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Talent Development Partner Jobs (NOW HIRING)

Carvana

Senior Talent Development Partner

Tempe, AZ · On-site

You'll partner directly with leaders across the business on everything from performance management and talent development to org design and employee engagement. Think of yourself as the person who ...

AHEAD

Talent Development Specialist

You'll be a key member of AHEAD's Talent Development team, working closely with Talent Development Partners, Learning Experience Designers, and the Learning Technology and Systems Lead. This is a ...

Cscc

Director, Talent Development

Columbus, OH · On-site

The Director, Talent Development provides strategic leadership for the College's learning ... In partnership with the Chief Organizational Development Officer, collaborates with cross ...

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 ...

Chubb

Talent Development Business Partner

Chicago, IL · On-site

$85K - $100K/yr

The Talent Development Business Partner plays a key role in supporting Chubb Benefits and broader Chubb priorities by leading talent and learning initiatives that strengthen employee capability and ...

Chubb

Talent Development Business Partner

Chicago, IL · On-site

$85K - $100K/yr

The Talent Development Business Partner plays a key role in supporting Chubb Benefits and broader Chubb priorities by leading talent and learning initiatives that strengthen employee capability and ...

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How much do talent development partner jobs pay per hour?

As of Sep 1, 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.

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 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.

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.

How to become a talent development partner?

To become a talent development partner, candidates typically need a bachelor's degree in human resources, organizational development, or a related field, along with experience in talent management or training roles. Developing skills in coaching, communication, and using HR tools like Learning Management Systems (LMS) can enhance prospects, and obtaining certifications such as CPLP or SHRM-CP may improve job opportunities.
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Talent Development Partner jobs near you
Infographic showing various Talent Development Partner job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $92,277 per year, or $44.4 per hour.

Senior Talent Development Partner

Carvana

Tempe, AZ • On-site

Full-time

Posted 5 days ago

Carvana rating

7.0

Company rating: 7.0 out of 10

Based on 281 frontline employees who took The Breakroom Quiz

145th of 739 rated retailers

Job description

About Carvana
If you like disrupting the norm and are looking to join a company revolutionizing an industry then you will LOVE what Carvana has done for the car buying and selling experience. Buying a car the old fashioned way sucks and we are working hard to make it NOT suck. I mean, have you seen our vending machine?! We are looking for people who are excited to thrive in an environment of impactful change. Team spirit is evident at Carvana and everyday we let our passions and creativity foster innovation. We take big swings, set ambitious goals, and challenge each other to make data- and process-driven decisions in everything we do.
About the team and position
We don't do boring HR here. As a Senior Talent Partner (Senior People Business Partner), you're part strategist, part coach, part culture champion - and fully embedded in the teams you support. You'll partner directly with leaders across the business on everything from performance management and talent development to org design and employee engagement. Think of yourself as the person who connects the dots between great people and great outcomes.
You'll roll up your sleeves (figuratively... or literally, we don't judge) and help build talent programs that actually work - not just look good on paper. You'll make smart, data-informed calls even when the picture isn't perfectly clear, and you'll introduce programs and processes that feel like Carvana, not like they came out of an HR textbook. No two days look the same, and that's exactly how we like it.
The ideal candidate is a self-starter who geeks out over solving people challenges, thrives in ambiguity, and gets fired up about continuous improvement. Most importantly, you'll see the impact of your work immediately - in a company that's moving fast and growing faster.
Work Environment
To effectively cultivate meaningful relationships and drive collaboration and partnership, this is a fully on-site role based at our Corporate Headquarters. We believe that "rolling up our sleeves" and working closely with our leaders is best achieved through frequent, in-person engagement. Expected Travel to various field locations across the country as needed to support talent initiatives.
What You'll Be Doing
  • Drive organizational impact through a consistent on-site presence, building real partnerships with leaders, peers, stakeholders, and SMEs - not just scheduling syncs. That means proactive engagement across channels, including frequent face time at HQ and field locations around the country.
  • Co-creating people and talent strategies with your assigned departments - mapping out roadmaps for attraction, engagement, development, coaching, and retention. Turning big-picture strategy into tangible milestones that actually get done.
  • Being the trusted advisor who sees around corners - anticipating needs, recommending solutions before anyone asks, and building contingency plans that keep things moving.
  • Serving as the bridge between business leaders and People Ops teams (Total Rewards, Talent Acquisition, Leadership Development, Benefits & Leaves, HR Ops) - maximizing impact and cutting redundancy.
  • Coaching managers and leaders 1:1 - checking in, helping them hit their commitments, and delivering honest, timely feedback (respectfully, of course - we're direct, not rude).
  • Running talent needs assessments, looping in the right experts, and staying ahead of internal and external trends. Prioritizing ruthlessly - big rocks first.
  • Designing and driving talent initiatives that improve processes, level up leaders, and make the employee experience genuinely better - always with a continuous improvement mindset.
  • Tracking performance against key talent metrics, reviewing the data with leaders, and using it to inform real decisions - not just pretty dashboards.
  • Supporting performance management, defining career paths, and fostering a culture where development isn't a checkbox - it's the norm.
  • Staying plugged into business strategy so your talent advice is always relevant, timely, and forward-looking.
  • Leading large-scale change management within your departments - leveraging strong communication skills (written, verbal, and reading-the-room). You know how to influence up and across.
  • Other duties as assigned

What You Should Know/Have
  • Bachelor's degree required; Master's in Business, HR, I/O Psychology, or related field preferred
  • 5+ years in Operations Leadership, Talent Development, OD, HR, Training, or a related field
  • 2+ years partnering with senior leaders on talent initiatives, including coaching managers
  • Experience with HR tech required - Workday experience is a bonus
  • Strong organizational and project management chops
  • Comfortable communicating in person and through tech (email, Slack, Zoom - you know, the usual)
  • Ability to dig into data, spot trends, and turn insights into action
  • High integrity - no shortcuts, no BS
  • Confident presenting to groups and making complex ideas click
  • Natural ability to coach and motivate others to move
  • Energy, drive, and a bias toward getting things done
  • Can operate autonomously - you don't need someone looking over your shoulder
  • Willingness to travel 25-35% of the time to support teams in the field

Other requirements
To be able to do your job at Carvana, there are some basic requirements we want to share with you.
  • Must be able to read, write, speak and understand English.

Of course, we'll make any reasonable accommodations for those with disabilities to perform the essential functions of their jobs.
Legal stuff
Hiring is contingent on passing a complete background check. This role is not eligible for visa sponsorship.
Carvana is an equal employment opportunity employer. All applicants receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, marital status, national origin, age, mental or physical disability, protected veteran status, or genetic information, or any other basis protected by applicable law. Carvana also prohibits harassment of applicants or employees based on any of these protected categories.
Please note this job description is not designed to contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
#LI-Onsite

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About Carvana

Sourced by ZipRecruiter

At Carvana, we sell cars, but we're not salespeople. Since 2013, we've been making it our mission to change the way people buy cars. We saw a huge problem with how much it can suck to buy a car the traditional way, so we committed ourselves to tackling one of the largest, yet-to-be-disrupted markets in the world - the $1T per year U.S. car market (yes, that's $Trillion with a "T").

Industry

Automobile dealers

Company size

5,001 - 10,000 Employees

Headquarters location

Tempe, AZ, US

Year founded

2011

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