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Talent Development Partner Jobs (NOW HIRING)

Bloomberg LP

Talent Development Designer

New York, NY · On-site

Serve as a strategic partner to HR and business leaders to build the business case for new talent development solutions and co-create strategies aligned to future capabilities and business priorities.

Smithbucklin

Talent Development Manager

Chicago, IL · On-site

Reporting to the Director of Talent Development, this role partners with Human Resources, business leaders, and subject matter experts to identify development needs, deliver learning experiences ...

Autodesk

Director, Talent Development

Portland, OR

Partner across the enterprise to support key talent development priorities, including: * AI native literacy, adoption, and integration into everyday ways of working * Innovation mindsets and OneORBIT ...

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How much do talent development partner jobs pay per hour?

As of Jul 22, 2026, the average hourly pay for talent development partner in the United States is $44.36, according to ZipRecruiter salary data. Most workers in this role earn between $31.01 and $52.16 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.
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Talent Development Partner jobs near you
Infographic showing various Talent Development Partner job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $92,277 per year, or $44.4 per hour.
Director, Talent Development

Director, Talent Development

Columbus State Community College

Columbus, OH • On-site

Full-time

Posted 23 days ago

Columbus State Community College rating

7.7

Company rating: 7.7 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

230th of 560 rated colleges and universities

Job description

The Director, Talent Development provides strategic leadership for the College's learning, leadership development, employee growth, and organizational capability initiatives. The Director collaborates with executive leadership, division leaders, unit liaisons, and subject matter experts (SMEs) to identify current and future talent needs and develop innovative delivery methods that support employee success, leadership effectiveness, succession planning, and organizational performance. This position provides oversight of learning delivery, external vendor partnerships, leadership development programs, and organizational learning metrics. The Director leads a team responsible for delivering high-impact learning experiences and partners with College leadership on talent development initiatives.
Strategic Leadership & Direction
  • Directs, develops, and provides training and staff development programs, using knowledge of the effectiveness of methods such as instructor-led training virtual or classroom, on-demand online training, demonstrations, on-the-job training, meetings, conferences, and workshops.
  • Strategizes marketing tools to promote training programs through various communication methods.
  • Analyzes training needs to develop and execute new training programs or modify and improve existing programs.
  • Evaluates Talent Development and Trainer performance and the effectiveness of training programs, providing recommendations to executive leadership for improvement.
  • Leads scheduling of training activities by managing a monthly calendar; collaborates with the HR LMS Administrator and Learning Designer to build class descriptions and schedules in the LMS; conducts and facilitates training programs as appropriate.
  • Provides leadership and direction for the development, implementation, and evaluation of learning programs, leadership development initiatives, onboarding experiences, and career development pathways.
  • Utilizes learning analytics, employee feedback, workforce data, and industry best practices to evaluate program effectiveness and drive continuous improvement.
  • Researches emerging trends, technologies, and innovative practices in learning, leadership development, organizational effectiveness, and talent management to position the College as a leader in employee development.
  • In partnership with the Chief Organizational Development Officer, collaborates with cross-functional team members, CSCC people leaders, and SMEs to develop continuous improvement strategies prioritizing the employee and student experience.
  • Conducts needs analysis and recommends effective learning solutions.
  • Leads regular content review of existing training programs with College partners. Partners with HR Instructional Designers and HR Analysts to build the delivery plan of training programs through an analytical lens.
  • Partners with people outside the College, representing the organization to other external sources.
  • Communicates and assists Chief Organizational Development Officer with the implementation of learning and development strategies and priorities.
  • Provides regular reports and strategic recommendations to executive leadership regarding talent development outcomes, workforce trends, and organizational effectiveness initiatives.

Operational Leadership
  • Conducts annual employee evaluations, and recommends pay increases, promotions, and other personnel actions. Administers disciplinary actions upon approval, and in collaboration with Human Resource Leadership.
  • Approves leaves and authorizes work schedule alterations as appropriate. Interprets, explains, carries out and enforces the College's policies.
  • Develops and monitors key performance indicators (KPIs) and strategic metrics to measure learning impact, employee engagement, leadership effectiveness, and return on investment.
  • Assists in departmental budgeting by understanding budgets associated with proposals and/or projects relating to learning and development.
  • Ensures compliance with College policies, accreditation requirements, regulatory standards, and industry best practices related to employee training and development.

Partnerships & Collaboration
  • Collaborates with HR Leadership and College leaders across the institution to identify talent gaps, workforce trends, leadership competencies, and succession planning opportunities.
  • Partners with external organizations, professional associations, consultants, and educational institutions to enhance learning opportunities and leverage best practices.
  • Champions employee and student experience initiatives through workforce capability building and professional development programs.

Culture of Respect
  • Fosters and maintains a safe environment of respect and inclusion for faculty, staff, students, and members of the community.

MINIMUM EDUCATION AND EXPERIENCE REQUIRED
  • Bachelor's Degree in Human Resources Management or related field.
  • Seven (7) years of experience in a supervisory role in learning and development. Previous experience in the following areas: instructional design, eLearning software, training, and evaluation.
  • *An appropriate combination of education, training, coursework and experience may qualify a candidate.

*CSCC has the right to revise this position description at any time. This position description does not represent in any way a contract of employment.
Full Time/Part Time:
Full time
Union (If Applicable):
Scheduled Hours:
40
Additional Information
In order to ensure your application is complete, you must complete the following:
  • Please ensure you have all the necessary documents available when starting the application process. For all faculty positions (Instructor, Annually Contracted Faculty, and Adjunct), you will need to upload an unofficial copy of your transcript when completing your aplication.
  • Prior to submitting your application, please review and update (if necessary) the information in your candidate profile as it will transfer to your application.

If you are a current employee of Columbus State Community College, please log in to Workday to use the internal application process.
Thank you for your interest in positions at Columbus State Community College. Once you have applied, the most updated information on the status of your application can be found by visiting your Candidate Home. Please view your submitted applications by logging in and reviewing your status.

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