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Creative Development Manager Jobs in Tennessee (NOW HIRING)

Cook Systems

Creative Director

Memphis, TN · On-site

Creative Strategy & Campaign Development: Translate business objectives and audience insights and ... manage healthcare and dependent-care expenses your way. * Extra Protection When You Need It: Our ...

Tractor Supply Company

Director, Creative

Brentwood, TN · On-site

Partner in managing creative resources, agency relationships, budgets, tools, and processes that ... development, and measurable business impact. * Strong project leadership skills with the ability to ...

Tractor Supply Company

Director, Creative

Brentwood, TN · On-site

Partner in managing creative resources, agency relationships, budgets, tools, and processes that ... development, and measurable business impact. * Strong project leadership skills with the ability to ...

Liquid Agency

Creative Director

Nashville, TN · On-site

You'll partner closely with Strategy, Client Services, and Program Management, to shape briefs ... development across brand, digital, and campaign work You will present and sell ideas with ...

Tombras

Creative Director

Knoxville, TN · On-site

Though not posting content or managing brand DMs themselves, the Creative Social team works closely ... Leading and directing cross-disciplinary development and execution of short-term (project specific ...

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Showing results 21-40

All JobsCreative Development JobsCreative Development Manager JobsCreative Development Manager Jobs in Tennessee

Creative Development Manager information

See Tennessee salary details

$30K

$70.3K

$120.7K

How much do creative development manager jobs pay per year?

As of Aug 12, 2026, the average yearly pay for creative development manager in Tennessee is $70,284.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,100.00 and $82,100.00 per year, depending on experience, location, and employer.

How does a creative development manager balance creative vision with project deadlines and client expectations?

A Creative Development Manager often serves as a bridge between creative teams, clients, and stakeholders. Balancing creative vision with deadlines and expectations requires strong project management skills, clear communication, and the ability to set realistic milestones. Regular check-ins with both the creative team and clients help ensure alignment and address any challenges early. By fostering a collaborative environment and prioritizing tasks, the manager can support innovative ideas while still delivering projects on time and within scope.

What is the difference between Creative Development Manager vs Creative Producer?

AspectCreative Development ManagerCreative Producer
Primary FocusOversees the development of creative concepts, manages creative teams, and guides project visionExecutes creative projects, manages production schedules, and coordinates resources
Required SkillsCreative leadership, project management, industry knowledgeProduction management, budgeting, communication skills
Work EnvironmentOffice-based, collaborative with creative teamsOn-site or remote, involved in production phases
Common Industry UsageAdvertising, media, entertainmentFilm, television, advertising

The Creative Development Manager focuses on conceptualizing and guiding creative projects from inception, while the Creative Producer handles the execution, production, and delivery. Both roles require strong creative and project management skills but differ in their primary responsibilities and involvement in the project lifecycle.

What are the key skills and qualifications needed to thrive as a creative development manager, and why are they important?

To thrive as a Creative Development Manager, you need expertise in project management, creative direction, and content strategy, often supported by a degree in marketing, communications, or a related field. Familiarity with design software (e.g., Adobe Creative Suite), project management tools (such as Asana or Trello), and digital marketing platforms is typically required. Outstanding communication, leadership, and collaboration skills help you guide creative teams and foster innovation. These abilities are vital to delivering effective campaigns, driving team performance, and meeting organizational goals in a dynamic creative environment.
What are the most commonly searched types of Creative Development jobs in Tennessee? The most popular types of Creative Development jobs in Tennessee are:
What cities in Tennessee are hiring for Creative Development Manager jobs? Cities in Tennessee with the most Creative Development Manager job openings:
Creative Development Manager jobs near you
Infographic showing various Creative Development Manager job openings in Tennessee as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, and 4% Contract. Highlights an 90% Physical, 4% Hybrid, and 6% Remote job distribution, with an average salary of $70,284 per year, or $33.8 per hour.

Workforce Development Manager

Cherokee Millwright, Inc.

Maryville, TN • On-site

Full-time

Posted 23 days ago

Cherokee Millwright rating

6.8

Company rating: 6.8 out of 10

Based on 9 frontline employees who took The Breakroom Quiz

179th of 278 rated repair and maintenance companies

Job description

About Us
Our capabilities cover a full suite of millwrighting services, including installing, setting, aligning, and leveling machinery and equipment, as well as dismantling, refurbishing, reassembling, and moving. Additionally, our expertise covers close tolerance and precision alignment, as well as fabrication, concrete construction, and industrial HVAC solutions.
Job Summary
The workforce development manager is responsible for creating and/or leading programs and initiatives that support the strategies to drive recruitment and develop talent inside/outside the organization while retaining current bench strength from within the company.
#cherokee
#LI-JK1
#LI-ONSITE
Essential Duties & Responsibilities
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
  • Partner with project managers to understand long-term labor needs and align recruiting strategies with project schedules, workforce demands, turnover, and company growth objectives.
  • Build and maintain strong pipelines of candidates through partnerships with trade schools, technical colleges, apprenticeship programs, industry associations, high schools, and community organizations and events.
  • Develop and implement creative outreach strategies to attract qualified candidates and retain top talent in a competitive labor market.
  • Partner with General Superintendent to oversee the full-cycle recruitment process for craft, and technical positions within industrial construction and maintenance, which includes screening, interviewing, and skills assessment. This includes workforce needs from staffing agencies.
  • Design and implement training, mentorship, and career pathway programs that support employee growth and long-term retention which includes management of current CREWS program, and onboarding programs for newly promoted employees such as foreman and superintendents.
  • Work with leadership to identify skill gaps and create development plans that strengthen technical knowledge, leadership platforms, and safety competencies.
  • Promotes a culture of continuous learning by introducing innovative training methods, certifications, and workforce upskilling initiatives across the company.
  • Oversee employee performance evaluations in collaboration with supervisors, providing constructive feedback and setting clear expectations for field employees, including annual evaluation process.
  • Develop performance improvement plans, provide coaching, performance feedback and professional development when needed and administer disciplinary actions in accordance with company policies and procedures with HR Director.
  • Recognize and reward high-performing employees to encourage engagement and productivity in collaboration with company leadership and department heads.
  • Collaborate with leadership and safety teams to align workforce development programs with organization's five year plan.
  • Conducts exit interviews and ensure proper communication has been provided to complete system termination.

Qualifications
EDUCATION AND/OR EXPERIENCE:
  1. Bachelor's degree in Human Resources or related field; or 5+ years of Human Resources related experience or industry knowledge related in the construction and maintenance field
  2. HR certification preferred (PHR, SHRM-CP), not required

Reasoning Ability:
Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
Physical Demands
Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this Job, the employee is regularly required to sit. The employee is frequently required to talk or hear. The employee is occasionally required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms and stoop, kneel, or crouch. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, color vision, depth perception and ability to adjust focus.
Work Environment
Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually quiet but could have times of high noise level when on job sites or training.
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.
Benefits
We offer our employees a competitive salary and comprehensive benefits package and are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer/Veterans/Disabled.
Equal Opportunity Employer
As a leading provider of mechanical and electrical construction, facilities services, and energy infrastructure, we offer employees a competitive salary and benefits package and we are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer/Veterans/Disabled
Affirmative Action Policy
Please review our Affirmative Action Policy.
Notice to Prospective Employees
Notice to prospective employees: There have been fraudulent postings and emails regarding job openings. EMCOR Group and its companies list open positions here. Please check our available positions to confirm that a post or email is genuine.
EMCOR Group and its companies do not reach out to individuals to help with marketing or other similar services. If an individual is contacted for services outside of EMCOR's normal application process - it is probably fraudulent.
Geographic Disclosure
Notice to prospective employees; There have been fraudulent postings and emails regarding job openings. EMCOR Group and its companies. Please check our available positions to confirm that a post or email is genuine.
EMCOR Group and its companies do not reach out to individuals to help with marketing or to other similar services. If an individual is contacted for services outside of EMCOR's normal application process - it is probably fraudulent.

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