ZipRecruiter

Log In

1

Employee Development Jobs in California (NOW HIRING)

Samsung SDS

Software development engineer in test

San Jose, CA · On-site

$58.50 - $75.50/hr

Employee development is a key component of the continuing growth of our business. Our employee development programs help to create a workforce that is well-rounded. We are seeking SDET who can lead ...

DR Horton

Director of Land Development

Fresno, CA · On-site

$83K - $115K/yr

Provide leadership to the Land Development team including overall people management, talent identification, recruiting, and employee development * Monitor budgets on each phase of development, and ...

D.R. Horton, Inc

Director of Land Development

Fresno, CA · On-site

$83K - $115K/yr

Provide leadership to the Land Development team including overall people management, talent identification, recruiting, and employee development * Monitor budgets on each phase of development, and ...

Caltech

Employee Relations Consultant

Pasadena, CA · On-site

Reporting to the Director of Employee and Organizational Development, you will serve as a trusted advisor to employees and managers regarding work and organization-related issues. In this role, you ...

next page

Showing results 1-20

All JobsEmployee Development JobsEmployee Development Jobs in California

Employee Development information

See California salary details

$10.9K

$73.6K

$148.5K

How much do employee development jobs pay per year?

As of Jun 13, 2026, the average yearly pay for employee development in California is $73,642.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,900.00 and $90,300.00 per year, depending on experience, location, and employer.

What is an Employee Development job?

An Employee Development job focuses on enhancing employees' skills, knowledge, and career growth within an organization. Professionals in this role design and implement training programs, leadership development initiatives, and performance improvement strategies. They assess workforce needs, create learning opportunities, and support career progression. The goal is to increase employee engagement, productivity, and retention while aligning with organizational objectives.

What are some common career advancement opportunities for professionals in Employee Development?

Professionals in Employee Development often have clear pathways to advancement, such as progressing to senior roles like Employee Development Manager, Director of Learning and Development, or HR Business Partner. With experience, you may also specialize in areas like leadership training, change management, or organizational effectiveness. Many organizations value employee development professionals for their ability to enhance workforce skills and engagement, making them strong candidates for broader HR leadership positions. Continuous professional development and involvement in high-impact projects can further accelerate your career growth in this field.

What are the key skills and qualifications needed to thrive in the Employee Development position, and why are they important?

To thrive in Employee Development, you need a strong understanding of adult learning principles, curriculum design, and organizational development, often supported by a degree in HR, education, or related fields. Proficiency with learning management systems (LMS), e-learning authoring tools, and certifications such as CPLP or SHRM-CP are highly valuable. Outstanding interpersonal skills, active listening, and adaptability help you navigate diverse employee needs and facilitate meaningful growth. These competencies ensure that you can create effective development programs, drive employee engagement, and support organizational objectives.

What are the most commonly searched types of Employee Development jobs in California? The most popular types of Employee Development jobs in California are:
What are popular job titles related to Employee Development jobs in California? For Employee Development jobs in California, the most frequently searched job titles are:
What job categories do people searching Employee Development jobs in California look for? The top searched job categories for Employee Development jobs in California are:
What cities in California are hiring for Employee Development jobs? Cities in California with the most Employee Development job openings:
Employee Development jobs near you
Infographic showing various Employee Development job openings in California as of June 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $73,642 per year, or $35.4 per hour.
Talent & Development Manager

Talent & Development Manager

Crinetics Pharmaceuticals

San Diego, CA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 23 days ago

Job description

Position Summary:
The Talent & Development Manager leads key talent programs and initiatives that support employee development, organizational capability, and a high-performing, inclusive culture. This role develops, facilitates and manages core programs and processes including onboarding, performance management, leadership development, talent reviews, learning systems, and engagement programs. In addition, this role supports culture and engagement work. This role is hybrid with an expectation to be onsite 3 days out of the week.
Essential Job Functions and Responsibilities:
These may include but are not limited to:
Talent & Performance Management
  • Lead the design, execution, governance, and continuous improvement of performance management programs, including enterprise goal-setting, mid-year checkpoints, and year-end reviews, ensuring alignment to business priorities and consistency across departments.
  • Serve as a thought partner to HRBPs and people leaders to embed effective performance practices, including differentiated performance expectations, calibration readiness, and quality of manager execution.
  • Partner cross-functionally to support talent planning, succession discussions, leadership development, and capability building, translating organizational needs into actionable talent programs.
  • Own the end-to-end new hire experience, from program design through delivery, ensuring a consistent, scalable, and high-impact onboarding experience that accelerates productivity and engagement.
  • Monitor program effectiveness through qualitative and quantitative insights, identifying risks, gaps, and opportunities to strengthen the overall employee experience.

Learning & Development
  • Lead the design, development, and delivery of learning solutions, including leadership development programs, manager capability workshops, compliance training, and scalable eLearning experiences.
  • Apply sound instructional design and adult learning principles to create high-quality, engaging, and outcome-driven learning content aligned to business and talent priorities.
  • Partner with HRBPs, Subject Matter Experts, and functional leaders to identify skill gaps and translate them into targeted learning strategies and development pathways.
  • Oversee LMS administration and governance, including curriculum architecture, content lifecycle management, reporting, and learner experience optimization.
  • Evaluate learning effectiveness and ROI through data, feedback, and outcomes, continuously iterating programs to improve impact and scalability.

Talent Systems, Processes & Reporting
  • Manage and optimize talent-related systems and tools (HRIS, LMS, performance management platforms), ensuring system integrity, user adoption, and alignment with talent processes.
  • Partner with HR Operations, IT, and vendors to enhance system workflows, implement enhancements, and resolve issues, balancing technical feasibility with user experience.
  • Develop and deliver dashboards, analyses, and executive-level insights to inform talent decisions and enable data-driven conversations with senior leaders.
  • Identify opportunities to streamline, automate, and standardize talent processes, improving efficiency, accuracy, and scalability as the organization grows.

Culture & Engagement
  • Partner with People & Culture, and business leaders to support and operationalize culture and engagement initiatives, ensuring alignment between values, behaviors, and talent practices.
  • Translate engagement data, feedback, and insights into targeted actions that strengthen manager effectiveness, employee experience, and organizational health.
  • Act as a steward of enterprise talent practices, reinforcing consistency, fairness, and inclusion across programs and employee experiences.

Other Responsibilities
  • Establish clear priorities, role clarity, and operating rhythms to ensure high-quality delivery across multiple talent programs.
  • Partner cross-functionally with HRBPs, Total Rewards, HR Operations, Legal, and Finance to deliver integrated talent solutions.
  • Lead or contribute to special projects and enterprise initiatives as the organization evolves, exercising sound judgment, change management, and stakeholder influence.
  • Other duties as assigned

Education and Experience:
Required:
  • 8 years in Talent Management, Learning & Development, or related HR functions; biotech or life sciences preferred.
  • Bachelor's degree in HR, Organizational Psychology, Business, or related discipline.
  • Experience leading talent processes (performance cycles, development programs, talent reviews).
  • Strong instructional design and facilitation capabilities.
  • Proficiency with HR systems (Workday, LMS systems, etc.), AI, Articulate360, and analytics tools.
  • Exceptional project leadership, communication skills, and stakeholder engagement.

Preferred:
  • Master's degree in Organizational Development, Organizational Psychology, HR, Adult Learning, or Business; relevant HR or L&D certification (e.g., SHRM-CP/SHRM-SCP, SPHR) preferred.
  • Experience leading enterprise or multi-function talent, performance, or learning programs in a scaling, matrixed organization.
  • Prior experience in biotech, life sciences, or regulated environments.
  • Demonstrated ability to partner with Director- and VP-level leaders on performance management, talent reviews, or capability building.
  • Advanced experience with Workday Talent, LMS platforms, people analytics, and executive-level reporting.

Physical Demands and Work Environment:
Physical Activities: On a continuous basis, sit at desk for a long period of time; intermittently answer telephone and write or use a keyboard to communicate through written means. Some walking and lifting up to 25 lbs. may be required. The noise level in the work environment is typically low to moderate. The physical demands described above are representative of those that must be met by an employee to successfully perform the essential functions and responsibilities of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions and responsibilities.
Laboratory Activities (if applicable): Biology and chemical laboratory environment experience needed. Environmental health and safety requirements also apply.
Travel:
You may be required to travel for up to 5% of your time.
Equal Opportunity Employer:
Crinetics is proud to be an Equal Opportunity Employer. We provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of sex, sexual orientation, gender (including gender identity and/or expression), pregnancy, race, color, creed, national or ethnic origin, citizenship status, religion or similar philosophical beliefs, disability, marital and civil union status, age, genetic information, veteran status or any personal attribute or characteristic that is protected by applicable local, state or federal laws.
Salary Range
The salary range for this position is: $112,000 - $140,000.
In addition to your base pay, our total rewards program consists of a discretionary annual target bonus, stock options, ESPP, and 401k match. We also provide top-notch health insurance plans for employees (and their families) to include medical, dental, vision and basic life insurance, 20 days of PTO, 10 paid holidays, and a winter company shutdown.

Apply