Sr. Talent & Culture Business Partner
We’re looking for a dynamic and forward-thinking Sr. Talent & Culture Business Partner to lead talent development and culture initiatives specifically for Evergreen & Emerging brands (E&E) and Match Group Central, while operating as part of the Match Group corporate Talent & Culture team.
In this unique role, you’ll work with the E&E and Match Group Central People Teams and leadership to design, deliver, and scale programs that develop leaders, foster belonging, and support career growth - while also aligning with Match Group’s enterprise-wide talent strategy. You’ll act as the connective tissue between corporate and brand-level efforts, bringing an understanding of the brands, culture, and people needs.
This role blends strategic thinking with hands-on program design and delivery - ideal for someone who thrives in a fast-paced environment, loves connecting dots across teams, and is passionate about building exceptional employee experiences.
What You’ll Do:
Lead the learning and development strategy for E&E and Match Group Central, identifying priority skills and building targeted solutions that support growth across functions.
Partner with People Business Partners and leaders across functions and teams to co-create learning programs tailored to the brand’s needs.
Design and deliver leadership development programs for people leaders
Facilitate team effectiveness sessions (e.g., DiSC, design thinking) and leadership offsites that strengthen team dynamics and trust.
Create scalable, self-serve learning toolkits that meet teams where they are - fast, flexible, and tied to business goals.
Partner with People Business Partners and leaders to identify capability gaps and develop solutions to address them.
Revamp and evolve E&E and Match Group Central’s internal career pathways and job ladders, ensuring alignment with organizational structure, role expectations, and growth opportunities.
Partner with HRBPs and leaders to embed career frameworks into development conversations and talent reviews.
Provide manager training that increases transparency into career progression, pay practices, and market benchmarks.
Embed E&E and Match Group Central’s values into talent programs, onboarding, leadership development, and recognition efforts.
Partner ERG leaders to build inclusive experiences that reflect the team’s diverse community.
Support cultural rituals like Monthly/Quarterly Huddles and offsites that foster connection, belonging, and shared purpose.
Lead engagement survey action planning efforts in partnership with E&E and Match Group Central leadership and Match Group resources.
Localize and deliver Match Group corporate talent programs (e.g., mid-level manager development, succession planning, mentorship) to meet the needs of E&E and Match Group Central’s culture and org structure.
Identify E&E and Match Group Central-developed programs (e.g., onboarding, manager training) with the potential to scale across Match Group brands and facilitate knowledge sharing.
Apply change management best practices to drive adoption of new talent programs across global and cross-functional teams.
Partner with People leaders to design and facilitate team development sessions and leadership offsites.
Use feedback from engagement surveys, talent reviews, and pulse data to evolve programs and measure effectiveness.
Track and report on program impact, using data to inform decisions and shape future strategy.
Brand-Specific Learning & Leadership Development
Career Growth & Talent Development
Values & Culture Building
Enterprise & Brand Collaboration
Organizational Development & Measurement
What We’re Looking For:
8+ years of experience in Learning & Development, Organizational Development, or Talent Management.
Strong track record of building and facilitating talent programs that engage people leaders and cross-functional teams.
Experience working across corporate and brand or business unit structures.
Ability to localize enterprise talent initiatives to fit the needs of a distinct brand culture and org model.
Familiarity with performance management cycles and engagement survey design or follow-through.
Cultural fluency and the ability to translate values into actionable programs.
Exceptional communication, facilitation, and cross-functional collaboration skills.
A builder’s mindset - comfortable iterating in ambiguity and scaling what works.
Nice to Have:
Experience in tech or high-growth environments.
Familiarity with systems like Workday, Litmos or similar HRIS/LMS platforms.
Certification in leadership or team development tools (e.g., DiSC, Enneagram).
Proficiency with authoring tools like Articulate or similar for digital learning content creation.