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Talent Development Director Jobs in Ohio (NOW HIRING)

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 ...

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 ...

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Talent Development Director information

See Ohio salary details

$27.6K

$105.2K

$174.9K

How much do talent development director jobs pay per year?

As of Aug 30, 2026, the average yearly pay for talent development director in Ohio is $105,212.00, according to ZipRecruiter salary data. Most workers in this role earn between $80,300.00 and $122,600.00 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.

What are the most commonly searched types of Talent Development jobs in Ohio?

The most popular types of Talent Development jobs in Ohio are:

What are popular job titles related to Talent Development Director jobs in Ohio?

For Talent Development Director jobs in Ohio, the most frequently searched job titles are:

What job categories do people searching Talent Development Director jobs in Ohio look for?

The top searched job categories for Talent Development Director jobs in Ohio are:

What cities in Ohio are hiring for Talent Development Director jobs?

Cities in Ohio with the most Talent Development Director job openings:

Talent Development Director jobs near you
Infographic showing various Talent Development Director job openings in Ohio as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 84% Physical, 2% Hybrid, and 14% Remote job distribution, with an average salary of $105,212 per year, or $50.6 per hour.

Director, Talent Development

Columbus, OH • On-site

Columbus State Community College
Colleges, Universities, and Professional Schools • 1 - 5K employees

7.7

Company rating: 7.7 out of 10

Based on 9 frontline employees who took The Breakroom Quiz

262nd of 627 rated colleges and universities

People enjoy working here

Good employer

Respectful managers

Learn more about Columbus State Community Collegeexternal

Full-time

Re-posted yesterday

Job description

The Director, Talent Development provides strategic leadership for the College's learning, leadership development, employee growth, and organizational capability initiatives. The Director collaborates with executive leadership, division leaders, unit liaisons, and subject matter experts (SMEs) to identify current and future talent needs and develop innovative delivery methods that support employee success, leadership effectiveness, succession planning, and organizational performance. This position provides oversight of learning delivery, external vendor partnerships, leadership development programs, and organizational learning metrics. The Director leads a team responsible for delivering high-impact learning experiences and partners with College leadership on talent development initiatives.
Strategic Leadership & Direction
  • Directs, develops, and provides training and staff development programs, using knowledge of the effectiveness of methods such as instructor-led training virtual or classroom, on-demand online training, demonstrations, on-the-job training, meetings, conferences, and workshops.
  • Strategizes marketing tools to promote training programs through various communication methods.
  • Analyzes training needs to develop and execute new training programs or modify and improve existing programs.
  • Evaluates Talent Development and Trainer performance and the effectiveness of training programs, providing recommendations to executive leadership for improvement.
  • Leads scheduling of training activities by managing a monthly calendar; collaborates with the HR LMS Administrator and Learning Designer to build class descriptions and schedules in the LMS; conducts and facilitates training programs as appropriate.
  • Provides leadership and direction for the development, implementation, and evaluation of learning programs, leadership development initiatives, onboarding experiences, and career development pathways.
  • Utilizes learning analytics, employee feedback, workforce data, and industry best practices to evaluate program effectiveness and drive continuous improvement.
  • Researches emerging trends, technologies, and innovative practices in learning, leadership development, organizational effectiveness, and talent management to position the College as a leader in employee development.
  • In partnership with the Chief Organizational Development Officer, collaborates with cross-functional team members, CSCC people leaders, and SMEs to develop continuous improvement strategies prioritizing the employee and student experience.
  • Conducts needs analysis and recommends effective learning solutions.
  • Leads regular content review of existing training programs with College partners. Partners with HR Instructional Designers and HR Analysts to build the delivery plan of training programs through an analytical lens.
  • Partners with people outside the College, representing the organization to other external sources.
  • Communicates and assists Chief Organizational Development Officer with the implementation of learning and development strategies and priorities.
  • Provides regular reports and strategic recommendations to executive leadership regarding talent development outcomes, workforce trends, and organizational effectiveness initiatives.

Operational Leadership
  • Conducts annual employee evaluations, and recommends pay increases, promotions, and other personnel actions. Administers disciplinary actions upon approval, and in collaboration with Human Resource Leadership.
  • Approves leaves and authorizes work schedule alterations as appropriate. Interprets, explains, carries out and enforces the College's policies.
  • Develops and monitors key performance indicators (KPIs) and strategic metrics to measure learning impact, employee engagement, leadership effectiveness, and return on investment.
  • Assists in departmental budgeting by understanding budgets associated with proposals and/or projects relating to learning and development.
  • Ensures compliance with College policies, accreditation requirements, regulatory standards, and industry best practices related to employee training and development.

Partnerships & Collaboration
  • Collaborates with HR Leadership and College leaders across the institution to identify talent gaps, workforce trends, leadership competencies, and succession planning opportunities.
  • Partners with external organizations, professional associations, consultants, and educational institutions to enhance learning opportunities and leverage best practices.
  • Champions employee and student experience initiatives through workforce capability building and professional development programs.

Culture of Respect
  • Fosters and maintains a safe environment of respect and inclusion for faculty, staff, students, and members of the community.

MINIMUM EDUCATION AND EXPERIENCE REQUIRED
  • Bachelor's Degree in Human Resources Management or related field.
  • Seven (7) years of experience in a supervisory role in learning and development. Previous experience in the following areas: instructional design, eLearning software, training, and evaluation.
  • *An appropriate combination of education, training, coursework and experience may qualify a candidate.

*CSCC has the right to revise this position description at any time. This position description does not represent in any way a contract of employment.
Full Time/Part Time:
Full time
Union (If Applicable):
Scheduled Hours:
40
Additional Information
In order to ensure your application is complete, you must complete the following:
  • Please ensure you have all the necessary documents available when starting the application process. For all faculty positions (Instructor, Annually Contracted Faculty, and Adjunct), you will need to upload an unofficial copy of your transcript when completing your aplication.
  • Prior to submitting your application, please review and update (if necessary) the information in your candidate profile as it will transfer to your application.

If you are a current employee of Columbus State Community College, please log in to Workday to use the internal application process.
Thank you for your interest in positions at Columbus State Community College. Once you have applied, the most updated information on the status of your application can be found by visiting your Candidate Home. Please view your submitted applications by logging in and reviewing your status.

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