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Remote Talent Development Jobs (NOW HIRING)

AHEAD

Director, Talent Development

Charleston, WV · Remote

Director, Talent Development We are seeking a Director, Talent Development to lead the strategy, design, and scale of learning and talent development programs across AHEAD. Reporting into the VP, ...

AHEAD

Director, Talent Development

Director, Talent Development We are seeking a Director, Talent Development to lead the strategy, design, and scale of learning and talent development programs across AHEAD. Reporting into the VP, ...

Republic Finance

Talent Development Manager

Plano, TX · On-site +1

We are seeking a Talent Development Manager to work closely with all organizational business partners to plan, build, implement, and manage training programs for all employee levels. Programs must ...

CG Oncology, Inc.

Manager, Talent Development

$123K - $145K/yr

Remote Essential Functions * Talent Development Program Execution * * Execute and support organizational and talent development initiatives, ensuring programs are delivered consistently, on time, and ...

LHH US

Talent Acquisition Partner

Indianapolis, IN · Remote

$30 - $45/hr

Remote Talent Acquisition Partner - Healthcare (Contract) LHH is currently recruiting for a Remote Talent Acquisition Partner to support high-volume healthcare recruiting for a hospital / health ...

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How much do remote talent development jobs pay per year?

As of May 30, 2026, the average yearly pay for remote talent development in the United States is $96,650.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,500.00 and $108,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Remote Talent Development professional, and why are they important?

To excel in Remote Talent Development, you typically need expertise in training design, facilitation, and organizational development, often backed by a degree in human resources or a related field. Familiarity with learning management systems (LMS), virtual collaboration tools, and certifications like CPLP or SHRM-CP is highly valued. Strong communication, adaptability, and emotional intelligence are crucial for engaging remote employees and fostering a positive learning culture. These skills ensure effective talent growth, employee engagement, and alignment with organizational goals in a distributed work environment.

What are some common challenges faced by professionals in remote talent development roles, and how can they effectively overcome them?

Professionals in remote talent development often face challenges such as maintaining engagement in virtual training sessions, building rapport with distributed teams, and ensuring consistent communication across time zones. To overcome these hurdles, it’s essential to leverage interactive digital tools, design collaborative learning experiences, and establish clear communication channels. Regular feedback, adapting content for remote delivery, and fostering a culture of continuous learning can also help remote talent development specialists drive successful outcomes and support employee growth.

What is remote talent development?

Remote talent development refers to the strategies, processes, and programs organizations use to nurture, train, and advance their employees who work outside a traditional office setting. This includes virtual training sessions, online learning platforms, mentorship, coaching, and performance management, all tailored for remote teams. The goal is to ensure remote employees have equitable opportunities for growth, skill development, and career advancement, despite not being physically present in the workplace.

What is the difference between Remote Talent Development vs Remote Learning Specialist?

AspectRemote Talent DevelopmentRemote Learning Specialist
CredentialsTypically requires HR, training, or organizational development certificationsOften requires instructional design, education, or e-learning certifications
Work EnvironmentFocuses on employee growth, coaching, and organizational skillsFocuses on designing and delivering online training programs
Industry UsageUsed across HR, corporate training, and talent management sectorsCommon in education, corporate training, and e-learning companies
Search & Comparison IntentPeople compare roles related to employee development and HR trainingPeople compare roles related to online education and instructional design

Remote Talent Development primarily focuses on enhancing employee skills and organizational growth through coaching and development programs. In contrast, Remote Learning Specialists design and deliver online training content. While both roles involve training, Talent Development emphasizes organizational impact, whereas Learning Specialists concentrate on instructional design and e-learning delivery.

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What are the most commonly searched types of Talent Development jobs? The most popular types of Talent Development jobs are:
What states have the most Remote Talent Development jobs? States with the most job openings for Remote Talent Development jobs include:
What job categories do people searching Remote Talent Development jobs look for? The top searched job categories for Remote Talent Development jobs are:
Remote Talent Development jobs near you
Director, Talent Development

Director, Talent Development

AHEAD

Charleston, WV • Remote

Full-time

Posted 19 days ago

Job description

AHEAD builds platforms for digital business. By weaving together advances in cloud infrastructure, automation and analytics, and software delivery, we help enterprises deliver on the promise of digital transformation.
 
At AHEAD, we prioritize creating a culture of belonging, where all perspectives and voices are represented, valued, respected, and heard. We create spaces to empower everyone to speak up, make change, and drive the culture at AHEAD. 
 
We are an equal opportunity employer, and do not discriminate based on an individual's race, national origin, color, gender, gender identity, gender expression, sexual orientation, religion, age, disability, marital status, or any other protected characteristic under applicable law, whether actual or perceived. 
 
We embrace all candidates that will contribute to the diversification and enrichment of ideas and perspectives at AHEAD. 

Director, Talent Development 
 
We are seeking a Director, Talent Development to lead the strategy, design, and scale of learning and talent development programs across AHEAD. Reporting into the VP, Talent & Workforce Transformation, this role serves as the enterprise lead for Talent Development, setting the vision, building scalable infrastructure, and driving program excellence aligned to AHEAD's IMPACT 2027 priorities. The ideal candidate brings deep learning expertise, a client-centric mindset, and the executive presence to influence senior leaders, navigate tough conversations, and earn a seat at the table. A forward-thinking leader who leverages AI and emerging technologies to modernize delivery and unlock new ways of working, this person elevates a high-performing team to drive measurable capability and growth across a diverse, hybrid workforce. 
Talent Development Strategy & Leadership
  • Set the Vision: Lead the enterprise-wide Talent Development strategy aligned to AHEAD's IMPACT 2027 priorities, driving business capability, workforce readiness, and employee growth.
  • Lead the Team: Coach and develop a high-performing team of Talent Development Partners, Learning Experience Designers, and a Learning Technology & Systems Partner, with matrixed management of India-based Talent Development employees.
  • Build Scalable Infrastructure: Evolve AHEAD's Talent Development ecosystem, including LMS governance, vendor partnerships, digital learning platforms, and content strategy, to support a growing, high-performance organization.
  • Harness AI to Drive Efficiency and Innovation: Leverage AI tools and emerging technologies to streamline Talent Development operations, modernize learning delivery, and identify new ways of working that scale impact without scaling cost.
  • Drive Program Excellence: Establish a consistent, repeatable approach to program design, implementation, and evaluation that meets the needs of a diverse, hybrid workforce and delivers measurable business impact.
Stakeholder Management
  • Show Up with Executive Presence: Engage senior leaders across the enterprise as a credible, strategic partner, earning a seat at the table and translating learning priorities into business outcomes.
  • Have the Hard Conversations: Navigate ambiguity and competing priorities with confidence and candor, challenging assumptions, managing scope, and delivering feedback while maintaining trust.
  • Turn Requirements into Results: Intake business requirements from diverse stakeholders, quickly synthesizing competing priorities, context, and constraints into cohesive, high-quality learning solutions that integrate seamlessly across the organization.
  • Lead with a Yes-First Mindset: Approach stakeholder needs with a bias toward solutions, bringing a client-centric lens that finds the right path forward without compromising program integrity.
  • Build Strategic Relationships: Cultivate high-trust partnerships across ACS leadership, People Business Partners, and functional leaders, positioning Talent Development as an embedded business priority.
  • Act as a Trusted Advisor: Anticipate needs, surface insights, and proactively bring recommendations that connect development investments to measurable capability and performance outcomes.
You'll thrive at AHEAD if you:
  • Are a self-starter.
  • Have a strong sense of collaboration and teamwork.
  • Are comfortable with innovation and iteration in a fast-paced environment.
  • Are conscientious about the quality and rigor of your deliverables.
Skills / Abilities
  • 10+ years of progressive experience in Learning & Development, Talent Development, or Organizational Development; experience in consulting or professional services environments strongly preferred
  • Demonstrated executive presence with the ability to engage, influence, and build credibility with ELT, SLT, and senior business leaders; comfortable navigating ambiguity and having direct, courageous conversations
  • Deep expertise in adult learning, instructional design, learning operations, and program design, implementation, and evaluation across a diverse, hybrid workforce
  • Proven track record managing and developing high-performing teams; experience leading through others and building scalable, high-impact Talent Development functions
  • Strong business acumen and a client-centric orientation, approaches stakeholder needs with a bias toward solutions and connects learning investments to measurable business outcomes
  • Experience designing and scaling leadership development, high-potential programs, and enterprise-wide learning initiatives
  • Fluency with AI tools and emerging technologies and a demonstrated ability to apply them to modernize learning delivery, streamline operations, and unlock new ways of working
  • Proficiency with digital learning tools (LMS, Articulate, Rise), vendor management, and change enablement
The compensation range indicated in this posting reflects the On-Target Earnings (“OTE”) for this role, which includes a base salary and any applicable target bonus amount. This OTE range may vary based on the candidate’s relevant experience, qualifications, and geographic location.  
 
Why AHEAD:
 
Through our daily work and internal groups like Moving Women AHEAD and RISE AHEAD, we value and benefit from diversity of people, ideas, experience, and everything in between.
 
We fuel growth by stacking our office with top-notch technologies in a multi-million-dollar lab, by encouraging cross department training and development, sponsoring certifications and credentials for continued learning.
 
USA Employment Benefits include: 
- Medical, Dental, and Vision Insurance 
- 401(k) 
- Paid company holidays 
- Paid time off 
- Paid parental and caregiver leave 
- Plus more! See benefits https://www.aheadbenefits.com/ for additional details. 
 
Use of AI:
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, assessing responses, or to capture recordings and create transcriptions or summaries during interviews. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans.
 
If you would like more information about how your data is processed, please refer to the Candidate Privacy Notice or contact us at privacy@ahead.com. 
 
You may opt-out of the review or analysis of your application and resume by AI tools by using the General Application. Please include the role you wish to apply for in the Additional Information field. You may also choose to opt-out of recording and transcription at any time, including after joining an interview.  Candidates will not be penalized for choosing to opt-out.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.