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Talent Development Partner Jobs in Chicago, IL (NOW HIRING)

CNA

Talent Development Director

Chicago, IL · On-site

Partners with Lead HRBPs and business leaders to translate organizational needs into talent development strategies for enterprise wide and business unit programs and interventions. Sets the learning ...

Cna

Talent Development Director

Chicago, IL · On-site

Partners with Lead HRBPs and business leaders to translate organizational needs into talent development strategies for enterprise wide and business unit programs and interventions. Sets the learning ...

66degrees

Talent Development Specialist

Chicago, IL · On-site

Overview of 66degrees 66degrees is an end-to-end AI transformation partner that guides enterprises ... Overview of Role 66degrees is seeking a Talent Development Specialist to drive high-impact ...

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All JobsTalent Development Partner JobsTalent Development Partner Jobs in Chicago, IL

Talent Development Partner information

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How much do talent development partner jobs pay per hour?

As of Jun 30, 2026, the average hourly pay for talent development partner in Chicago, IL is $45.70, according to ZipRecruiter salary data. Most workers in this role earn between $31.92 and $53.75 per hour, depending on experience, location, and employer.

What is a Talent Development Partner?

A Talent Development Partner is a human resources professional who focuses on identifying, developing, and nurturing the skills and potential of employees within an organization. They collaborate with managers and leaders to design and implement training programs, career development plans, and succession strategies. Their goal is to align employee growth with organizational needs, improve performance, and retain top talent. Talent Development Partners often use data-driven approaches to assess development needs and measure the effectiveness of their initiatives.

What is the difference between Talent Development Partner vs Learning and Development Specialist?

AspectTalent Development PartnerLearning and Development Specialist
CredentialsTypically requires a bachelor’s degree in HR, Business, or related field; certifications like CPLP or SHRM-CP are commonUsually holds a bachelor’s degree in HR, Education, or related area; certifications like ATD or CPLP are beneficial
Work EnvironmentCollaborates with leadership to develop talent strategies; works across departmentsDesigns and delivers training programs; often works within HR or training departments
Employer & Industry UsageUsed in corporate HR and talent management contextsCommon in corporate training departments and educational organizations

The Talent Development Partner focuses on strategic talent growth and leadership development, working closely with management. In contrast, the Learning and Development Specialist primarily designs and implements training programs to enhance employee skills. Both roles require similar credentials and often operate within the same industry environments, but their core responsibilities differ in scope and focus.

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

To thrive as a Talent Development Partner, you need expertise in instructional design, learning program facilitation, and a background in human resources or organizational development, often supported by a bachelor's degree and relevant certifications (e.g., CPLP, SHRM). Familiarity with Learning Management Systems (LMS), assessment tools, and data analytics platforms is typically required. Strong communication, relationship-building, and influence skills enable you to effectively collaborate with stakeholders and drive talent initiatives. These competencies ensure the development and implementation of impactful learning strategies that enhance workforce performance and organizational growth.

How does a Talent Development Partner typically collaborate with managers and employees to identify and address skill gaps?

Talent Development Partners work closely with both managers and employees to assess current skills and future needs through regular performance reviews, feedback sessions, and data analysis. They facilitate open communication to identify specific areas for growth, then design targeted training programs or recommend learning resources. This collaborative approach ensures that development initiatives are aligned with both individual career goals and organizational objectives, fostering a culture of continuous learning and improvement.
What are the most commonly searched types of Talent Development Partner jobs in Chicago, IL? The most popular types of Talent Development Partner jobs in Chicago, IL are:
What are popular job titles related to Talent Development Partner jobs in Chicago, IL? For Talent Development Partner jobs in Chicago, IL, the most frequently searched job titles are:
What job categories do people searching Talent Development Partner jobs in Chicago, IL look for? The top searched job categories for Talent Development Partner jobs in Chicago, IL are:
Talent Development Partner jobs near you
Infographic showing various Talent Development Partner job openings in Chicago, IL as of June 2026, with employment types broken down into 3% As Needed, 76% Full Time, 13% Part Time, 1% Temporary, 6% Contract, and 1% Nights. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $95,059 per year, or $45.7 per hour.
Talent Development Director

Talent Development Director

CNA

Chicago, IL • On-site

Full-time

Posted 17 days ago

Job description

You have a clear vision of where your career can go. And we have the leadership to help you get there. At CNA, we strive to create a culture in which people know they matter and are part of something important, ensuring the abilities of all employees are used to their fullest potential.
The Talent Development Director works closely with CNA's HR Business Partners and business leaders to architect high impact talent development solutions to drive improved business performance and results. The Director will diagnose performance gaps and recommend, develop and direct the implementation of strategic talent, leadership development and learning solutions to address both enterprise and business unit objectives. Successful candidates will be passionate about creating a learning culture and strategically growing the capacity and capability of talent.
JOB DESCRIPTION:
Essential Duties and Responsibilities
  • Builds deep understanding of the internal and external business landscape to inform and shape talent management, leadership development and learning experiences and programs that support and drive strategic business outcomes.
  • Partners with Lead HRBPs and business leaders to translate organizational needs into talent development strategies for enterprise wide and business unit programs and interventions. Sets the learning strategy by identifying performance gaps and their root causes through analysis of the entire system.
  • Directs and manages highly complex and large corporate-wide and business unit specific talent, leadership development and learning programs and initiatives with multiple sub-projects and sub teams to address business needs and to maximize the learner experience. Designs and implements change and communication plans to build employee awareness of learning assets. Regularly updates key stakeholders on the progress and impact of talent development interventions.
  • Creates the resource plan and budget to deliver defined talent development strategies. Draws from a pool of instructional designers to design, develop and curate content and learning pathways. Mentors and guides assigned resources on how to design and deliver effective learning solutions that maximize leadership and employee development, drive retention, and achieve business outcomes.
  • Partners with HR Shared Services team on program execution, including program delivery logistics and support as well as reporting and analytics to measure the return of investments and to ensure impact on business outcomes. Manages the lifecycle of talent development assets, collaborating with HR Shared Services to determine the need for maintenance and/or retirement.
  • Develops and maintains strong vendor and client relationships and manages key third party contracts, establishing the standards and metrics to track delivery.
  • Acts as a key member of the Talent Development Leadership Team, developing trusted relationships with senior stakeholders and championing the overall Talent Development value proposition. Works closely with business unit learning teams to ensure the overall learning experience is an enabler to CNA's employment value proposition.
  • Analyzes and applies external trends, best practices, and emerging technologies, including generative AI, to increase effectiveness and deliver a modern learning experience.

Skills, Knowledge and Abilities
  • Advanced level expertise in talent management, leadership development and employee development, including modern theories, learner experience design, instructional design methods, learning and skilling practices, adult learning theory, curriculum management and blended learning strategies for all levels of employees and leaders.
  • Strong business acumen, in-depth knowledge of business strategies across all client groups, and the ability to effectively apply skills need identification techniques to diagnose and direct talent development strategies to support enterprise goals.
  • Advanced program and project management, organizing and planning skills and ability to drive results and manage multiple and shifting priorities in a fast-paced and challenging environment.
  • Ability to coach and mentor others on how to design effective talent, leadership development and learning solutions that maximize employee and leader development and achieve business outcomes.
  • Excellent interpersonal, communication, and presentation skills. Ability to facilitate large and senior groups through the use of group dynamics while encouraging creativity and innovation.
  • Highly skilled in influencing and negotiating and comfortable navigating organizational dynamics. Strong ability to foster and maintain collaborative relationships with key stakeholders, peers, team members and external contacts.
  • Strong knowledge of modern L&D technologies and Microsoft Office Suite/other business related software. Ability to evaluate, pilot, and scale learning technologies (including AI-enabled tools) with attention to business value, scalability, data integrity, and adoption.

Reporting Relationship
AVP or above
Education and Experience
  • Bachelor's Degree with Masters preferred in Organizational Development, Organization Behavior, Instructional/Learning Design or equivalent.
  • Typically a minimum of ten years related work experience

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In certain jurisdictions, CNA is legally required to include a reasonable estimate of the compensation for this role. In District of Columbia, California, Colorado, Connecticut, Illinois, Maryland, Massachusetts, New York and Washington, the national base pay range for this job level is $97,000 to $189,000 annually. Salary determinations are based on various factors, including but not limited to, relevant work experience, skills, certifications and location. CNA offers a comprehensive and competitive benefits package to help our employees - and their family members - achieve their physical, financial, emotional and social wellbeing goals. For a detailed look at CNA's benefits, please visit cnabenefits.com.
CNA is committed to providing reasonable accommodations to qualified individuals with disabilities in the recruitment process. To request an accommodation, please contact leaveadministration@cna.com.

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