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Senior Talent Program Manager Jobs (NOW HIRING)

Archer

Talent Management Program Manager

San Jose, CA

$130K - $163K/yr

... Program Manager to join our People team and serve as the operational backbone of our Talent ... Excellent communication and facilitation skills; comfortable presenting to and influencing senior ...

Archer

Talent Management Program Manager

San Jose, CA · On-site

$130K - $163K/yr

... Program Manager to join our People team and serve as the operational backbone of our Talent ... Excellent communication and facilitation skills; comfortable presenting to and influencing senior ...

Visa

Military Talent Program

Austin, TX

... Talent Program . We value the dedication, discipline, and teamwork that military personnel can ... your Hiring Manager. Qualifications Basic Qualifications * Master's degree in Math, Science ...

Visa

Military Talent Program

Austin, TX

... Talent Program . We value the dedication, discipline, and teamwork that military personnel can ... Hiring Manager. Qualifications Basic Qualifications * Bachelor's degree in Math, Science ...

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Senior Talent Program Manager information

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$39K

$115.2K

$155.5K

How much do senior talent program manager jobs pay per year?

As of Jun 29, 2026, the average yearly pay for senior talent program manager in the United States is $115,154.00, according to ZipRecruiter salary data. Most workers in this role earn between $116,000.00 and $116,500.00 per year, depending on experience, location, and employer.

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

To thrive as a Senior Talent Program Manager, you need expertise in talent management, program development, and HR best practices, often supported by a relevant degree and experience in HR or organizational development. Familiarity with HRIS systems, talent analytics platforms, and project management tools—along with certifications like SHRM-SCP or PMP—is highly beneficial. Exceptional leadership, strategic thinking, and communication skills help drive program success and foster stakeholder engagement. These skills are crucial for designing effective talent initiatives that align with organizational goals and support employee growth.

What are some common challenges faced by Senior Talent Program Managers, and how can they be successfully addressed?

Senior Talent Program Managers often navigate challenges such as aligning talent initiatives with evolving business objectives, managing stakeholder expectations, and ensuring program scalability across diverse teams. Success in this role requires strong cross-functional collaboration, proactive communication, and data-driven decision-making to demonstrate program impact. Leveraging feedback loops and staying current on industry best practices also help in adapting programs to meet organizational needs effectively.

What does a Senior Talent Program Manager do?

A Senior Talent Program Manager designs, implements, and manages talent development programs within an organization. They focus on identifying skill gaps, creating strategies for employee growth, and ensuring that talent initiatives align with business goals. This role involves collaborating with leadership and HR teams to attract, retain, and develop top talent. Senior Talent Program Managers also measure the effectiveness of programs and make data-driven adjustments for continuous improvement.

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

AspectSenior Talent Program ManagerTalent Acquisition Specialist
CredentialsBachelor's degree, experience in talent management, certifications like PMP or SHRM-CPBachelor's degree, recruiting certifications often preferred
Work EnvironmentStrategic planning, program development, cross-department collaborationCandidate sourcing, interviewing, hiring processes
Employer & Industry UsageUsed in large corporations, HR departments focusing on talent programsCommon in recruiting agencies, HR teams across industries
Search & Comparison IntentUnderstanding roles in talent management, program oversightFocus on recruiting, candidate sourcing techniques

The main difference is that a Senior Talent Program Manager oversees talent initiatives and manages programs at a strategic level, while a Talent Acquisition Specialist focuses on sourcing and hiring candidates. The former has broader responsibilities in talent development, whereas the latter concentrates on recruitment activities.

More about Senior Talent Program Manager jobs
What cities are hiring for Senior Talent Program Manager jobs? Cities with the most Senior Talent Program Manager job openings:
What states have the most Senior Talent Program Manager jobs? States with the most job openings for Senior Talent Program Manager jobs include:
What job categories do people searching Senior Talent Program Manager jobs look for? The top searched job categories for Senior Talent Program Manager jobs are:
Senior Talent Program Manager jobs near you
Infographic showing various Senior Talent Program Manager job openings in the United States as of June 2026, with employment types broken down into 43% Full Time, 53% Part Time, 3% Contract, and 1% Nights. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $115,154 per year, or $55.4 per hour.

Senior Talent Management Specialist

Peoples Bank NC

Newton, NC • On-site

Full-time

Posted 6 days 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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