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Talent Development Manager Jobs in California (NOW HIRING)

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

$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 ...

IMAX

Talent Development Manager

Vista, CA · On-site

Position Summary The Talent Development Manager plays a strategic role in shaping the organization's talent strategy by designing and implementing programs that drive performance, enable career ...

Adobe

Talent Development Consultant

San Jose, CA

Talent Development at Adobe is shifting from providing programs to addressing real business ... Manage multiple workstreams, internal partners, and dependencies to deliver high-quality outcomes ...

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Talent Development Manager information

See California salary details

$58.7K

$95.4K

$134.2K

How much do talent development manager jobs pay per year?

As of Jul 6, 2026, the average yearly pay for talent development manager in California is $95,385.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,400.00 and $106,600.00 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 improving employee skills and performance through training programs, coaching, and career development initiatives. They analyze organizational needs, design learning strategies, and often use tools like Learning Management Systems (LMS) to support workforce growth. The role typically requires strong communication, leadership, and project management skills.

What month is the hardest to get a job?

For a Talent Development Manager, hiring tends to slow down during December and the holiday season due to company closures and budget cycles. January and summer months may also see fewer openings as organizations plan budgets and vacations, making these periods more challenging for job seekers. However, hiring can vary by industry and region, so staying proactive year-round is advisable.

What are the 3 C's of talent management?

The 3 C's of talent management are Competence, Commitment, and Culture. These elements help talent development managers ensure employees have the skills, motivation, and alignment with organizational values to perform effectively and grow within the company.

What are the 5 C's of talent?

The 5 C's of talent typically refer to Competence, Commitment, Character, Compatibility, and Contribution. These qualities are important for talent development managers when assessing and nurturing employees' potential and performance within an organization. Focusing on these areas helps ensure a well-rounded approach to talent management and leadership development.
More about Talent Development Manager jobs
What are the most commonly searched types of Talent Development jobs in California? The most popular types of Talent Development jobs in California are:
What are popular job titles related to Talent Development Manager jobs in California? For Talent Development Manager jobs in California, the most frequently searched job titles are:
What job categories do people searching Talent Development Manager jobs in California look for? The top searched job categories for Talent Development Manager jobs in California are:
What cities in California are hiring for Talent Development Manager jobs? Cities in California with the most Talent Development Manager job openings:
Talent Development Manager jobs near you
Talent Development Manager

Talent Development Manager

Friedman Williams

Los Angeles, CA • On-site

Other

Posted 19 days ago

Job description

Job Description Overview: The position will support this global Law Firm's transactional and litigation practice groups in the Los Angeles office. 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 Development Manager should be comfortable interacting with employees at all levels under pressure while remaining flexible, proactive, resourceful, and efficient, and should display a high level of professionalism.

Responsibilities: Get to know the practice group, its attorneys and administrative teams, deal flow, and clients. Work closely with partners to ensure that appropriate developmental and training messages are provided during associate performance evaluations, and participate in all evaluations to ensure consistent delivery. Be familiar with the associates' reviews, their matters, workloads, and professional development goals.

Work closely with the Staffing Partner(s) in coordinating the assignment of associates to ongoing and new matters. Suggest assignments based on the workload of the department and the developmental needs of the associate. Counsel associates on their career goals.

Work closely with the Training Partner(s) and the Professional Development team on the creation and implementation of a multi-tiered transactional training program and liaise with the Professional Development team Help develop and facilitate ad hoc events to foster greater cohesion and communication within the group. Manage onboarding of lateral and first-year associates and exit procedures for departing associates; conduct exit interviews. Other responsibilities as they are assigned from time to time.

Qualifications: JD Required. Four to eight years of law firm experience; relevant transactional experience strongly preferred. Must demonstrate strong interpersonal, presentation, communication, leadership, time management, and organizational skills.

Must be highly responsive to time-sensitive issues. The position requires flexibility with respect to working hours. In-person attendance on a hybrid schedule is expected.

If you are interested in this role, please send your resume to Jill Tomarken, jtomarken@friedmanwilliams.com. Thank you.

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