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Talent Development Leader Jobs (NOW HIRING)

MHI

Senior Director, Talent Development

Lake Mary, FL · On-site

Role Overview The Senior Director of Talent Development leads the Learning and Development strategy for Mitsubishi Power Americas, supporting business units across the Americas. This role is ...

LinkedIn

Principal Talent Development Partner

Sunnyvale, CA · On-site

$148K - $240K/yr

Why is working in Talent at LinkedIn so unique? We like to say it's the most meta-Talent job there ... The ideal candidate brings deep expertise in Learning & Development, Leadership Development, and ...

LinkedIn

Principal Talent Development Partner

Sunnyvale, CA · Hybrid

$148K - $240K/yr

Why is working in Talent at LinkedIn so unique? We like to say it's the most meta-Talent job there ... The ideal candidate brings deep expertise in Learning & Development, Leadership Development, and ...

Doe Run

Talent Development Manager

Viburnum, MO · On-site

Advanced talent consulting and leadership disposition to effectively develop, coach, and mentor ... Create, deliver, and update the talent development programs and processes, including but not ...

Bloomberg LP

Talent Development Designer

New York, NY · On-site

We are a forward-thinking team of leadership, inclusion, learning, and organizational development specialists partnering with HR Talent & Inclusion Partners, Business Leaders, and HR Business ...

Cscc

Director, Talent Development

Columbus, OH

The Director leads a team responsible for delivering high-impact learning experiences and partners with College leadership on talent development initiatives. Strategic Leadership & Direction

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Talent Development Leader information

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$59.5K

$96.7K

$136K

How much do talent development leader jobs pay per year?

As of Aug 8, 2026, the average yearly pay for talent development leader in the United States is $96,650.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,500.00 and $108,000.00 per year, depending on experience, location, and employer.

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

AspectTalent Development LeaderLearning and Development Specialist
CredentialsTypically requires a bachelor’s or master’s degree in HR, Business, or related field; certifications like CPLP or SHRM-CP are commonUsually holds a bachelor’s degree; certifications like ATD or CPLP are advantageous but not always required
Work EnvironmentLeads strategic initiatives across departments, often in corporate settingsFocuses on designing and delivering training programs, often in HR or training departments
Employer & Industry UsageUsed in corporate, nonprofit, and government sectors for talent growthCommon in corporate training, education, and organizational development roles

The Talent Development Leader focuses on strategic talent growth and leadership development, overseeing programs and initiatives at an organizational level. In contrast, the Learning and Development Specialist concentrates on creating and implementing specific training programs to enhance employee skills. Both roles require related credentials and work in similar environments, but their scope and responsibilities differ significantly.

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

To thrive as a Talent Development Leader, you need expertise in learning and development strategies, organizational psychology, and a background in HR or related fields, often supported by a bachelor’s or master’s degree. Familiarity with learning management systems (LMS), talent analytics tools, and certifications like CPLP or SHRM-SCP is typical. Strong leadership, communication, and change management skills help you influence stakeholders and drive organizational growth. These skills ensure effective talent strategies, enhanced employee performance, and alignment with business objectives.

What is a talent development leader?

A Talent Development Leader is a professional responsible for designing and implementing strategies that help employees grow their skills and advance within an organization. They work to identify talent gaps, create training programs, and foster a culture of continuous learning and development. Their ultimate goal is to align employee development with organizational objectives, ensuring the company has the necessary talent to succeed now and in the future.

What are some common challenges faced by talent development leaders when implementing new learning initiatives across an organization?

Talent Development Leaders often encounter challenges such as securing buy-in from leadership and employees, aligning training initiatives with overall business goals, and addressing diverse learning needs across teams. They must also navigate resource constraints and measure the effectiveness of development programs to demonstrate ROI. Building strong partnerships with department heads and maintaining open communication are key strategies for overcoming these obstacles and ensuring successful implementation of learning initiatives.
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What states have the most Talent Development Leader jobs? States with the most job openings for Talent Development Leader jobs include:
What job categories do people searching Talent Development Leader jobs look for? The top searched job categories for Talent Development Leader jobs are:
Talent Development Leader jobs near you
Infographic showing various Talent Development Leader job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $96,650 per year, or $46.5 per hour.

Talent Development Director

Brooks Automation, Inc.

Chelmsford, MA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 21 days ago

Job description

Brooks is a leading provider of automation solutions with over 40 years of experience in the semiconductor industry, offering precision robotics, integrated automation systems, and contamination control solutions that empower chip manufacturers worldwide. Our product portfolio includes a range of automation solutions, including robots, vacuum systems, and atmospheric robots for semiconductor manufacturing(www.brooks.com).

Are you looking for a place where you can be part of a transformation? Join us at Brooks Automation and be a part of a dynamic organization that is shaping the future of technology.

Talent Development DirectorJob Description

Brooks is seeking aDirector-levelTalent Developmentleader to translateenterprise talent, culture,andleadershipprioritiesintoa practicaloperating planthat strengthensleadership capability,improvesexecutiondiscipline, and embedsBrooks'High PerformanceCultureinto how leaders manage the business.

  • Translate executive direction into clear workstreams, milestones, governance routines, tools, and metrics.

  • Partner with executive leadership, HR business partners, and business leaders to improve OKR quality, leadership routines, development planning, talent reviews, manager effectiveness, and accountability.

  • Own the talent development roadmap and execution routines needed to deliver measurable improvement in leadership effectiveness and business execution.

Key Responsibilities

Talent Development Strategy&Operating Plan

  • Translate enterprise priorities into annual and quarterly operating plans with clear workstreams, owners, milestones, success measures, and governance routines.

  • Set and manage the talent development roadmap for HPC adoption, leadership capability, OKR discipline, development planning, talent reviews, and performance enablement.

  • Build scalable tools, playbooks, sessions, templates, and routines that improve execution discipline, coaching quality, and manager consistency.

Leadership, Culture & Performance Enablement

  • Embed HPC behaviors into leadership routines, performance conversations, talent processes, development plans, and team operating rhythms.

  • Strengthen OKR quality by improving focus, clarity, measurable outcomes, alignment, and follow-through.

  • Partner with HR and business leaders toidentifyleadership, performance, accountability, or behavior gaps and convert them into targeted interventions.

  • Coach andfacilitatewith leaders and managers using specific examples tied to Brooks Behaviors, OKR execution, and business priorities.

Program Leadership & Governance

  • Establish a regular governance cadence for roadmap reviews, OKR quality reviews, talent review follow-up, development plan progress, and leadership routine adoption.

  • Track metrics that show adoption, effectiveness, execution discipline, and leadership accountability.

  • Use data and feedback toidentifyrisks, assess progress, and adjust priorities, tools, routines, or interventions.

  • Prepare concise insights and recommendations for senior leadership discussions.

Business Partnership & Change Leadership

  • Serve as a trusted partner to HR and business leaders by translating talent and culture expectations into practical business execution.

  • Influence across functions by aligning stakeholders, clarifying trade-offs, resolving barriers, and escalating risks appropriately.

  • Reinforce enterprise expectations by making commitments visible, following up consistently, and ensuring owners act on agreed priorities.

  • Build credibility through judgment, clear communication, constructive challenge, and consistent follow-through.

What Success Looks Like

  • A clear annual and quarterly talent development operating plan is in place, with visible owners, milestones, governance routines, and measurable outcomes.

  • Brooks has a more consistent management system for leadership routines, OKR discipline, accountability, development planning, and talent review follow-up.

  • HPC expectations are embedded into practical leader behaviors, performance conversations, team routines, and talent processes.

  • Leaders and managers improve in setting priorities, making trade-offs, coaching employees, following through, and holding teams accountable.

  • Talent development tools and routines are practical, scalable, and used by HR business partners and business leaders without constant central intervention.

  • Senior leadership has clearer visibility into leadership capability themes, execution risks, adoption progress, and recommended actions.

Qualifications &Experience

  • 10+ years of experience in talent development, organizational effectiveness, leadership development, performance enablement, HR strategy, ora relateddiscipline.

  • Experience converting senior leadership vision into operating plans, roadmaps, governance routines, and measurable outcomes.

  • Success leading enterprise-wide or function-wide talent, culture, performance, or leadership initiatives in complex, matrixed organizations.

  • Strong knowledge of OKRs, performance management, leadership development, talent review, succession planning, engagement, and behavior-based culture frameworks.

  • Proven ability to build scalable tools, processes, playbooks, and routines that improve execution, accountability, and leader effectiveness.

  • Ability to engage credibly with senior leaders while driving execution at the working level.

  • Strong facilitation, communication, coaching, stakeholder management, and data-informed decision-making skills.

  • Prior Director-level experiencepreferred, ordemonstrated readiness tooperateat Director-level scope, complexity, influence, and accountability.

Why This Role Is Different

  • This is aDirector-level builder/operator role, not a traditional talent program role.

  • Therole turns enterprise talent and culture priorities into a practical operating system that changes how leaders manage, execute, and develop people.

  • Success depends on improving leadership discipline, OKR quality, accountability, and adoption of Brooks'High PerformanceCulture in everyday management routines.

Compensation

Base Salary Range: $148,351.35 USD to $200,710.65 USD

Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.

This position is also eligible for an annual discretionary bonus.

Benefits

At Brooks, we offer the following benefits for this position, subject to applicable eligibility requirements:

  • Medical, Dental, Vision and Disability Insurance

  • 401(k) Plan

  • Exempt employees are provided company paid holidays and Flexible Vacation to enjoy personal time off and incidental sickness.

Have a question about our benefits and compensation package? Your recruiter can share more with you during the hiring process.

Work Location & Flexibility
At Brooks, we aim to foster a collaborative and engaging environment while offering flexibility where possible. Work arrangements may include a mix of in-office and remote work, depending on the nature of the role and business needs. Specific expectations will be shared during the interview process.

Brooks is committed to fostering a diverse and inclusive workplace and proudly serves as an equal-opportunity employer. We welcome all qualified applicants regardless of race, color, religion, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other legally protected characteristics.

Diversity enhances our innovative capabilities and strengthens our ability to serve our customers and communities effectively. At Brooks Automation, we celebrate the unique experiences and perspectives each individual brings, believing they are essential to our collective success. Join us in building a workplace where every team member is valued and can thrive.

For applicants with disabilities requiring accommodations, don't hesitate to get in touch with talentattraction@brooks.com or call +1 (978) 262-2400 to discuss your needs.

Review EEO Law & EEO Statement.

Brooks Automation participates in E-Verify to confirm eligibility for employment in the United States. For more details, visit www.dhs.gov/E-Verify. E-Verify is a registered trademark of the U.S. Department of Homeland Security.

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