assist with audits, reporting requirements, and recordkeeping activities.
  • Promote fair, consistent, and compliant employment practices across the organization.

Supervisory Responsibilities
This position has no supervisory responsibilities.
Education and/or Experience
Bachelor's degree from four-year college or university; five to seven years related experience; or equivalent combination of education and experience required. Knowledge of HR systems is preferred.
Key Competencies
  • Aligns HR Initiatives with business objectives, understands organizational priorities, and helps drive business performance through people strategies.
  • Develops strategies for attracting, retaining, developing, and succession planning for top talent to meet current and future business needs.
  • Builds trusted relationships with leaders and executives and effectively influences decision-making without direct authority.
  • Leads and supports organizational transformations, helping leaders and employees navigate change while minimizing disruption and maximizing adoption.
  • Addresses complex employee issues, conducts investigations, manages risk, and fosters a positive and compliant work environment.
  • Uses HR metrics, workforce analytics, and business insights to identify trends, solve problems, and recommend strategic actions.
  • Drives leadership effectiveness, team performance, culture initiatives, and organizational design to support long-term business success.

Certifications
PHR or SHRM-CP certification is preferred.
Physical Demands
The physical demands described here are representative of those that must be met by a Teammate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this Job, the Teammate is regularly required to sit; use hands to finger, handle, or feel and talk or hear. The Teammate is occasionally required to stand; walk; reach with hands and arms and stoop, kneel, crouch, or crawl. The Teammate must frequently lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
Ability to operate a motor vehicle and complete errands based on business needs.
Work Environment
While performing the duties of this job, the Teammate regularly works in an office setting. The noise level in the work environment is usually moderate.
Equal Employment OpportunityBuckle is committed to hiring and developing the most qualified Teammates from the available workforce in the communities we serve.
Equal employment opportunity has been, and will continue to be, a fundamental principle at Buckle, where employment is based upon personal capabilities and qualifications without discrimination and retaliation because of veteran status, uniformed service member status, race, color, national origin or ancestry, creed, religion, sex, sexual orientation, gender identity or expression, age, pregnancy (including childbirth, lactation, and related medical conditions), national origin or ancestry, physical or mental disability, genetic information (including characteristics and testing), or any other protected characteristic as established by applicable local, state, or federal law. For state specific information, refer to the Teammate Center. #LI-Onsite
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

Apply