HRDP HR Development Partner- Talent Matters

Description

Development Partner (DP) Role Overview

The Development Partner (DP) is responsible for leading the enterprise integration and activation of the internal talent marketplace, which serves as the central tool for colleague growth, experiential learning, internal mobility and workforce agility. Acting as the key driver of the enterprise talent marketplace experience, the DP owns the product vision, change strategy, and enablement efforts that connect colleagues to diverse opportunities, including 

In fostering a culture of continuous learning, the DP is accountable for crafting and implementing the vision, strategy, and activation plans that enhance colleague engagement through effective change management and platform experience prioritization. This role operates at the intersection of talent strategy, platform advancement, learning integration, change enablement, and outcome measurement, transforming strategic ambitions into scalable, data‑informed practices and delivering measurable business results.

Key Responsibilities

• Own the Talent Matters platform strategy and roadmap in partnership with HR Tech, ensuring ongoing alignment to Citizens’ future-of-talent vision.
• Ensures that Talent Matters is seamlessly embedded throughout the talent ecosystem—including talent planning, succession, performance, and learning. 
• Lead cross-functional coordination across HRBPs, Learning, Talent Practices, and Platform Teams to ensure seamless platform usage and engagement.
• Champion gig-based and experiential development through scalable frameworks, measurement criteria, and change interventions.
• Govern and evolve colleague experience in CTM, shaping features (e.g., “MyTeam”, peer endorsements, mentorship) to drive personalization and engagement
• Drive engagement and sustainment by promoting CTM for colleague development and workforce planning through storytelling, enablement, and manager and colleague capabilities. Develop leader/manager WIIFM narratives, playbooks, and capability labs; address barriers.
• Ensure readiness and adoption measurement by defining success metrics, deploying feedback loops, and refining change tactics.
• Translate workforce trends and organizational needs into platform enhancements and development frameworks.
• Collaborate with Learning Studio to align CTM insights with learning prioritization and delivery (e.g., through LearnVantage).
• Measurement & Outcomes: build dashboards tracking engagement, experience quality, skill growth, mobility, colleague satisfaction, and retention; publish quarterly proofpoints and use insights to refine features and enablement
  

Skills & Competencies

Required Skills

• Product & Experience Strategy: end‑to‑end ownership of marketplace vision and strategy, UX standards, and adoption tactics. shape features and workflows that create intuitive, habit‑forming usage.
• Change Enablement: lead the change strategy and monitor the effectiveness techniques and tactics to hard wire the culture and position Talent Matters as the everyday tool for colleague growth and strategic workforce planning. 
• Systems Thinking: connect platform, process, people, data, and governance to anticipate downstream impacts.
• Measurement & Research: build dashboards, audits, and case studies to prove value and guide roadmap decisions.
• Skills Intelligence & Application: interpret real‑time skills data to inform development planning, calibration, and workforce readiness.
• Workforce Planning Alignment – Translate talent needs into action via CTM pathways, dashboards, and insights.
  

Behavioral Competencies

• Enterprise Connector: bridge Learning, HR, and business lines with clear WIIFM for each persona.
• Influence without Authority: facilitate adoption across diverse stakeholders and teams.
• Human‑Centered Technologist: advocate for simplicity, usability, accessibility, and inclusion.
• Continuous Improver: run micro‑experiments and feedback loops to refine the marketplace and enablement.
• Agility & Resilience: adapt to evolving business needs and technology shifts with confidence and clarity.
• Cultural Amplifier – Acts as a steward of Citizens' learning and development culture by embedding skill-building into every layer of the colleague journey.
  

Impact & Outcomes

• Marketplace becomes the everyday engine for development: managers coach with skills data; colleagues act on personalized prompts and opportunities.
• Experiential learning scales equitably through gigs and mentoring, with measurable skills growth and mobility benefits.
• Skills‑based workforce planning and succession decisions are data‑informed and transparent.
• A sustainable culture of learning pride and continuous improvement is embedded across talent cycles.
  

Working Conditions

Hybrid work model consistent with Citizens policies; occasional travel for stakeholder workshops, capability labs, and enterprise enablement.

Pay Transparency 

The salary range for this position is $201k-$250k per year, plus an opportunity to earn an annual discretionary bonus. Actual pay is based on various factors including but not limited to the work location, and relevant skills and experience.

We offer competitive pay, comprehensive medical, dental and vision coverage, retirement benefits, maternity/paternity leave, flexible work arrangements, education reimbursement, wellness programs and more. Note, Citizens’ paid time off policy exceeds the mandatory, paid sick or paid time-away policy of every local and state jurisdiction in the United States. For an overview of our benefits, visit https://jobs.citizensbank.com/benefits .

Some job boards have started using jobseeker-reported data to estimate salary ranges for roles. If you apply and qualify for this role, a recruiter will discuss accurate pay guidance.

Equal Employment Opportunity

Citizens, its parent, subsidiaries, and related companies (Citizens) provide equal employment and advancement opportunities to all colleagues and applicants for employment without regard to age, ancestry, color, citizenship, physical or mental disability, perceived disability or history or record of a disability, ethnicity, gender, gender identity or expression, genetic information, genetic characteristic, marital or domestic partner status, victim of domestic violence, family status/parenthood, medical condition, military or veteran status, national origin, pregnancy/childbirth/lactation, colleague’s or a dependent’s reproductive health decision making, race, religion, sex, sexual orientation, or any other category protected by federal, state and/or local laws. At Citizens, we are committed to fostering an inclusive culture that enables all colleagues to bring their best selves to work every day and everyone is expected to be treated with respect and professionalism. Employment decisions are based solely on merit, qualifications, performance and capability.