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Enterprise Development Jobs (NOW HIRING)

Utulsa

Director of Tribal Enterprise

Tulsa, OK · On-site

The Director of Tribal Enterprise will be working directly with Tribal governments and Tribal organizations providing consultation, support, compliance, and capacity development on matters of Tribal ...

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How much do enterprise development jobs pay per year?

As of Jul 20, 2026, the average yearly pay for enterprise development in the United States is $106,880.00, according to ZipRecruiter salary data. Most workers in this role earn between $101,000.00 and $115,500.00 per year, depending on experience, location, and employer.

What types of cross-department collaboration can I expect in an Enterprise Development role?

In an Enterprise Development role, collaboration with various departments is essential to drive organizational growth and innovation. You will frequently work with sales, marketing, product development, and finance teams to identify new business opportunities, align strategies, and ensure seamless project execution. Effective communication and a collaborative mindset are crucial, as you'll often participate in cross-functional meetings, joint planning sessions, and market analysis initiatives. This teamwork not only enhances your understanding of the business but also provides valuable networking and learning opportunities.

Is being a BDM a stressful job?

Business Development Managers (BDMs) often face stress due to targets, client negotiations, and managing multiple accounts. The role requires strong communication, time management, and resilience, especially in competitive markets. However, workload and stress levels can vary based on company size, industry, and individual skills.

What jobs make $1,000,000 a year?

In enterprise development, high-level executive roles such as Chief Executive Officer (CEO), Chief Operating Officer (COO), and Chief Technology Officer (CTO) can earn over $1 million annually, especially in large corporations or successful startups. These positions typically require extensive experience, leadership skills, and often involve performance-based bonuses, stock options, or profit sharing. Other highly compensated roles may include senior partners in consulting firms or investment banking, but these are less directly related to enterprise development itself.

What is the difference between Enterprise Development vs Business Development?

AspectEnterprise DevelopmentBusiness Development
Primary FocusStrategic growth, partnerships, and market expansion for large organizationsIdentifying new business opportunities and client acquisition
Work EnvironmentCorporate, often in large enterprises or multinational companiesStartups, small to medium-sized businesses, or sales teams
Required CredentialsBusiness degree, experience in strategic planning, and industry knowledgeSales or marketing background, strong communication skills
Common UsageUsed in corporate growth strategies and partnership developmentUsed in sales, client relations, and market expansion efforts

While both roles focus on growth, Enterprise Development emphasizes strategic partnerships and long-term expansion within large organizations, whereas Business Development centers on acquiring new clients and increasing sales. Understanding these differences helps organizations align roles with their growth objectives.

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

To thrive in Enterprise Development, you need strong business acumen, strategic planning abilities, and a background in business administration or a related field. Familiarity with CRM systems, market analysis tools, and project management software is commonly required, and certifications like PMP or Six Sigma can be beneficial. Exceptional communication, negotiation, and relationship-building skills help professionals excel in identifying opportunities and driving organizational growth. These skills are vital for successfully expanding business operations, cultivating partnerships, and achieving long-term enterprise goals.

What jobs pay 4000 a week without a degree?

In enterprise development, high-paying roles such as sales managers, business consultants, or project managers can earn around $4,000 weekly through commissions, bonuses, or profit sharing, often requiring strong communication, leadership skills, and industry experience rather than a formal degree. These roles typically involve client interaction, strategic planning, and team coordination, with some positions offering performance-based compensation that can reach or exceed this level.

What is enterprise development?

Enterprise development involves creating and expanding business opportunities within large organizations or across industries, often focusing on strategic growth, innovation, and market expansion. Professionals in this field may work on project management, stakeholder engagement, and utilize tools like business analysis and market research to support organizational goals.
More about Enterprise Development jobs
What cities are hiring for Enterprise Development jobs? Cities with the most Enterprise Development job openings:
What states have the most Enterprise Development jobs? States with the most job openings for Enterprise Development jobs include:
What job categories do people searching Enterprise Development jobs look for? The top searched job categories for Enterprise Development jobs are:
Enterprise Development jobs near you
Infographic showing various Enterprise Development job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $106,880 per year, or $51.4 per hour.
Manager, Talent Development and Leadership

Manager, Talent Development and Leadership

Celanese Corporation

Irving, TX • On-site

Full-time

Re-posted 19 days ago

Celanese rating

7.6

Company rating: 7.6 out of 10

Based on 24 frontline employees who took The Breakroom Quiz

48th of 92 rated chemical manufacturers

Job description

Celanese is seeking an experienced Talent Development professional to lead the strategy and execution of enterprise development solutions that empower our employees and leaders to perform and grow. This role will design and deliver on end-to-end talent development strategy, including career pathways, behavioral expectations, competencies, and self-service tools and resources, enabling employees to navigate careers, build capabilities, and access meaningful development opportunities with clarity and confidence.
Positioned within the Talent and Organizational Effectiveness Center of Excellence, this Manager will translate enterprise strategy into intuitive, scalable development experiences and programs for a diverse, complex, global workforce.
Enterprise Development Strategy
  • Define and lead an integrated employee development strategy that prioritizes employee enablement, transparency, and self-directed growth, aligned with business priorities.
  • Establish a clear development philosophy that balances employee ownership with manager and organizational accountability. Act as a visible advocate by socializing and building alignment, understanding and buy-in across leaders, HRBPs, and employees.
  • Equip employees, leaders and HR Business Partners with tools and resources to support high-quality career and development experiences.
  • Create development solutions and content that meets the needs of a global workforce with a significant focus in manufacturing, including frontline, technical, commercial, and corporate populations. Ensure global consistency while enabling local relevance and ease of use across regions and cultures.

Development Planning & Enablement
  • Establish enterprise standards and guidance for development planning that promote consistency while allowing individual choice and flexibility.
  • Lead the design and continuous improvement of employee- and manager-facing self-service development tools, resources, and guidance, including rollout planning.
  • Ensure employees can easily:
    • Explore career paths and leadership and behavioral expectations.
    • Understand and assess critical capabilities.
    • Create and activate development plans.
  • Plan and execute campaigns that drive awareness, adoption, and sustained use of development tools and resources. Use feedback, data, and usage insights to refine tools and maximize value.

Leadership & Capability Frameworks
  • Design and maintain leadership, behavioral, and capability frameworks that clearly define "what good looks like" across roles and levels.
  • Translate frameworks into practical, consumable resources that employees and managers can readily apply in developmental conversations and planning.
  • Ensure alignment of development initiatives with talent processes such as performance management, succession planning, talent reviews, and learning offerings.

Program Development and Integration
  • Design and oversee development programs that complement self-service resources and support key career stages, leadership levels, and critical talent groups.
  • Ensure programs and resources work together as part of a cohesive development ecosystem, rather than stand-alone offerings.
  • Lead program launches, positioning, and ongoing messaging to ensure programs are clearly understood, differentiated, and well-adopted, measuring effectiveness through adoption, behavioral change, and business impact.

Required Qualifications
  • Bachelor's degree required; advanced degree in HR, Organizational Development, or related field preferred.
  • 8+ years of experience in talent development, talent management, or organizational effectiveness.
  • Proven experience within a centralized Talent or HR Center of Excellence supporting a global workforce, ideally in a manufacturing, industrial, or operational environment.
  • Demonstrated success designing, building and implementing scalable tools, frameworks, and platforms for broad employee populations, including consulting and working directly with HR Business Partners and leaders to translate complex business needs into practical, employee-facing solutions. Facilitation experience a plus.
  • Familiarity with career architecture, competency modeling, and digital talent platforms.

Skills & Capabilities
  • Strong change management skills.
  • Data-driven approach to evaluating impact and improving user experience.
  • High-level content creation skills, both in a communication and training context.
  • Understanding of instructional design and adult learning strategies.
  • Ability to present information effectively to audiences of varying levels.
  • Able to manage multiple initiatives in a fast-paced environment.

Key Success Attributes
  • Systems thinker with a strong focus on usability and scale.
  • Employee-centric and experience-driven development mindset.
  • Strategic yet pragmatic; comfortable both directing and doing the work.
  • Comfortable operating in complexity and ambiguity.

What Celanese employees say

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About Celanese

Sourced by ZipRecruiter

We produce products that make our lives a little easier, by helping customers to bring their inspired ideas and innovations to life. From the global production network of our Acetyl Chain, we provide materials that are critical to the global chemicals and paints and coatings industries. From our broad portfolio of Materials Solutions, we advance automotive and consumer electronic designs and enable life-improving medical, food and beverage products – we offer solutions to our customers to help them succeed.

Industry

Chemical manufacturing

Company size

5,001 - 10,000 Employees

Headquarters location

Irving, TX, US

Year founded

1912

Social media

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