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Talent Development Director Jobs in Reading, PA (NOW HIRING)

Penske

Manager, Corporate Human Resources

Reading, PA · On-site

... Director. This role drives business outcomes by translating organizational objectives into ... Key Responsibilities Talent Development & Organizational Support • Partner with corporate ...

Penske

Manager, Corporate Human Resources

Reading, PA · Hybrid

... Director. This role drives business outcomes by translating organizational objectives into ... Key Responsibilities Talent Development & Organizational Support Partner with corporate department ...

Penske

Manager, Corporate Human Resources

Reading, PA · Hybrid

... Director. This role drives business outcomes by translating organizational objectives into ... Key Responsibilities Talent Development & Organizational Support Partner with corporate department ...

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All JobsTalent Development JobsTalent Development Director JobsTalent Development Director Jobs in Reading, PA

Talent Development Director information

See Reading, PA salary details

$27.9K

$106.3K

$176.7K

How much do talent development director jobs pay per year?

As of Sep 6, 2026, the average yearly pay for talent development director in Reading, PA is $106,280.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,100.00 and $123,900.00 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 Reading, PA?

The most popular types of Talent Development jobs in Reading, PA are:

What are popular job titles related to Talent Development Director jobs in Reading, PA?

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

What job categories do people searching Talent Development Director jobs in Reading, PA look for?

The top searched job categories for Talent Development Director jobs in Reading, PA are:

What cities near Reading, PA are hiring for Talent Development Director jobs?

Cities near Reading, PA with the most Talent Development Director job openings:

Talent Development Director jobs near you

Director of Human Resources

Hollywood Casino Morgantown

Morgantown, PA • On-site

Full-time

Retirement

Re-posted 16 days ago

Job description

WE'RE CHANGING ENTERTAINMENT. COME JOIN US.
We're always looking for talent that believes in having fun. At PENN Entertainment, you'll get to be a part of an exciting industry, where the days and nights are fast-paced. You'll work with an incredibly diverse set of co-workers driven by their enthusiasm for helping people find and have more fun. You'll also get to work at a company that cares about your career growth and will help you get the support you need to expand your possibilities.
Click HERE to learn more about our Day 1 Benefits, 401k Program, Company Perks, Career Opportunities, Advancement Programs, Scholarships, and more!
WE LOVE OUR WORK.
  • Responsible for assisting in directing the operations and staff of the HR department. Develops, implements and manages operational goals and monitors achievements of performance and profit objectives.
  • Serves as strategic business partner to -all departments at the property. Understands the organizational structure for each department; develops and maintains knowledge of the business unit needs; and provides HR support to team members at all levels of the organization. Guides HR Business Partners in their relationships with their client groups and Corporate Talent Acquisition and Shared Services Organizations ensuring consistency across property and assisting in the development of programs that support the delivery of the world class HR services to the property.
  • Develops and maintains productive, informative, and respectful relationships that support achievement of business focused results.
  • Identifies and develops strategies with respect to turnover, recruitment, staff development, engagement, employee relations, guest service, compensation, benefits/wellness, and, performance management issues.
  • Assists in preparing, monitoring and adhering to budgets and ensuring compliance to departmental budget initiatives. Reports budget concerns / deviations to the Vice President of Human Resources.
  • Enthusiastically supports, actively promotes, and demonstrates superior customer service in accordance with department and company standards and programs. Ensures customer service standards are followed by all team members and addresses issues as they arise. Responsible for the overall achievement of customer service goals.
  • Ensures that scheduling is done in an effective and efficient manner, while maintaining labor costs, meeting staffing objectives and achieving guest satisfaction. Partners with the top HR leader in the monthly reconciliation, P&L review and approving departmental purchasing.
  • Analyzes property trends and metrics relative to engagement, turnover, staff development, etc. in partnership with HR team. Develops solutions, programs and policies, as necessary, relating to turnover, recruitment, engagement, leadership opportunities; identify trends in HR and offer solutions/modifications to programs to address; reviews and benchmarks the internal and external environment to improve HR policies and initiatives.
  • Develops reports and other key metrics; including but not limited to, the monthly HR Scorecard, Strategic Plan or other identified HR analytics.
  • Conducts and oversees effective, thorough and objective investigations in cases of grievances, harassment, employee concerns or EEOC issues.
  • Supports the internal and external recruitment efforts for the property.
  • Manages and resolves employee and/or labor relations issues; handles grievances and arbitrations if applicable.
  • Maintains current knowledge of HR policies, programs, laws and regulations. Makes recommendations for modifications if not meeting needs of business along with providing the supporting business case.
  • Provides performance management (coaching, counseling, career development, corrective action and terminations) guidance/counsel to client groups and their teams to ensure compliance with law, regulations, and internal policy/procedure.
  • Creates and develops staff development programs and delivers results that corresponds with established goals. Analyzes results from programs and redirects as necessary for talent development purposes.
  • Assists Executive leaders to identify Manager development opportunities and ensure they are able to meet current and future performance standards.
  • Participates in the creation of the property Talent Review process and development plans for property leaders.
  • Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
  • Participates in and provides human resources updates and feedback in property management meetings at various levels.
  • Develop and maintain knowledge of assigned department's jobs, organization structures, and compensation and operating practices relating to Human Resources.
  • Monitors, evaluates, and develops strategies and practices to address potential areas of conflict among managers, employees, and departments.
  • Provides guidance and counsel to management concerning corrective actions, performance reviews, and terminations, to ensure compliance with governmental laws and regulations and internal policies and procedures.
  • Responsible for ensuring the compliance with all regulatory compliance within area of responsibility and reporting potential issues to Vice President of Human Resources.
  • Maintains strict confidentiality in all departmental and company matters.

BRING US YOUR BEST.
  • Bachelor's degree (B.A./B.S.) in human resources management or related field from four year college or university; ten years of progressive human resources experience; or equivalent combination of education and experience required. Minimum of five years of human resources management.
  • PHR or SPHR professional certification preferred.
  • Must be proficient in Microsoft applications (Excel, Word, Outlook, PowerPoint).
  • Must have excellent organizational and communication skills.
  • Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.
  • Ability to write reports, business correspondence, and procedure manuals.
  • Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
  • Must have the ability to interact with guests, staff and colleagues and resolve problems and conflicts in a diplomatic and tactful manner.
  • Demonstrated knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
  • Five years progressively more challenging experience in a human resources or operations role is required; including, hiring, managing and separating employees.
  • Demonstrated intermediate level of competence in the areas of leadership, collaborative and service orientation, organizational insight, strategic perspective, change management, diagnostic insight, broad HR knowledge, coaching and counseling collaboration, and influence.
  • Responsible for staff development and training programs.
  • Responsible for rewards and recognition program to maximize employee engagement.
  • Evaluates team members within department and delivers constructive feedback to employees in regards to performance.
  • Determines recommendation for staffing (including interviewing and hiring) and scheduling (planning, assigning and directing work) to meet business needs.
  • Determines work procedures and expedites workflow.
  • Responsible for employee performance (disciplining, coaching, counseling).
  • Ability to read and interpret documents in English, such as safety rules, operating and maintenance instructions and procedure manuals. Ability to read and communicate verbally in English. Written communication skills in in English may also be required.
  • Ability to apply commonsense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
  • Must qualify for a license with the Pennsylvania State Racing Commission and meet any credentialing requirements of the Pennsylvania Gaming Control Board.

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
  • While performing the duties of this job, the employee is regularly required to stand and use hands to finger, handle, or feel objects, tools, or controls. The employee frequently is required to reach with hands and arms and talk or hear. Specific vision abilities required by this job include close vision, color vision, and peripheral vision.
  • The employee must regularly lift and/or move up to 10 pounds, frequently lift and/or move up to 25 pounds, and occasionally lift and/or move up to 50 pounds, and must have the ability to push, pull, reach, bend, twist, stoop, stack, crouch, kneel and balance when performing job duties in varying work areas such as confined spaces.

STAY IN THE GAME. FOLLOW US.
We've grown to become the leading provider of integrated entertainment, sports content, and casino gaming experiences thanks to our 43 destinations across North America, online sports betting and iCasino via ESPN BET™ and theScore Bet Sportsbook and Casino®.
Being an industry leader means more than being a purveyor of fun. We are also committed to values like diversity and sustainability - for our community, our team members, our vendors, and our planet.
We're changing entertainment. Follow us.
Equal Opportunity Employer

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