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Senior Talent Manager Jobs (NOW HIRING)

Clark Schaefer Hackett

Talent Manager

Miamisburg, OH · On-site

Talent Manager Dayton, OH Join a team that values people, purpose, and professional growth. If you ... You'll partner closely with senior leadership and work alongside a highly collaborative HR team ...

Honeywell

Sr Talent Specialist

Charlotte, NC · On-site

As a Senior Talent Specialist, you will play a pivotal role in designing, optimizing, and ... This role blends strategy, operations, and technology , requiring strong project management ...

Honeywell

Sr Talent Specialist

Charlotte, NC · Hybrid

As a Senior Talent Specialist, you will play a pivotal role in designing, optimizing, and ... This role blends strategy, operations, and technology , requiring strong project management ...

Honeywell

Sr Talent Specialist

Charlotte, NC · Hybrid

As a Senior Talent Specialist, you will play a pivotal role in designing, optimizing, and ... This role blends strategy, operations, and technology , requiring strong project management ...

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Senior Talent Manager information

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$28.5K

$97.1K

$182.5K

How much do senior talent manager jobs pay per year?

As of Jul 24, 2026, the average yearly pay for senior talent manager in the United States is $97,101.00, according to ZipRecruiter salary data. Most workers in this role earn between $49,000.00 and $136,500.00 per year, depending on experience, location, and employer.

What is the difference between Senior Talent Manager vs Talent Acquisition Manager?

AspectSenior Talent ManagerTalent Acquisition Manager
ResponsibilitiesOversees talent strategies, manages senior recruitment projects, develops talent pipelinesFocuses on sourcing, recruiting, and hiring candidates for open positions
Required CredentialsExperience in talent management, HR certifications, strategic planning skillsRecruitment experience, HR certifications, strong sourcing skills
Work EnvironmentStrategic HR teams, senior leadership, cross-department collaborationRecruitment teams, HR departments, hiring managers

While both roles involve talent management, the Senior Talent Manager focuses on strategic planning and overseeing talent initiatives, whereas the Talent Acquisition Manager concentrates on recruiting and filling open positions. The Senior Talent Manager typically has broader responsibilities and works closely with leadership to align talent strategies with company goals.

What are the key skills and qualifications needed to thrive as a Senior Talent Manager, and why are they important?

To thrive as a Senior Talent Manager, you need expertise in talent acquisition, workforce planning, and organizational development, typically supported by a bachelor’s or master’s degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and certifications like SHRM-SCP or SPHR are highly beneficial. Strong interpersonal communication, strategic thinking, and leadership skills help build trust and drive talent initiatives across the organization. These competencies are crucial for attracting top talent, fostering employee growth, and aligning people strategies with business objectives.

How much does a talent manager earn?

A talent manager's salary varies based on experience, industry, and location, but typically ranges from $50,000 to $120,000 annually. Senior talent managers often earn higher salaries, especially in entertainment or sports industries, and may receive bonuses or commissions based on client success.

What does a senior talent manager do?

A senior talent manager oversees the recruitment, development, and retention of key employees within an organization. They develop talent strategies, manage hiring processes, and collaborate with leadership to ensure the company has the right skills and personnel to meet its goals, often using tools like applicant tracking systems and data analysis. Strong leadership, communication, and industry knowledge are essential for this role.

What is the 70 30 rule in hiring?

The 70/30 rule in hiring suggests that 70% of the interview process should focus on assessing a candidate's technical skills and qualifications, while 30% should evaluate cultural fit and soft skills. For a Senior Talent Manager, applying this rule helps ensure a balanced evaluation of both competency and alignment with company values.

How does a Senior Talent Manager typically collaborate with other departments to ensure effective talent acquisition and retention?

A Senior Talent Manager frequently works cross-functionally with department heads, HR, and leadership teams to understand workforce needs and align recruitment strategies with organizational goals. This collaboration often involves participating in strategic planning meetings, developing tailored talent pipelines, and providing guidance on employee development initiatives. Building strong relationships with stakeholders across the company is key to anticipating future talent needs and fostering a culture that supports retention and growth.

What are the 5 B's of talent management?

The 5 B's of talent management are often considered to be Branding, Business understanding, Building relationships, Benchmarking, and Behavior. For a Senior Talent Manager, these principles help in attracting, developing, and retaining top talent by aligning talent strategies with organizational goals and fostering a strong employer brand.
More about Senior Talent Manager jobs
What cities are hiring for Senior Talent Manager jobs? Cities with the most Senior Talent Manager job openings:
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Senior Talent Manager jobs near you
Infographic showing various Senior Talent Manager job openings in the United States as of July 2026, with employment types broken down into 86% Full Time, 13% Part Time, and 1% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $97,101 per year, or $46.7 per hour.

Senior Talent Management Specialist

Peoples Bank NC

Newton, NC • On-site

Full-time

Posted 17 hours ago

Job description

The Senior Talent Management Specialist (STMS) designs, delivers, and continuously improves talent management initiatives that strengthen the workforce and support long-term sustainability. This position supports the Bank's strategic priorities by developing leadership capability, strengthening succession readiness, and helping build a culture rooted in commitment, passion, accountability, collaboration, and service excellence.
The STMS supports leadership development, learning programs, career pathing, business partnership, program participation tracking, and learning effectiveness measures to drive practical, measurable workforce outcomes. This role strengthens workforce capability beyond technical skill development by promoting role alignment, employee engagement, and organizational buy-in across the Bank.
The STMS applies a pro-growth and pro-efficiency mindset to talent initiatives by helping leaders build capability, improve adoption, and make practical decisions that advance the Bank's strategic objectives while appropriately balancing risk, reward, and regulatory expectations.
The STMS also serves as an ambassador for the Bank's Mission, Vision, and Core Values, reinforcing a consistent company-wide focus on delivering Exceptional Customer Experiences.
Required Education/Experience:
  • Bachelor's degree in a role-relevant field or equivalent experience required.
  • 2-4+ years of experience in learning and development, talent development, or a related field.
  • Experience in financial services preferred.
  • Experience supporting leadership development and/or talent programs preferred.
  • Experience using data or metrics to inform decisions preferred.

Skills & Capabilities:
  • Strong communication and learning facilitation skills.
  • Ability to build relationships and partner effectively with leaders.
  • Strong organizational and project management skills.
  • Ability to balance strategic thinking with effective execution.
  • Ability to use data, tools, and systems to drive outcomes.
  • Proficiency with learning systems and related technologies.
  • Demonstrates a pro-growth mindset by aligning talent initiatives with business objectives, workforce capability, leadership readiness, and long-term organizational success.
  • Applies a pro-efficiency mindset by identifying practical opportunities to improve processes, tools, programs, and learning delivery while supporting continuous improvement.
  • Exercises sound judgment by balancing innovation, efficiency, compliance, risk, and reward when evaluating and recommending talent solutions.
  • Demonstrates consistency, initiative, and follow-through by reliably executing responsibilities, identifying improvement opportunities, and taking proactive steps to advance talent initiatives.

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