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Core Talent Jobs (NOW HIRING)

Oceans Healthcare

Director, Talent Acquisition

Plano, TX · On-site

$97K - $133K/yr

This role will serve as a strategic leader beyond core Talent Acquisition responsibilities, collaborating across functions to provide the TA perspective. This role will own key projects such as ...

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How much do core talent jobs pay per hour?

As of Aug 19, 2026, the average hourly pay for core talent in the United States is $39.64, according to ZipRecruiter salary data. Most workers in this role earn between $21.63 and $55.05 per hour, depending on experience, location, and employer.

What is a core talent professional?

Core Talent professionals are individuals who play a critical role in an organization's success by possessing essential skills, expertise, or leadership abilities that are crucial for achieving business objectives. These employees are often considered key contributors and are highly valued due to their specialized knowledge or unique skill sets. Companies typically focus on attracting, developing, and retaining core talent to maintain a competitive edge and drive growth. Core Talent can exist in various departments, such as engineering, sales, or management, depending on the organization's goals and industry.

How does a core talent professional typically collaborate with other departments to achieve organizational goals?

Core Talent professionals often work closely with hiring managers, HR business partners, and department leads to identify and attract top candidates for critical roles. They facilitate communication between stakeholders to ensure hiring processes align with business needs and culture. Collaboration may include participating in workforce planning meetings, sharing market insights, and streamlining interview and onboarding procedures. This cross-functional approach helps build a strong talent pipeline and supports the organization's strategic objectives.

What are the key skills and qualifications needed to thrive as a core talent professional, and why are they important?

To thrive as a Core Talent professional, you typically need strong skills in talent acquisition, workforce planning, and human resources management, often backed by a degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HRIS software, and relevant certifications like SHRM or PHR is highly valuable. Exceptional interpersonal skills, adaptability, and the ability to build relationships set outstanding Core Talent professionals apart. These competencies are crucial for attracting, retaining, and developing top talent, which drives organizational success.

What is the difference between Core Talent vs Technical Recruiter?

AspectCore TalentTechnical Recruiter
Required CredentialsTypically a bachelor's degree in HR, Business, or related fieldsOften a bachelor's degree, with additional certifications in recruiting or HR
Work EnvironmentHR departments, talent acquisition teams, corporate officesRecruitment agencies, corporate HR, tech companies
Employer & Industry UsageUsed across various industries for broad talent managementPrimarily in tech, IT, and specialized industries for technical roles
Common Search & Comparison IntentUnderstanding general talent acquisition rolesFocusing on technical hiring processes and skills

Core Talent professionals handle a wide range of talent acquisition tasks across industries, focusing on overall workforce planning. Technical Recruiters specialize in sourcing and hiring candidates for technical and IT roles, often requiring specific technical knowledge. While both roles involve recruiting, Core Talent roles are broader, whereas Technical Recruiters focus on specialized technical skills and roles.

More about Core Talent jobs

What states have the most Core Talent jobs?

States with the most job openings for Core Talent jobs include:

What job categories do people searching Core Talent jobs look for?

The top searched job categories for Core Talent jobs are:

Core Talent jobs near you
Infographic showing various Core Talent job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $82,444 per year, or $39.6 per hour.

Manager - Talent Management

American Eagle Outfitters, Inc.

Pittsburgh, PA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 9 days ago

American Eagle Outfitters rating

5.6

Company rating: 5.6 out of 10

Based on 622 frontline employees who took The Breakroom Quiz

68th of 104 rated fashion retailers

Job description

POSITION TITLE:     Manager - Talent Management
REPORTS TO:     Director - Talent Management
DIRECT REPORTS:    Talent Management Support Team

POSITION SUMMARY:

The Manager of Talent Management is responsible for the design, execution, and on-going management of the core talent tools and processes that support the associate lifecycle. This role is accountable for the "how"- translating organizational objectives into functional programs, toolkits, and daily operations that enable associate growth. The Manager of Talent Management will own the end-to-end delivery and maintenance of these initiatives, ensuring they are practical, scalable, and effective across the organization. Reporting to the Director of Talent Management, this role is dedicated to the hands-on management of talent programs, from initial design through to daily administration.
RESPONSIBILITIES:

Associate Experience & Onboarding

  • Develop and manage the end-to-end lifecycle of corporate recognition programs-from informal peer-to-peer initiatives and milestone celebrations to performance-based awards-partnering with Corporate Communications to ensure impactful internal visibility and engagement.
  • Design, manage, and continuously evolve the corporate orientation and onboarding roadmap, developing inclusive programming that ensures every new hire feels culturally welcomed, operationally aligned, and fully equipped to contribute from day one.

Performance Management & Goal Setting

  • Orchestrate the end-to-end execution of the performance management cycle for corporate groups-covering annual goal setting, mid-year check-ins, and year-end reviews-to ensure timely completion and consistent process adherence.
  • Develop and maintain practical manager toolkits and performance resources that empower leaders to drive accountability and facilitate meaningful, continuous feedback conversations throughout the year.
  • Standardize and promote the use of Individual Development Plans (IDPs) as actionable tools, empowering associates to proactively take ownership of their career growth and skill acquisition.

Talent Planning

  • Evolve and administer the corporate succession planning framework, managing the end-to-end logistics for talent reviews across corporate and field divisions to identify bench strength and mitigate organizational risk.
  • Facilitate rigorous, cross-functional talent calibration sessions, guiding leaders through the assessment process to ensure objective, data-backed evaluations of performance and potential.
  • Execute follow-up action plans post-calibration by partnering with HR Business Partners to track high-potential (HiPo) development planning and ensure consistent progress on succession commitments.

Culture

  • Manage the end-to-end lifecycle of the corporate engagement and pulse survey strategy-from survey administration and data synthesis to the development of actionable reports that pinpoint cultural trends for leadership.
  • Collaborate with HR business partners and business unit leaders to turn survey insights into meaningful culture and retention strategies.
  • Monitor and report on key culture and retention metrics to identify emerging opportunities, proactively adjusting our engagement approach to support real-time associate needs.

Strategy & Project Management

  • Manage a comprehensive workload calendar, ensuring all talent initiatives are planned, sequenced, and rolled out on schedule across the organization.
  • Analyze data, metrics, and associate feedback to measure program impact, proving the value of talent initiatives and identifying opportunities for continuous improvement.
  • Partner cross-functionally (with HRBPs, legal, and leadership) to translate complex processes into simple, scalable toolkits that drive adoption and consistency across the organization.

QUALIFICATIONS:

Education & Experience

  • Education: Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field preferred.
  • Experience: 5+ years of progressive HR experience, with at least 3 years specifically dedicated to managing corporate talent programs (performance management, succession planning, or engagement).
  • Industry Context: Previous experience within retail, consumer-facing, or fast-paced, high-volume environments is highly preferred.

Core Competencies

  • Operational Project Management: Proven track record of managing competing priorities, maintaining detailed project calendars, and ensuring the timely, end-to-end execution of cyclical HR processes.
  • Data Fluency & Synthesis: Ability to analyze raw talent data (survey results, performance metrics, participation rates) and synthesize it into actionable reports that drive decision-making and leadership action.
  • Facilitation & Influence: Demonstrated ability to lead complex group discussions-such as talent calibration or change management workshops-with the confidence to guide leaders through challenging assessments.
  • Process Optimization: A "continuous improvement" mindset, with the ability to identify bottlenecks in current tools or workflows and the initiative to implement practical, scalable solutions.
  • Stakeholder Partnership: Experience consulting with HR Business Partners and functional leaders to translate organizational needs into functional toolkits and training resources.
  • Tech-Savviness: Advanced proficiency in Google Workspace and experience with HRIS or talent management platforms (e.g., survey tools, performance management systems).

PAY/BENEFITS INFORMATION

  • Actual starting pay is determined by various factors, including but not limited to relevant experience and location.
  • Subject to eligibility requirements, associates may receive health care benefits (including medical, vision, and dental); wellness benefits; 401(k) retirement benefits; life and disability insurance; employee stock purchase program; paid time off; paid sick leave; and parental leave and benefits.
  • Paid Time Off, paid sick leave, and holiday pay vary by job level and type, job location, employment classification (part-time or full-time / exempt or non-exempt), and years of service. For additional information, please click HERE.
  • AEO may also provide discretionary bonuses and other incentives at its discretion.
Get to Know AEO
American Eagle Outfitters, Inc. (NYSE: AEO) is a leading global specialty retailer with a portfolio of beloved apparel brands including American Eagle, Aerie, OFFL/NE by Aerie, Todd Snyder and Unsubscribed. 
Rooted in optimism, inclusivity and authenticity, AEO's brands empower every customer to celebrate their unique personal style by offering casual, comfortable, timeless outfitting and high-quality products that are made to last. In addition to a robust e-commerce business, we operate stores in the United States, Canada and Mexico, with merchandise available in more than 30 countries through a global network of license partners. 
At AEO, we believe in the power of our people and our brands. Our Better Together culture creates a mutual desire to succeed-inspiring our community to excel, while driving future growth for the business and associates. Through experience, exposure and education we empower associates to build their unique career journey.
Inclusion, Diversity, Equity and Access at AEO
We remain committed to building an inclusive culture that is welcoming and fosters a sense of belonging for everyone. Please see more about our initiatives here.
AEO is an Equal Opportunity Employer and is committed to complying with all federal, state and local equal employment opportunity ("EEO") laws. AEO prohibits discrimination against associates and applicants for employment because of the individual's race or color, religion or creed, alienage or citizenship status, sex (including pregnancy), national origin, age, sexual orientation, disability, gender identity or expression, marital or partnership status, domestic violence or stalking victim status, genetic information or predisposing genetic characteristics, military or veteran status, or any other characteristic protected by law. This applies to all AEO activities, including, but not limited to, recruitment, hiring, compensation, assignment, training, promotion, performance evaluation, discipline and discharge. AEO also provides reasonable accommodation of religion and disability in accordance with applicable law.
Applications will be accepted until the Apply Before date (if applicable), but may be extended based on applicant volume.

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