American Health Staffing Group LLC
Talent Development Business Partner
American Health Staffing Group LLC, Frisco, Texas, United States, 75034
It's fun to work in a company where people truly believe in what they're doing!
We're committed to bringing passion and customer focus to the business.
As AHSG evolves into a capability-driven enterprise, the Talent Development Business Partner (TDBP) will play a key role in shaping and activating a development culture across the organization. This high-impact, individual contributor role blends strategy and execution to drive career development, leadership readiness, internal mobility, and team member growth through scalable, measurable initiatives.
The TDBP is part of our People Team Center of Excellence, partnering closely with business leaders, HRBP, and team members to build learning strategies that power performance, engagement, and progression.
Learning & Development Strategy
Design and deliver impactful learning programs tied to enterprise priorities and business outcomes. Partner with HRBP and business leaders to assess capability gaps and deploy targeted development solutions. Develop and execute frameworks for Individual Development Plans (IDPs), career pathing, and internal mobility. Facilitation & Program Execution
Facilitate engaging workshops and experiences for Leaders, Team Members, and cross-functional teams. Deploy and support the GROW coaching model and progressive discipline frameworks. Lead the design and delivery of Leader enablement programs and onboarding experiences. Content Design & Curation
Curate and adapt content from internal and external sources aligned to AHSG values, competencies, and performance expectations. Build self-serve toolkits, learning guides, and microlearning assets to scale learning across the enterprise. Leverage storytelling, interactive design, and adult learning principles to deepen engagement Talent Development & Culture Building
Support enterprise-wide 9-box calibration and development planning Contribute to succession planning, high-potential identification, and culture shaping through values-based development work. Collaborate with cross-functional teams to align development programs, performance management, and engagement priorities. Measurement & Continuous Improvement
Develop and track learning KPIs, such as utilization rates, program engagement, IDP adoption, and leader feedback. Use surveys, feedback tools, and business metrics to assess impact and iterate on learning programs. Stay informed on industry trends and best practices to ensure AHSG's development approach remains competitive and modern. Success Metrics:
Learning Strategy & Engagement
60-70% of Team Members participating in development offerings. 90% of new hires are completing core learning within 30 days.
Leadership & Team Enablement
Completion rate of development programs for leaders (e.g., coaching, performance management, GROW framework) (target: 80-90%). Improvement in self- or peer-reported leadership effectiveness (tracked via pulse or 360s).
Talent Development Systems & Programs
Time to productivity for internal mobility placements (baseline established; improved year-over-year). Program adoption and completion rates for internal talent development initiatives.
Partnership & Influence
Leader satisfaction with talent development support (through feedback, qualitative insights, or engagement check-ins). # of business-aligned development initiatives launched with HRBPs or functional COEs per year (target: 3-5).
Continuous Improvement & Impact
Use of feedback and engagement data to adjust programs (measurable action taken within 1 quarter of survey). Benchmarking or industry alignment check completed annually (to ensure innovation and relevance).
Education:
Bachelor's degree in Human Resources, Organizational Development, Education, or related field required. Required Qualifications:
5-7 years of professional experience in L&D, OD, or Talent Development. Proven facilitation skills across audiences from Team Members to Senior Leaders. Ability to consult and influence Leaders on talent development needs. Project management skills; ability to manage multiple programs simultaneously. Strong written and verbal communication; excellent interpersonal skills. Experience with LMS platforms, survey tools, and collaboration software (e.g., MS Teams, Zoom, PowerPoint, Canva).
Certifications: (Preferred)
Master's degree in a related field. Certifications: CPTD, APTD, Prosci, coaching/facilitation credentials (e.g., DiSC, MBTI). Familiarity with GROW coaching, career pathing, or agile learning design. Understanding of talent mobility, and culture-building practices.
The expected base salary range for this position is
$115,000 to $125,000 annually . The final compensation offered will be determined based on a number of factors, including but not limited to skills, qualifications, experience, and location.
Qualified candidates must possess the physical and mental abilities necessary to perform the job's essential functions, with or without reasonable accommodation. Specific requirements may vary depending on the nature of the position. Applicants should be prepared to discuss their ability to meet these requirements during the interview process. A detailed job description outlining the physical and mental demands of the role will be provided upon request.
All AHSG companies, AHS Staffing, AHSA, and Trio Workforce Solutions are equal employment opportunity employers.
We're committed to bringing passion and customer focus to the business.
As AHSG evolves into a capability-driven enterprise, the Talent Development Business Partner (TDBP) will play a key role in shaping and activating a development culture across the organization. This high-impact, individual contributor role blends strategy and execution to drive career development, leadership readiness, internal mobility, and team member growth through scalable, measurable initiatives.
The TDBP is part of our People Team Center of Excellence, partnering closely with business leaders, HRBP, and team members to build learning strategies that power performance, engagement, and progression.
Learning & Development Strategy
Design and deliver impactful learning programs tied to enterprise priorities and business outcomes. Partner with HRBP and business leaders to assess capability gaps and deploy targeted development solutions. Develop and execute frameworks for Individual Development Plans (IDPs), career pathing, and internal mobility. Facilitation & Program Execution
Facilitate engaging workshops and experiences for Leaders, Team Members, and cross-functional teams. Deploy and support the GROW coaching model and progressive discipline frameworks. Lead the design and delivery of Leader enablement programs and onboarding experiences. Content Design & Curation
Curate and adapt content from internal and external sources aligned to AHSG values, competencies, and performance expectations. Build self-serve toolkits, learning guides, and microlearning assets to scale learning across the enterprise. Leverage storytelling, interactive design, and adult learning principles to deepen engagement Talent Development & Culture Building
Support enterprise-wide 9-box calibration and development planning Contribute to succession planning, high-potential identification, and culture shaping through values-based development work. Collaborate with cross-functional teams to align development programs, performance management, and engagement priorities. Measurement & Continuous Improvement
Develop and track learning KPIs, such as utilization rates, program engagement, IDP adoption, and leader feedback. Use surveys, feedback tools, and business metrics to assess impact and iterate on learning programs. Stay informed on industry trends and best practices to ensure AHSG's development approach remains competitive and modern. Success Metrics:
Learning Strategy & Engagement
60-70% of Team Members participating in development offerings. 90% of new hires are completing core learning within 30 days.
Leadership & Team Enablement
Completion rate of development programs for leaders (e.g., coaching, performance management, GROW framework) (target: 80-90%). Improvement in self- or peer-reported leadership effectiveness (tracked via pulse or 360s).
Talent Development Systems & Programs
Time to productivity for internal mobility placements (baseline established; improved year-over-year). Program adoption and completion rates for internal talent development initiatives.
Partnership & Influence
Leader satisfaction with talent development support (through feedback, qualitative insights, or engagement check-ins). # of business-aligned development initiatives launched with HRBPs or functional COEs per year (target: 3-5).
Continuous Improvement & Impact
Use of feedback and engagement data to adjust programs (measurable action taken within 1 quarter of survey). Benchmarking or industry alignment check completed annually (to ensure innovation and relevance).
Education:
Bachelor's degree in Human Resources, Organizational Development, Education, or related field required. Required Qualifications:
5-7 years of professional experience in L&D, OD, or Talent Development. Proven facilitation skills across audiences from Team Members to Senior Leaders. Ability to consult and influence Leaders on talent development needs. Project management skills; ability to manage multiple programs simultaneously. Strong written and verbal communication; excellent interpersonal skills. Experience with LMS platforms, survey tools, and collaboration software (e.g., MS Teams, Zoom, PowerPoint, Canva).
Certifications: (Preferred)
Master's degree in a related field. Certifications: CPTD, APTD, Prosci, coaching/facilitation credentials (e.g., DiSC, MBTI). Familiarity with GROW coaching, career pathing, or agile learning design. Understanding of talent mobility, and culture-building practices.
The expected base salary range for this position is
$115,000 to $125,000 annually . The final compensation offered will be determined based on a number of factors, including but not limited to skills, qualifications, experience, and location.
Qualified candidates must possess the physical and mental abilities necessary to perform the job's essential functions, with or without reasonable accommodation. Specific requirements may vary depending on the nature of the position. Applicants should be prepared to discuss their ability to meet these requirements during the interview process. A detailed job description outlining the physical and mental demands of the role will be provided upon request.
All AHSG companies, AHS Staffing, AHSA, and Trio Workforce Solutions are equal employment opportunity employers.