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Talent Development Director Jobs (NOW HIRING)

LSL

Talent Development Director

$140K - $170K/yr

The Talent Development Director is responsible for designing and leading the firm's talent development strategy to support long-term growth, leadership capability, employee engagement, retention ...

Autodesk

Director, Talent Development

Portland, OR

Reporting to the Senior Director of Talent Development, this leader will oversee Onboarding, Learning Experience Design, Human-Centered Design & Facilitation, and Leadership Development. Serving an ...

AHEAD

Director, Talent Development

Charleston, WV · Remote

$160K - $180K/yr

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, ...

Cscc

Director, Talent Development

Columbus, OH

The Director, Talent Development provides strategic leadership for the College's learning, leadership development, employee growth, and organizational capability initiatives. The Director ...

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, ...

Centralohioatd

Director, Talent Development

Columbus, OH · On-site

$90 - $120/hr

JR002273The Director, Talent Development provides strategic leadership for the College's learning, leadership development, employee growth, and organizational capability initiatives. The Director ...

MHI

Senior Director, Talent Development

Lake Mary, FL · On-site

Senior Director of Talent Development Company Overview At Mitsubishi Power, we're not just building better clean energy technologies; we're architecting a better future. Our team is boldly redefining ...

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Talent Development Director information

See salary details

$29K

$110.7K

$184K

How much do talent development director jobs pay per year?

As of Aug 31, 2026, the average yearly pay for talent development director in the United States is $110,668.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,500.00 and $129,000.00 per year, depending on experience, location, and employer.

What does a talent development director do?

A Talent Development Director is responsible for creating and overseeing programs that help employees grow their skills and advance in their careers. They assess organizational needs, design training initiatives, and ensure that learning opportunities align with business goals. This role often involves working closely with leadership to identify key talent, implement leadership development strategies, and measure the effectiveness of training programs. The ultimate goal is to foster a culture of continuous learning and drive overall company performance through the growth of its people.

What are the key skills and qualifications needed to thrive as a talent development director, and why are they important?

To thrive as a Talent Development Director, you need expertise in organizational development, instructional design, and program management, typically supported by a bachelor’s or master’s degree in HR, education, or a related field. Familiarity with learning management systems (LMS), talent analytics tools, and certifications such as CPLP or SHRM-SCP is highly beneficial. Strategic thinking, strong leadership, and excellent interpersonal skills help drive engagement and foster a culture of continuous learning. These skills and qualifications are crucial for building effective development programs that align workforce capabilities with organizational goals.

What are some common challenges talent development directors face when implementing organization-wide learning initiatives?

Talent Development Directors often encounter challenges such as gaining buy-in from leadership and employees, aligning learning programs with strategic business goals, and measuring the impact of development initiatives. Balancing the diverse needs of different departments and ensuring consistent participation across the organization can also be demanding. Successful Directors proactively communicate the value of learning, utilize data-driven approaches to demonstrate ROI, and foster a culture that embraces continuous development.

What is the difference between Talent Development Director vs Learning and Development Manager?

AspectTalent Development DirectorLearning and Development Manager
CredentialsTypically requires a bachelor’s degree in HR, Business, or related field; often prefers advanced certifications in talent development or HRRequires a bachelor’s degree; certifications in L&D or training are common but not mandatory
Work EnvironmentStrategic role overseeing talent growth across departments, often in larger organizationsOperational role focused on designing and implementing training programs within teams
Employer & Industry UsageUsed in corporate HR departments across various industriesCommon in corporate training departments, especially in mid to large-sized companies

The Talent Development Director focuses on strategic talent growth and leadership development, while the Learning and Development Manager concentrates on creating and managing training programs. Both roles are vital for employee development but differ in scope and strategic involvement.

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Talent Development Director jobs near you
Infographic showing various Talent Development Director job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $110,668 per year, or $53.2 per hour.

Talent Development Director

Remote

LSL
Accounting Services • 51 - 200 employees
Learn more about LSLexternal

$140K - $170K/yr

Full-time

This job post has expired 4 days ago. Applications are no longer accepted.

Job description

Join our Team!
We work in an environment where everyone’s voice is heard
We are one of the largest regional accounting firms headquartered in Orange County, California. We’re accountants providing solid guidance, support amp; solutions to businesses, governments, and non-profits. Our outstanding employees are crucial to our unique, diverse culture and talent development, as well as our ability to attract clients successfully. At LSL, you will discover an atmosphere that motivates and encourages you to succeed personally and professionally.

Talent Development Director

SUMMARY:
The Talent Development Director is responsible for designing and leading the firm's talent development strategy to support long-term growth, leadership capability, employee engagement, retention, succession planning, and organizational effectiveness. This role will build and scale the firm's learning and development function while providing strategic oversight of talent acquisition. This role will also collaborate closely with the Chief People Leader on other People Operations matters as needed. Approximately 80-85% of the role's responsibilities will focus on talent and leadership development, with the remaining 15-20% dedicated to talent acquisition leadership and integration.

The Talent Development Director will ensure a seamless connection between attracting talent, onboarding new hires, developing employees, and preparing future leaders
DUTIES amp; RESPONSIBILITIES:
  • Develop and implement a firm-wide talent development strategy aligned with business objectives.
  • Create scalable professional development, leadership, mentoring, and career pathing programs.
  • Establish a long-term, competency-based leadership development roadmap for emerging leaders, managers, senior managers, and directors.
  • Utilize employee feedback, engagement data, and other metrics to help sustain, enhance, or even evolve culture.
  • Collaborate with firm leadership to identify future talent needs and organizational capability gaps.
  • Foster a culture of continuous learning, feedback, accountability, and professional growth.
  • Guide and support succession planning efforts across key leadership roles.
  • Oversee learning technologies, development resources, and training effectiveness.
  • Partner with firm leaders to improve employee performance, professional growth, and career progression.
  • Evaluate and implement learning technologies and platforms to ensure alignment to future resource needs.
  • Collaborate with IT and operational leaders to maintain and evolve knowledge-sharing platforms.
  • Coordinate internal and external training resources, vendors, and learning partners.
  • Provide strategic oversight of the talent acquisition function, including processes and outcomes.
  • Design a structured onboarding process that creates a seamless handoff from recruitment to development and creates exceptional employee experience.
  • Help drive brand consistency between hiring, onboarding, and development of talent.
  • Other duties as assigned.
SUPERVISORY RESPONSIBILITIES:
  • Provides functional oversight into the Talent Acquisition function and may supervise future Talent Development resources.
  • Opportunity to manage, mentor, and coach other consultants, and perform quality control reviews of staff work before delivery to client.
MINIMUM QUALIFICATIONS:
  • Bachelor's degree, required. Concentration in Human Resources, Business Administration, or related field, preferred.
  • 8+ years of progressive experience in talent development, leadership development, organizational development, talent management, or related areas, required.
  • Professional services experience, required; public accounting experience, preferred.
  • Proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint and Teams, required.
  • Excellent knowledge of and proficiency using learning management and employee engagement platforms, required.
KNOWLEDGE, SKILLS AND ABILITIES:
  • Strong understanding of the connection between talent acquisition, onboarding, employee development, and retention.
  • Exceptional communication, coaching, facilitation, and relationship-building skills.
  • Strategic mindset with the ability to align talent development strategies with business goals.
  • Proven success guiding and supporting senior leadership in the delivery of talent development initiatives.
  • Ability to maintain confidentiality and handle sensitive information appropriately.
  • Continuous improvement mindset.
  • Understands the vision of LSL.
  • Ability to communicate technical concepts to a non-technical audience
  • A critical and analytical approach to problem solving.
  • Attention to detail, and excellent written and verbal communication skills.
  • Demonstrated ability to meet deadlines, manage multiple priorities, and perform job responsibilities in a demanding environment accurately and with minimal supervision.
  • Prioritization of multiple interdependent projects while monitoring and communicating progress.
  • Strong work ethic with meticulous accuracy and a quest for quality.
  • Professional behavior and appearance
At LSL CPAs, we offer competitive compensation and benefits package along with a supportive team-focused environment. Our remote work environment allows you the freedom to manage your personal commitments while staying dedicated to serving our clients.
Work Authorization:
Must be authorized to work in the United States permanently without the requirement of sponsorship at any point in the future.

Salary Range: $140,000 – $170,000
Please note that quoted salary ranges are not guarantees of what final salary offers may be. Base pay may vary depending on job-related knowledge, skills, experience, and geographic location. Base pay is only one part of the Total Rewards that LSL, LLP provides to compensate and recognize our professionals for their work. All exempt positions are eligible for a discretionary bonus and all employees who are regularly scheduled to work 30 hours or more per week are offered a comprehensive benefits package.
Work Environment
Typical indoor office environment
Disclaimer
The above statements are intended to describe the general nature and level of the work being performed by people within this classification. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of employees assigned to this job.

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