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Talent Development Analyst Jobs (NOW HIRING)

Copeland

Talent Development Specialist

Talent Development Manager) plays a critical role in designing and delivering development ... Analytical mindset with the ability to evaluate program effectiveness and apply insights for ...

Elevait Solutions

Talent Development Manager

Palo Alto, CA · On-site

$109 - $112/hr

Talent Development Manager/Palo Alto, CA Shift: 20 hours per week, onsite in Palo Alto every Monday ... People and program data analysis, scorecard and dashboard building, and turning feedback data into ...

Textron

Manager, Talent Development

Providence, RI · On-site

Job Summary The Talent Development Manager plans and executes Textron's enterprise talent ... Skilled in data collection and analysis * Textron business unit experience desired Skills and ...

Unifin SAS

Talent Development Specialist

Rochester, NY · On-site

Talent Development Specialist Who we are? As a French pharmaceutical industrial group, we strive to ... Decisions require basic/routine analytical judgment. Plan and perform diversified duties requiring ...

Cscc

Director, Talent Development

Columbus, OH · On-site

The Director, Talent Development provides strategic leadership for the College's learning ... Utilizes learning analytics, employee feedback, workforce data, and industry best practices to ...

Smithbucklin

Talent Development Manager

Chicago, IL · On-site

Description About the Role The Talent Development Manager is responsible for designing, delivering ... Analyze participation, evaluation, and business data to identify trends, measure effectiveness, and ...

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Talent Development Analyst information

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How much do talent development analyst jobs pay per year?

As of Sep 1, 2026, the average yearly pay for talent development analyst in the United States is $91,964.00, according to ZipRecruiter salary data. Most workers in this role earn between $92,000.00 and $92,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a talent development analyst?

To thrive as a Talent Development Analyst, you need expertise in data analysis, instructional design, and organizational development, often supported by a relevant degree such as HR, psychology, or business. Familiarity with learning management systems (LMS), HR analytics tools, and certifications like CPTD (Certified Professional in Talent Development) are commonly required. Strong communication, critical thinking, and stakeholder management skills distinguish top performers in this role. These competencies are crucial for designing effective talent strategies and measuring their impact to drive organizational growth.

What are some common challenges faced by talent development analysts when measuring the effectiveness of training programs?

Talent Development Analysts often encounter challenges in quantitatively assessing the impact of training initiatives, as improvements in employee performance and engagement can be influenced by multiple factors beyond the training itself. Another common difficulty is collecting consistent and meaningful feedback from participants across different departments or teams. To address these challenges, analysts typically use a combination of surveys, performance metrics, and follow-up assessments, and they collaborate closely with managers to track long-term outcomes. Staying adaptable and leveraging data analytics tools is key to providing valuable insights and recommendations.

What is the difference between Talent Development Analyst vs Learning and Development Specialist?

AspectTalent Development AnalystLearning and Development Specialist
Required CredentialsBachelor's degree in HR, Business, or related field; certifications like CPLP or SHRM-CPBachelor's degree in HR, Education, or related; certifications like CPLP or SHRM-CP
Work EnvironmentCorporate HR departments, consulting firms, or training organizationsCorporate HR, training departments, or educational institutions
Employer & Industry UsageUsed across industries focusing on employee growth and organizational developmentCommon in corporate settings aiming to enhance employee skills and knowledge

The main difference is that Talent Development Analysts focus on analyzing and improving talent strategies through data and assessments, while Learning and Development Specialists primarily design and deliver training programs. Both roles require similar credentials and work environments, but their core responsibilities differ in focus and scope.

What does a talent development analyst do?

A talent development analyst evaluates and improves employee training programs, performance management systems, and leadership development initiatives. They analyze data to identify skill gaps, recommend strategies for workforce growth, and often use tools like HR analytics software to support organizational talent goals.

What cities are hiring for Talent Development Analyst jobs?

Cities with the most Talent Development Analyst job openings:

What are popular job titles related to Talent Development Analyst jobs?

For Talent Development Analyst jobs, the most frequently searched job titles are:

Talent Development Analyst jobs near you

Talent Development Specialist

Copeland

Remote

Full-time

Medical, Dental, Vision, Retirement

Posted 25 days ago

Copeland rating

8.1

Company rating: 8.1 out of 10

Based on 40 frontline employees who took The Breakroom Quiz

154th of 495 rated machine equipment manufacturers

Job description

About Us

We are a global climate technologies company engineered for sustainability. We create sustainable and efficient residential, commercial and industrial spaces through HVACR technologies. We protect temperature-sensitive goods throughout the cold chain. And we bring comfort to people globally. Best-in-class engineering, design and manufacturing combined with category-leading brands in compression, controls, software and monitoring solutions result in next-generation climate technology that is built for the needs of the world ahead.

Whether you are a professional looking for a career change, an undergraduate student exploring your first opportunity, or recent graduate with an advanced degree, we have opportunities that will allow you to innovate, be challenged and make an impact. Join our team and start your journey today!

Position Overview

The Talent Development Specialist (Internal Title: Talent Development Manager) plays a critical role in designing and delivering development experiences that build capability, accelerate readiness, and support Copeland's evolving talent needs. Reporting to the Director, Talent & Performance, this role is responsible for translating talent strategies into practical, innovative, and impactful development solutions.

This role supports Enterprise Company Training, Early Career Program Development, including Internship, Apprenticeship, and the Accelerate Early Career Development Program, and also contributes to other Talent Development initiatives across Copeland.

This position is ideal for a hands-on talent development professional who thrives at the intersection of strategy, execution, and innovation-bringing modern learning approaches, including AI-enabled solutions, to support a skills-based and future-ready workforce.

KEY RESPONSIBILITIES:

  • Talent Development Program Design & Delivery
    Design, develop, and deliver scalable talent development solutions that support enterprise and functional priorities. Translate business needs into practical, high-impact learning experiences, including onboarding, learning journeys, cohort-based development, and capability-building programs.
  • Learning Journey & Curriculum Development
    Build and maintain structured learning journeys aligned to role requirements, program milestones, and enterprise capabilities. Ensure content reflects modern learning practices and supports both technical and professional skill development.
  • Facilitation & Learning Experience Delivery
    Facilitate engaging learning experiences including workshops, learning labs, and cohort-based sessions. Partner with internal leaders and external vendors to deliver high-quality, impactful programs.
  • Program Management & Operations
    Manage end-to-end program execution, including planning, logistics, communications, and participant experience. Ensure programs run efficiently and deliver a consistent, high-quality experience.
  • Continuous Improvement & Measurement
    Collect and analyze feedback, participation data, and outcomes to evaluate effectiveness. Use insights to continuously improve programs and inform future development strategies.
  • Learning Innovation & Future Skills
    Incorporate innovative and AI-enabled learning approaches to enhance scalability, personalization, and impact. Identify emerging skill needs and support upskilling and reskilling initiatives aligned with business strategy.

PRIORITY STAKEHOLDER PARTNERSHIPS

  • Early Career Programs
  • Engineering
  • Commercial Excellence
  • Operations
  • Enterprise-wide Talent Development
  • Other business and functional priorities as needed

Required Education, Experience & Skills

  • 5+ years of experience in Talent Development, Learning & Development, or a related HR discipline
  • Proven experience designing and implementing blended development programs in a complex or multi-region organization
  • Knowledge of emerging trends in talent development, future skills, and the future of work.
  • Strong facilitation, communication, and stakeholder management skills
  • Strong project management skills with the ability to manage multiple priorities and deliver high-quality outcomes
  • Analytical mindset with the ability to evaluate program effectiveness and apply insights for improvement

Preferred Education, Experience & Skills

  • Experience supporting development for Commercial (Sales), Operations, Engineering, and other functional areas
  • Experience supporting Early Career, rotational, or emerging leader programs
  • Exposure to global or multi-regional talent development initiatives
  • Familiarity with AI-enabled learning tools, skills frameworks, or workforce analytics

Core Competencies

  • Learning Agility: Quickly adapts to new concepts, tools, and workforce trends and applies them in practical ways
  • Program Execution Excellence: Delivers high-quality development solutions with strong attention to detail and follow-through
  • Collaboration & Partnership: Builds trusted relationships and works effectively across HR, T&OE, and the business
  • Customer Focus: Designs development experiences with the learner and business in mind
  • Innovation: Brings curiosity and creativity to learning design, including the use of AI and emerging technologies

Pay Transparency

Our compensation philosophy is simple: we pay a competitive base salary, within the local market in which we operate, and reward performance during our annual merit review process. The salary/pay range for this role is $83,000 - $149,400 annually, commensurate with the skills, talent, capabilities, and experience each candidate brings to a role.

#LI-Remote

#LI-KC2

Our Commitment to Our People

Across the globe, we are united by a singular Purpose: Sustainability is no small ambition. That's why everything we do is geared toward a sustainable future-for our generation and all those to come. Through groundbreaking innovations, HVACR technology and cold chain solutions, we are reducing carbon emissions and improving energy efficiency in spaces of all sizes, from residential to commercial to industrial.

Our employees are our greatest strength. We believe that our culture of passion, openness, and collaboration empowers us to work toward the same goal - to make the world a better place. We invest in the end-to-end development of our people, beginning at onboarding and through senior leadership, so they can thrive personally and professionally.

Flexible and competitive benefits plans offer the right options to meet your individual/family needs: medical insurance plans, dental and vision coverage, 401(k) and more. We provide employees with flexible time off plans, including paid parental leave, vacation and holiday leave.

Together, we have the opportunity - and the power - to continue to revolutionize the technology behind air conditioning, heating and refrigeration, and cultivate a better future. Learn more about us and how you can join our team!

Our Commitment to Inclusion & Belonging

At Copeland, we cultivate a strong sense of inclusion and belonging where individuals of all backgrounds, and with diverse perspectives, are embraced and treated fairly to enable a stronger workforce. Our employee resource groups play an important role in culture and community building at Copeland.

Work Authorization

Copeland will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1 with OPT or CPT, H-1, H-2, L-1, B, J or TN, or who need sponsorship for work authorization now or in the future, are not eligible for hire.

Equal Opportunity Employer

Copeland is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, race, color, religion, national origin, age, marital status, political affiliation, sexual orientation, gender identity, genetic information, disability or protected veteran status. We are committed to providing a workplace free of any discrimination or harassment.

If you have a disability and are having difficulty accessing or using this website to apply for a position, please contact: copeland.careers@copeland.com

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