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Talent Development Partner Jobs (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

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 ...

LSL

Talent Development Director

$140K - $170K/yr

The Talent Development Director is responsible for designing and leading the firm's talent ... Partner with firm leaders to improve employee performance, professional growth, and career ...

Dollartree

Manager, Talent Development

Chesapeake, VA · On-site

$120K - $140K/yr

The Talent Development Manager, serving as a Talent Business Partner, plays a critical role in driving Dollar Tree's enterprise talent strategy in alignment with key business objectives. This role ...

IMAX

Talent Development Manager

Vista, CA · On-site

Together, we partner with leading filmmakers and studios, advance entertainment technology, and ... Position Summary The Talent Development Manager plays a strategic role in shaping the organization ...

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Talent Development Partner information

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How much do talent development partner jobs pay per hour?

As of Jul 21, 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.
Talent Development Director

Talent Development Director

Brooks Automation

Chelmsford, MA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted yesterday

Job description

Brooks is a leading provider of automation solutions with over 40 years of experience in the semiconductor industry, offering precision robotics, integrated automation systems, and contamination control solutions that empower chip manufacturers worldwide. Our product portfolio includes a range of automation solutions, including robots, vacuum systems, and atmospheric robots for semiconductor manufacturing (www.brooks.com).
Are you looking for a place where you can be part of a transformation? Join us at Brooks Automation and be a part of a dynamic organization that is shaping the future of technology.
Talent Development Director
Job Description
Brooks is seeking a Director-level Talent Development leader to translate enterprise talent, culture, and leadership priorities into a practical operating plan that strengthens leadership capability, improves execution discipline, and embeds Brooks' High Performance Culture into how leaders manage the business.
  • Translate executive direction into clear workstreams, milestones, governance routines, tools, and metrics.

  • Partner with executive leadership, HR business partners, and business leaders to improve OKR quality, leadership routines, development planning, talent reviews, manager effectiveness, and accountability.

  • Own the talent development roadmap and execution routines needed to deliver measurable improvement in leadership effectiveness and business execution.

Key Responsibilities
Talent Development Strategy & Operating Plan
  • Translate enterprise priorities into annual and quarterly operating plans with clear workstreams, owners, milestones, success measures, and governance routines.

  • Set and manage the talent development roadmap for HPC adoption, leadership capability, OKR discipline, development planning, talent reviews, and performance enablement.

  • Build scalable tools, playbooks, sessions, templates, and routines that improve execution discipline, coaching quality, and manager consistency.

Leadership, Culture & Performance Enablement
  • Embed HPC behaviors into leadership routines, performance conversations, talent processes, development plans, and team operating rhythms.

  • Strengthen OKR quality by improving focus, clarity, measurable outcomes, alignment, and follow-through.

  • Partner with HR and business leaders to identify leadership, performance, accountability, or behavior gaps and convert them into targeted interventions.

  • Coach and facilitate with leaders and managers using specific examples tied to Brooks Behaviors, OKR execution, and business priorities.

Program Leadership & Governance
  • Establish a regular governance cadence for roadmap reviews, OKR quality reviews, talent review follow-up, development plan progress, and leadership routine adoption.

  • Track metrics that show adoption, effectiveness, execution discipline, and leadership accountability.

  • Use data and feedback to identify risks, assess progress, and adjust priorities, tools, routines, or interventions.

  • Prepare concise insights and recommendations for senior leadership discussions.

Business Partnership & Change Leadership
  • Serve as a trusted partner to HR and business leaders by translating talent and culture expectations into practical business execution.

  • Influence across functions by aligning stakeholders, clarifying trade-offs, resolving barriers, and escalating risks appropriately.

  • Reinforce enterprise expectations by making commitments visible, following up consistently, and ensuring owners act on agreed priorities.

  • Build credibility through judgment, clear communication, constructive challenge, and consistent follow-through.

What Success Looks Like
  • A clear annual and quarterly talent development operating plan is in place, with visible owners, milestones, governance routines, and measurable outcomes.

  • Brooks has a more consistent management system for leadership routines, OKR discipline, accountability, development planning, and talent review follow-up.

  • HPC expectations are embedded into practical leader behaviors, performance conversations, team routines, and talent processes.

  • Leaders and managers improve in setting priorities, making trade-offs, coaching employees, following through, and holding teams accountable.

  • Talent development tools and routines are practical, scalable, and used by HR business partners and business leaders without constant central intervention.

  • Senior leadership has clearer visibility into leadership capability themes, execution risks, adoption progress, and recommended actions.

Qualifications & Experience
  • 10+ years of experience in talent development, organizational effectiveness, leadership development, performance enablement, HR strategy, or a related discipline.

  • Experience converting senior leadership vision into operating plans, roadmaps, governance routines, and measurable outcomes.

  • Success leading enterprise-wide or function-wide talent, culture, performance, or leadership initiatives in complex, matrixed organizations.

  • Strong knowledge of OKRs, performance management, leadership development, talent review, succession planning, engagement, and behavior-based culture frameworks.

  • Proven ability to build scalable tools, processes, playbooks, and routines that improve execution, accountability, and leader effectiveness.

  • Ability to engage credibly with senior leaders while driving execution at the working level.

  • Strong facilitation, communication, coaching, stakeholder management, and data-informed decision-making skills.

  • Prior Director-level experience preferred, or demonstrated readiness to operate at Director-level scope, complexity, influence, and accountability.

Why This Role Is Different
  • This is a Director-level builder/operator role, not a traditional talent program role.

  • The role turns enterprise talent and culture priorities into a practical operating system that changes how leaders manage, execute, and develop people.

  • Success depends on improving leadership discipline, OKR quality, accountability, and adoption of Brooks' High Performance Culture in everyday management routines.

Compensation
Base Salary Range: $148,351.35 USD to $200,710.65 USD
Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.
This position is also eligible for an annual discretionary bonus.
Benefits
At Brooks, we offer the following benefits for this position, subject to applicable eligibility requirements:
  • Medical, Dental, Vision and Disability Insurance
  • 401(k) Plan
  • Exempt employees are provided company paid holidays and Flexible Vacation to enjoy personal time off and incidental sickness.

Have a question about our benefits and compensation package? Your recruiter can share more with you during the hiring process.
Work Location & Flexibility
At Brooks, we aim to foster a collaborative and engaging environment while offering flexibility where possible. Work arrangements may include a mix of in-office and remote work, depending on the nature of the role and business needs. Specific expectations will be shared during the interview process.
Brooks is committed to fostering a diverse and inclusive workplace and proudly serves as an equal-opportunity employer. We welcome all qualified applicants regardless of race, color, religion, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other legally protected characteristics.
Diversity enhances our innovative capabilities and strengthens our ability to serve our customers and communities effectively. At Brooks Automation, we celebrate the unique experiences and perspectives each individual brings, believing they are essential to our collective success. Join us in building a workplace where every team member is valued and can thrive.
For applicants with disabilities requiring accommodations, don't hesitate to get in touch with talentattraction@brooks.com or call +1 (978) 262-2400 to discuss your needs.
Review EEO Law & EEO Statement.
Brooks Automation participates in E-Verify® to confirm eligibility for employment in the United States. For more details, visit www.dhs.gov/E-Verify. E-Verify® is a registered trademark of the U.S. Department of Homeland Security.

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