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Talent Development Manager Jobs (NOW HIRING)

MAP SSG

Talent Development Manager

Manhattan, NY · On-site

$160K - $250K/yr

The Talent Development Manager will be a member of the Legal Personnel Department and report to the Director of Attorney Talent Development. This position is located in the New York office and is ...

Milbank LLP

Talent Development Manager

Los Angeles, CA

$160K - $180K/yr

The Talent Development Manager will be a member of the Legal Personnel Department and report to the Director of Attorney Talent Development. The office is a fast-paced environment, and the Talent ...

Cotton Holdings

Talent Development Manager

Houston, TX · On-site

Talent Development Manager Department: Human Resources Employment Type: Full Time Location: Houston, TX Reporting To: Rocio Quesada Description We are looking for a passionate Talent Development ...

Milbank LLP

Talent Development Manager

Los Angeles, CA · On-site

$160K - $180K/yr

The Talent Development Manager will be a member of the Legal Personnel Department and report to the Director of Attorney Talent Development. The office is a fast-paced environment, and the Talent ...

Milbank LLP

Talent Development Manager

Los Angeles, CA · On-site

$160K - $180K/yr

The Talent Development Manager will be a member of the Legal Personnel Department and report to the Director of Attorney Talent Development. The office is a fast-paced environment, and the Talent ...

Gensler

Talent Development Manager

Los Angeles, CA · On-site

Your Role As the Regional Talent Development Manager, you will collaborate with the SW Regional Leadership and HR Director to create and execute a talent development strategy that connects to Gensler ...

Gensler

Talent Development Manager

Los Angeles, CA

Your Role As the Regional Talent Development Manager, you will collaborate with the SW Regional Leadership and HR Director to create and execute a talent development strategy that connects to Gensler ...

Doe Run

Talent Development Manager

Viburnum, MO

The Doe Run Company is currently seeking a Talent Development Manager to direct the talent development strategy and processes to support employee development and performance management, while ...

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Talent Development Manager information

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$59.5K

$96.7K

$136K

How much do talent development manager jobs pay per year?

As of Jun 9, 2026, the average yearly pay for talent development manager 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 are the key skills and qualifications needed to thrive as a Talent Development Manager, and why are they important?

To thrive as a Talent Development Manager, you need expertise in learning and development strategies, organizational psychology, and experience in HR or a related field—often supported by a bachelor’s or master’s degree. Familiarity with learning management systems (LMS), talent assessment tools, and certifications such as CPLP or SHRM-CP are commonly required. Strong communication, coaching, and leadership skills enable success in collaborating with stakeholders and inspiring employee growth. These skills and qualifications are vital to designing effective development programs that align workforce capabilities with organizational goals.

What are some common challenges faced by Talent Development Managers when implementing new training initiatives?

Talent Development Managers often encounter challenges such as securing buy-in from leadership and staff, aligning training programs with business goals, and measuring the effectiveness of learning initiatives. Balancing diverse learning needs within the organization while managing limited resources can also be demanding. Building strong cross-functional relationships and maintaining open communication channels are key strategies for overcoming these obstacles and ensuring successful training implementation.

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

AspectTalent Development ManagerLearning and Development Specialist
CredentialsBachelor's degree; often advanced certifications in HR or trainingBachelor's degree; certifications like CPLP or ATD preferred
Work EnvironmentStrategic planning, team leadership, cross-department collaborationDesigning and delivering training programs, facilitating workshops
Employer & Industry UsageUsed in corporate HR departments across various industriesCommon in corporate training teams, education, and nonprofit sectors
Search & Comparison IntentFocuses on strategic talent growth and leadership developmentFocuses on training delivery and instructional design

The Talent Development Manager oversees strategic talent growth initiatives, leadership programs, and organizational development. In contrast, the Learning and Development Specialist concentrates on designing and delivering training programs. Both roles require related credentials and work within corporate environments, but their focus areas differ—strategic planning versus training execution.

What Is a Talent Development Manager?

A talent development manager helps cultivate the skills of current employees. Job duties include evaluating employee performance, developing training programs, and leading seminars. The goal of a talent development manager is to train employees in a way that promotes the values of the business or organization and encourage strong employees to stay. A talent development manager may also help the human resources department with recruitment. This career requires strong communication and leadership skills.

What does a Talent Development Manager do?

A Talent Development Manager is responsible for designing, implementing, and overseeing programs that help employees grow professionally within an organization. They assess training needs, create development plans, and facilitate learning initiatives to improve employee skills, performance, and engagement. Their work ensures that the workforce is continuously developing and aligned with the company’s goals, often collaborating with HR and leadership to identify talent gaps and succession planning needs.
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Talent Development Manager jobs near you
Talent Development Manager

Talent Development Manager

Gila River Hotels & Casinos

Chandler, AZ • On-site

Full-time

Posted 28 days ago

Job description

Closing Date: May 29, 2026 at 4:00 PM

Salary: Depends On Experience (DOE)

POSITION SUMMARY 

The Talent Development Manager is responsible for leading enterprise-wide talent strategies that enhance employee growth, strengthen leadership pipelines, and drive organizational performance. This role oversees performance management, succession planning, leadership development, and enterprise-wide HR development programs—including mentorship and career pathing. The Talent Development Manager partners closely with executive and department leadership to ensure a consistent and scalable approach to developing talent across all levels of the organization.

In this highly collaborative and strategic position, the Talent Development Manager will lead the design, implementation, and continuous improvement of learning and development initiatives that align with business priorities, promote internal mobility, and support a high-performance culture.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

Talent Strategy & Program Management

• Lead the design and execution of talent development strategies that align with organizational goals and support employee engagement, retention, and growth.

• Oversee and evolve enterprise-wide HR programs such as the mentorship program, internal career development initiatives, and leadership onboarding.

• Serve as a strategic thought partner to HR and operational leaders in building a culture of continuous development.

Performance Management & Coaching Culture

• Manage the enterprise performance management process, including goal-setting, mid-year checkpoints, year-end reviews, and calibration.

• Develop tools and training to support leaders in giving feedback, coaching, and conducting effective performance conversations.

• Leverage performance data to identify trends, gaps, and development priorities.

Succession Planning & Leadership Development

• Partner with HR Business Partners and department leaders to identify critical roles and successors, and build readiness pipelines.

• Implement frameworks for assessing talent potential and identifying future leaders.

• Support leadership development efforts including cohort-based learning, executive development plans, and high-potential programs.

Mentorship & Employee Development Programs

• Manage and scale the internal mentorship program, including mentor matching, curriculum, and progress tracking.

• Develop career pathing resources, workshops, and internal mobility strategies that empower employees to own their development journey.

• Track participation and impact metrics to demonstrate program value and inform improvements.

Team & Stakeholder Collaboration

• Lead a team of learning and development professionals and/or program coordinators; provide coaching, support, and project oversight.

• Collaborate cross-functionally with HR, DEI, and department leadership to ensure talent strategies are inclusive and aligned with enterprise values.

• Serve as an internal consultant and subject matter expert for talent-related topics.

Evaluation & Continuous Improvement

• Establish KPIs to evaluate the effectiveness of talent development programs.

• Use data to tell a story, influence stakeholders, and refine offerings.

• Stay current with industry trends, learning technology, and best practices in adult learning, leadership, and organizational development.

• Performs other special projects and duties as assigned.

SUPERVISORY RESPONSIBILITIES 

Directly supervises multiple personnel.  Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws.  Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

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