HRDP HR Development Partner- Talent Matters - Workforce Reinvention

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 g