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Talent Development Manager Jobs in California (NOW HIRING)

JPL

Talent Development Specialist III

Pasadena, CA · On-site

As a Talent Development Specialist (Level 3) reporting to the Manager of Talent Development, you will build bridges between organizational development consulting and innovative technical learning ...

AIR Communities

Talent Development Specialist

Irvine, CA

$85K - $105K/yr

Manage classroom logistics and ensure smooth session execution * Assess learner understanding and reinforce key concepts * Coach learners and provide constructive feedback during and after sessions ...

AIR Communities

Talent Development Specialist

Irvine, CA · On-site

$85K - $105K/yr

Manage classroom logistics and ensure smooth session execution * Assess learner understanding and reinforce key concepts * Coach learners and provide constructive feedback during and after sessions ...

Equus

Talent Development Specialist

Laguna Hills, CA · On-site

Manages the day-to-day relationship with customers, addresses customer concerns promptly with an ... services or workforce development or an equivalent combination. Qualifications * Strong ...

AIR Communities

Talent Development Specialist

Irvine, CA · On-site

$85K - $105K/yr

Manage classroom logistics and ensure smooth session execution * Assess learner understanding and reinforce key concepts * Coach learners and provide constructive feedback during and after sessions ...

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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 Jun 15, 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 are the 5 C's of talent management?

The 5 C's of talent management are Competency, Commitment, Culture, Communication, and Coaching. These elements help Talent Development Managers assess and develop employees effectively, ensuring alignment with organizational goals and fostering growth. Understanding and applying these principles support strategic talent initiatives and leadership development.

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 oversees employee training, professional growth programs, and leadership development initiatives within an organization. They assess skill gaps, design learning strategies, and collaborate with HR to enhance workforce capabilities, often using tools like learning management systems. Their goal is to improve employee performance and support organizational objectives.

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 reduced budgets. Conversely, January and early spring often see increased hiring activity as organizations plan for the year and allocate training budgets, making these months more favorable for job seekers in this field.

What jobs pay $10,000 a month without a degree?

A Talent Development Manager typically earns less than $10,000 monthly without a degree, but roles such as sales managers, real estate brokers, or skilled trades like electricians and plumbers can reach or exceed this income level through experience and commissions. High-paying jobs often require specialized skills, certifications, or extensive experience rather than formal degrees alone.
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
Infographic showing various Talent Development Manager job openings in California as of June 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $95,385 per year, or $45.9 per hour.
Talent Development Specialist III

Talent Development Specialist III

JPL

Pasadena, CA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 15 days ago

Job description

Job Details
New ideas are all around us, but only a few will change the world. That's our focus at JPL. We ask the biggest questions, then search the universe for answers-literally. We build upon ideas that have guided generations, then share our discoveries to inspire generations to come. Your mission-your opportunity-is to seek out the answers that bring us one step closer. If you're driven to discover, create, and inspire something that lasts a lifetime and beyond, you're ready for JPL.
Located in Pasadena, California, JPL has a campus-like environment situated on 177 acres in the foothills of the San Gabriel Mountains and offers a work environment unlike any other: we inspire passion, foster innovation, build collaboration, and reward excellence.
Overview: As a Talent Development Specialist (Level 3) reporting to the Manager of Talent Development, you will build bridges between organizational development consulting and innovative technical learning solutions. This role is designed for a professional who can consult on organizational needs while designing, developing, and implementing modern, user-centric learning experiences for a highly technical workforce. The Talent Development Specialist (Level 3) will partner with HR Business Partners (HRBP), Business Managers, and line and project managers to implement both small and large initiatives and provide organizational development support.
Responsibilities:
Organizational Consulting
  • Strategic Partner: Serve as a key consultant to assigned business partners, provide thought leadership to expand learning experiences and improve team performance.
  • Change Management & Performance: Partner with HR Business Partners HRBPs to facilitate learning experiences, programs, workshops and/or activities that align with business and team needs.
  • Talent Development: Areas of responsibility can include mentoring, team effectiveness, teambuilding, leadership and professional development.

Learning Experience Design & Delivery
  • End-to-End Development: Use a framework for instructional design (Analyze, Design, Develop, Implement Evaluation: ADDIE) and design thinking methodologies to translate complex business problems into measurable learning solutions.
  • Hybrid Innovation: Design and deliver asynchronous and synchronous content, including eLearning, videos, virtual instructor-led training, in-person instructor-led training, and simulations for a hybrid environment.
  • Technical Curriculum: Lead the creation of innovative curricula for strategic technical roles and priorities.
  • Continuous Improvement: Perform user evaluations to identify behavioral trends and incorporate feedback for the maintenance or retirement of learning products.

Qualifications:
  • Bachelor's Degree: Organizational Development, Instructional Design, Adult Learning, or related field with a minimum of 6 years of experience.
  • Master's Degree: Related field with a minimum of 4 years of experience.
  • Specific Expertise: Minimum of 4 years in Instructional Design/Curriculum Development and 4 years in course/workshop facilitation.
  • Effective communication skills with the ability to handle challenging situations/clients.
  • Collaboration: Proven ability to work effectively with others across JPL to achieve shared goals combining interpersonal skills with a commitment to collective success.
  • Facilitation: Excellent presentation skills; skilled in coaching, listening, and leading collaborative workshops.
  • Influence: Proven ability to collaborate and build relationships across all levels of a technical organization.
  • Authoring Tools / Platforms: Proficiency in Articulate Rise, Adobe Captivate, Camtasia, Degreed, Learning Management System proficiency, LinkedIn Learning, and Microsoft Teams.
  • Design: Knowledge of Adult Learning Theory (e.g., ADDIE) and Cognitive Behaviors.
  • Agility: The ability to flex to rapid shifts in work expectations.

Preferred Skills
  • Certification in Crucial Conversations, Extraordinary Leader 360, DiSC (or another Meyers-Briggs Type Inventory)

JPL has a catalog of benefits and perks that span from the traditional to the unique. This includes a variety of health, dental, vision, wellbeing, and retirement plans, paid time off, learning, rideshare, childcare, flexible schedule, parental leave and many more. Our focus is on work-life balance, and living healthy, fulfilling lives as we Dare Mighty Things Together. For benefits eligible positions, benefits are effective the first day of the month coincident with or immediately following the employee's start date.
For further benefits information click Benefits and Perks
The hiring range displayed below is specifically for those who will work in or reside in the location listed. In extending an offer, Jet Propulsion Laboratory considers factors including, but not limited to, the candidate's job related skills, experience, knowledge, and relevant education/training.
The typical full time equivalent annual hiring range for this job in Pasadena, California.
$96,304 - $123,344
JPL is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to sex, race, color, religion, national origin, citizenship, ancestry, age, marital status, physical or mental disability, medical condition, genetic information, pregnancy or perceived pregnancy, gender, gender identity, gender expression, sexual orientation, protected military or veteran status or any other characteristic or condition protected by Federal, state or local law.
In addition, JPL is a VEVRAA Federal Contractor.
EEO is the Law.
EEO is the Law Supplement
Pay Transparency Nondiscrimination Provision
The Jet Propulsion Laboratory is a federal facility. Due to rules imposed by NASA, JPL will not accept applications from citizens of designated countries or those born in a designated country unless they are U.S. Citizens, Legal Permanent Residents of the U.S or have other protected status under 8 U.S.C. 1324b(a)(3). The Designated Countries List is available here.

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