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Talent Development Associate Jobs in North Carolina

CIPC Construction

Development Associate

Greensboro, NC · On-site

We are seeking a highly motivated and detail-oriented Development Associate to join our team. This ... Your talent is what matters most, and we are excited to welcome individuals from all walks of life ...

Ollie's

Retail Sales Associate

Lexington, NC

$12 - $14/hr

Strong career growth & talent development culture. * 20% Associate discount on all Ollie's purchases; * Vast array of voluntary benefits. Position Overview: The Retail Sales Associate assists ...

GMV

Business Development (Defense Sector)

Naples, NC · On-site +1

$42K - $58K/yr

... development, your site is with us! We are an engineering and innovation company that works in ... An international team full of talent and desire to innovate where you will perform tasks such as:

Lilly Pulitzer

Associate Manager

Raleigh, NC · On-site

Talent and Team Development * Provide in the moment coaching with clear, concise, and actionable feedback. * Ensure associates participate in team selling and work toward an exceptional client ...

Oxford Industries

Sales Associate

Charlotte, NC

$13.75 - $18.50/hr

The Sales Associate should provide an exceptional customer experience and embrace the brand ... Talent Development Department at 610-878-5550. U.S. EEOC:Know Your Rights Please click here to ...

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All JobsTalent Development Associate JobsTalent Development Associate Jobs in North Carolina

Talent Development Associate information

See North Carolina salary details

$26.4K

$48.5K

$73.6K

How much do talent development associate jobs pay per year?

As of Jul 28, 2026, the average yearly pay for talent development associate in North Carolina is $48,546.00, according to ZipRecruiter salary data. Most workers in this role earn between $38,600.00 and $54,500.00 per year, depending on experience, location, and employer.

What is the difference between Talent Development Associate vs Learning and Development Coordinator?

AspectTalent Development AssociateLearning and Development Coordinator
Required CredentialsBachelor's degree, certifications in HR or trainingBachelor's degree, certifications in training or HR
Work EnvironmentCorporate HR, training departmentsCorporate training teams, HR departments
Employer & Industry UsageUsed across various industries for employee growthCommon in corporate sectors focusing on employee education
Search & Comparison IntentUnderstanding roles in talent developmentComparing training roles in organizations

The Talent Development Associate and Learning and Development Coordinator roles share similarities in supporting employee growth and requiring related certifications. However, the Talent Development Associate often focuses more on talent planning and development strategies, while the Learning and Development Coordinator emphasizes organizing and delivering training programs. Both roles are vital in corporate HR environments and are frequently compared by job seekers exploring career paths in employee training and development.

What jobs pay $700 a day?

Jobs that can pay $700 a day include specialized roles such as freelance consultants, project managers, certain healthcare professionals, and skilled trades like electricians or plumbers with experience. These positions often require advanced skills, certifications, or significant experience, and may involve freelance or contract work with flexible schedules.

What does a talent development associate do?

A talent development associate supports employee training and development initiatives within an organization. They often coordinate learning programs, assess training needs, and utilize tools like learning management systems to enhance workforce skills and performance.

What is the role of a talent associate?

A talent development associate supports the recruitment, onboarding, and training of employees to enhance their skills and performance. They often assist with talent management strategies, coordinate learning programs, and use HR tools to track development progress. The role requires strong communication skills and knowledge of HR practices and software.

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

To thrive as a Talent Development Associate, you need a solid understanding of learning and development principles, strong organizational skills, and preferably a degree in human resources, psychology, or a related field. Familiarity with Learning Management Systems (LMS), instructional design software, and certifications such as ATD or SHRM are valuable. Excellent communication, interpersonal skills, and the ability to facilitate engaging training sessions help you stand out in this role. These skills are crucial for designing effective development programs that enhance employee performance and support organizational growth.

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 skills, experience, and qualifications, while 30% should evaluate cultural fit and soft skills. For Talent Development Associates, understanding this balance helps in designing effective interview strategies and training programs to select well-rounded candidates.

How does a Talent Development Associate typically collaborate with other departments within an organization?

Talent Development Associates frequently work cross-functionally, partnering with HR, department managers, and leadership teams to identify skill gaps and coordinate training initiatives. They often facilitate workshops, gather feedback on learning programs, and ensure that development strategies align with both organizational goals and individual employee needs. Effective communication and relationship-building skills are essential, as the role requires balancing diverse perspectives and adapting programs to suit different teams. This collaborative approach helps maximize the impact of talent development efforts across the company.
What are the most commonly searched types of Talent Development jobs in North Carolina? The most popular types of Talent Development jobs in North Carolina are:
What are popular job titles related to Talent Development Associate jobs in North Carolina? For Talent Development Associate jobs in North Carolina, the most frequently searched job titles are:
What job categories do people searching Talent Development Associate jobs in North Carolina look for? The top searched job categories for Talent Development Associate jobs in North Carolina are:
What cities in North Carolina are hiring for Talent Development Associate jobs? Cities in North Carolina with the most Talent Development Associate job openings:
Talent Development Associate jobs near you
Infographic showing various Talent Development Associate job openings in North Carolina as of July 2026, with employment types broken down into 1% As Needed, 68% Full Time, 26% Part Time, 2% Temporary, and 3% Contract. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $48,546 per year, or $23.3 per hour.
Manager, Talent Development & Employee Experience

Manager, Talent Development & Employee Experience

Kane Realty Corporation

Raleigh, NC • On-site

Full-time

Posted 7 days ago

Job description

KANE RESIDENTIAL
Manager, Talent Development & Employee Experience
Position Summary
The Manager, Talent Development & Employee Experience owns the Kane Residential (KRES) team member's journey end-to-end - from onboarding through operational proficiency, engagement, cultural and value representation, and long-term development. The near-term mandate is to build the training and standardization infrastructure KRES needs to continue to grow without diluting the service quality, culture, and engagement that differentiate the platform.
This is a builder's role: it stands up systems that do not yet exist rather than administering a mature function. It operates as a close partner and bridge to KRC Talent & HR shared services while owning KRES-specific employee success from a team member's first day forward, and marshalling the right internal resources and people to deliver it.
Year-One Mandate
Concrete deliverables for the first year, targeted for Q4 2026 unless otherwise noted:
  • Stand up core role-level SOPs for all property-level positions, published and completion-tracked in a functional LMS.
  • Launch role-specific, phased onboarding journeys with 30/60/90-day structure and feedback loops with a consistent, team-led experience.
  • Build a foundational operations curriculum covering the fundamentals of multifamily property management.
  • Own and energize KRES engagement and recognition programming (including the KRES Excellence Awards) and establish consistent team-wide communication.

Core Responsibilities
Onboarding & the KRES Employee Journey
  • Own the KRES onboarding experience end-to-end - consistent, structured, role-specific, and measurable across the portfolio.
  • Build onboarding assets (welcome guides, 30/60/90-day plans, culture-immersion touchpoints) and the feedback loops that improve them.
  • Serve as the throughline for a team member's KRES experience from day one, coordinating the site leaders, HR resources, and systems needed to set them up for success.

Operations Training & Enablement
  • Build and maintain role-level SOPs and a functional LMS with completion tracking.
  • Develop the operations-fundamentals curriculum and supporting assets - microlearning modules, job aids, and instructional content.
  • Partner with the operations and systems function to build training and onboarding content for technology rollouts or continuing education.
  • Facilitate workshops and learning sessions for on-site and corporate teams.

Engagement, Recognition & Culture
  • Own KRES-specific engagement and recognition programming, including the Excellence Awards.
  • Establish and run team-wide internal communication that reinforces KRES culture and values.
  • Coordinate mid-year and annual employee check-ins.
  • Track engagement and turnover data; surface gaps and targeted interventions to leadership.

Hiring Support
  • Equip property managers and regional leaders with structured interview frameworks and values-aligned behavioral competency guides.
  • Coach hiring managers to build internal capability over time, in coordination with the KRC recruiter.

Development & Career Pathing
  • Identify individual and team performance gaps and translate them into targeted development.
  • Establish foundational career-pathing so associates have a visible trajectory within KRES.

Technology & AI
  • Utilize technology and AI to build, maintain, and scale training and communication content efficiently and effectively.

Partnership with KRC HR
  • Operate as a close partner and bridge to KRC Talent & HR.
  • Own the KRES-specific employee experience - onboarding, engagement, recognition, and team communication - and marshal KRC HR and site resources to deliver it consistently and reliably.

Candidate Profile
  • Builder's mindset - has stood up training, onboarding, and SOP infrastructure from the ground up, not only administered an existing function.
  • Multifamily property management operations background and instructional design or L&D experience strongly preferred.
  • Demonstrated fluency building content with AI tools and comfort adopting and scaling AI-assisted workflows.
  • Experience with an LMS (Yardi Aspire and Virtuoso) and building trackable, role-based curriculum.
  • Strong facilitation and cross-functional coordination; able to influence without authority across site and corporate teams.
  • Values-first - models KRES's character-first culture.

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