Talent Development Business Partner

Craft3 • Washington, DC

3h • $92,000 - $115,000 • Hybrid

About The Position

Reporting to the Chief People and Technology Officer, the Talent Development Business Partner serves as a trusted advisor to leaders and staff, helping teams strengthen performance, resolve employee concerns, and build inclusive, high-performing work environments. This role partners closely with all leaders and their teams to understand their goals, day-to-day operations, workforce needs, and team dynamics, while providing practical guidance on employee relations, leadership effectiveness, performance management, talent development, and organizational effectiveness. The role also owns leadership development programming for current and emerging leaders, ensuring managers have the tools, confidence, and support to lead people effectively. The ideal candidate brings strong judgment, emotional intelligence, business acumen, and a commitment to fairness, accountability, and continuous improvement. They are equally comfortable coaching a manager through a difficult conversation, conducting an objective workplace investigation, identifying development opportunities for emerging talent, and using workforce data to help leaders make informed decisions.

Requirements

• Experience conducting or supporting workplace investigations and preparing clear, objective documentation.
• Experience designing, facilitating, or managing leadership development programs for new, emerging, and current managers.
• Knowledge of employment laws, HR policies, and compliance practices; ability to apply guidance with fairness, consistency, and discretion.
• Bachelor’s degree in human resources, business, organizational development, or a related field preferred; equivalent experience may be considered.
• Strong proficiency with Microsoft Office Suite, Adobe, SharePoint
• Bilingual (English/Spanish) a plus.

Nice To Haves

• Progressive experience in human resources, talent development, employee relations, organizational development, or a related people-focused role.
• Demonstrated ability to coach managers through complex employee relations, performance, and engagement matters.
• Strong understanding of performance management, talent development, succession planning, manager enablement, and organizational effectiveness practices.
• Ability to analyze workforce data, identify trends, and translate insights into practical recommendations for leaders.
• Excellent communication, facilitation, relationship-building, and problem-solving skills.
• Comfort working with HR systems, reporting tools, Microsoft Office applications, and related technology platforms.
• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred but not required.
• Change Management certification a plus.

Responsibilities

• Serve as a go-to people partner for leaders and teams, offering guidance on employee relations, performance coaching, change management, team effectiveness, and morale.
• Develop a strong understanding of Craft3 teams, including their goals, operating rhythms, staffing needs, challenges, and opportunities.
• Build trusted relationships with leaders and staff by providing responsive, practical, and value- driven support.
• Partner with managers to strengthen team communication, engagement, recognition, and accountability.
• Support leaders through organizational changes in collaboration with the Organizational Development Manager and leadership by anticipating employee impacts, and sustain trust, engagement, and morale.
• Guide managers through the full spectrum of employee relations matters, including performance improvement, coaching, disciplinary actions, investigations, and separations.
• Manage and resolve employee complaints and workplace concerns with objectivity and empathy, thorough documentation, and sound judgment.
• Coach front-line and mid-level managers on leadership effectiveness, difficult conversations, feedback, documentation, and employee engagement to guarantee consistency.
• Support performance management processes by helping leaders set meaningful goals, deliver constructive feedback, address performance gaps, and differentiate performance.
• Help build inclusive, positive work environments where employees feel respected, recognized, supported, and accountable for results.
• Own the design, coordination, delivery, and continuous improvement of leadership development programs for emerging, new, and current leaders and managers.
• Build practical learning pathways that help managers strengthen core people leadership capabilities, including coaching, feedback, goal setting, performance management, delegation, accountability, inclusion, change leadership, and employee engagement.
• Partner with senior leaders and HR colleagues to assess leadership development needs, identify capability gaps, and create and align development programs with organizational priorities and culture.
• Facilitate talent review discussions to identify high-potential employees, succession risks, readiness levels, and development priorities.
• Support succession planning and workforce planning efforts by helping leaders assess current talent, future needs, readiness, and development gaps.
• Develop and deliver targeted training for managers on topics such as new-manager orientation, documentation best practices, interviewing skills, goal setting, feedback, effective coaching, and leading through change.
• Create and maintain leadership development tools, resources, discussion guides, learning plans, and manager enablement materials that support consistent leadership practices across the organization.
• Measure the effectiveness of leadership development programs through participant feedback, manager adoption, engagement trends, retention indicators, and other relevant people metrics.
• Assist managers in developing ramp plans, job descriptions, onboarding tools, and other workforce resources that support employee success.
• Promote a culture of continuous learning by connecting individual development needs with team and organizational priorities.
• Leverage HR data and analytics to identify trends, diagnose root causes, and present actionable insights on turnover, engagement, headcount, workforce demographics, and related people metrics.
• Prepare recommendations and business cases for senior leadership to support informed decision-making on policy, compensation, organizational changes, and people strategies.
• Proactively identify opportunities to improve HR processes, tools, service delivery, and manager resources.
• Champion a mindset of continuous improvement across the HR function by simplifying processes, strengthening consistency, and improving the employee and manager experience.
• Contribute to Employee Handbook updates, organizational policies, and enterprise HR initiatives by providing field insight, practical recommendations, and implementation support.

Benefits

• We comply with all applicable laws prohibiting discrimination and make all hiring and employment decisions based on individual qualifications and merit.
• Veterans and individuals with disabilities are encouraged to apply.
• If accommodation is needed to participate in the job application or interview process, or to perform essential job functions, please contact our Talent Acquisition Team at [email protected], 888-231-2170.
• Employment offers may require final candidates to successfully complete and pass a background check prior to employment, consistent with business necessity and applicable federal, state and local law.
• We're actively working to create a workplace where everyone can thrive.
• We believe different perspectives make us stronger and help us better serve the Pacific Northwest.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: Associate degree