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Talent Development Manager Jobs in Colorado (NOW HIRING)

Loenbro

Workforce Development Manager

Westminster, CO · On-site

Learning and Development Location: West Region (Colorado) Reports to: Director of Workforce ... Talent Assessment & Craft Credentialing * Manage a team of Assessors responsible for evaluating all ...

RedPeak

Manager, Talent and Culture

Denver, CO · On-site

$85K - $100K/yr

The Manager, Talent and Culture plays a critical role in fueling engagement by ensuring effective ... Partner with external providers and local institutions to expand development opportunities ...

Pwc

Corporate Development - Manager

Denver, CO

$73K - $244K/yr

As a Manager, Corporate Development, you will play a key role in shaping the strategic growth of ... talent pool. You will work closely with service line leaders, partners, and executive leadership to ...

Atlas OT

Business Development Manager

Englewood, CO · Hybrid

$95K - $125K/yr

As a Business Development Manager, you will be working across industries to provide outstanding ... We hire and recruit top notch talent so you are surrounded by people that are driven, intelligent ...

Ap

Business Development Manager

Aurora, CO · On-site

... talent. Adolfson and Peterson Construction is currently hiring for a Client Manager / Business ... Engage best practices in development and use of CRM with the goal of improving business ...

New

Chick-fil-A

Talent Director

Centennial, CO · On-site

$25 - $27/hr

Talent Director Position Overview At Chick-fil-A Streets at SouthGlenn, we are committed to being ... Managers to ensure consistent execution of training standards Team Member Development * Build ...

Chick-fil-A

Talent Director

Littleton, CO

$25 - $27/hr

Talent Director Position Overview At Chick-fil-A Streets at SouthGlenn, we are committed to being ... Managers to ensure consistent execution of training standards Team Member Development * Build ...

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$62.6K

$101.6K

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How much do talent development manager jobs pay per year?

As of Jun 10, 2026, the average yearly pay for talent development manager in Colorado is $101,629.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,900.00 and $113,600.00 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 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.
More about Talent Development Manager jobs
What are the most commonly searched types of Talent Development jobs in Colorado? The most popular types of Talent Development jobs in Colorado are:
What are popular job titles related to Talent Development Manager jobs in Colorado? For Talent Development Manager jobs in Colorado, the most frequently searched job titles are:
What job categories do people searching Talent Development Manager jobs in Colorado look for? The top searched job categories for Talent Development Manager jobs in Colorado are:
What cities in Colorado are hiring for Talent Development Manager jobs? Cities in Colorado with the most Talent Development Manager job openings:
Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Colorado 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 $101,629 per year, or $48.9 per hour.
Talent Development Specialist

Talent Development Specialist

SSR Mining, Inc.

Denver, CO • On-site

$80K - $95K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 21 days ago

Job description

Who Are We?
SSR Mining Inc. is an intermediate gold company with five producing assets located in the USA, Turkey, Canada, and Argentina, combined with a global pipeline of high-quality development and exploration assets in the USA, Turkey, and Canada.
SSR's commitment to safety, collaboration, and excellence allows us to continue building upon our already strong foundation. With an industry-leading pipeline of projects, strong financial positioning, and talented employees, we look forward to our bright future!
Job Description:
SSR Mining is committed to delivering excellence through the contributions of our dedicated employees. With an industry-leading pipeline of projects, strong financial positioning, and talented employees, we aim to continue building on our strong foundation - we have high expectations for the future!
This position is a part of the Human Resources team and supports the design, delivery, and continuous improvement of talent and performance programs and resources. Reporting to the Talent Development Manager, this role executes moderately complex work that directly supports company objectives, including learning content development, learning system administration, performance and talent cycle enablement, and reporting/insights. The role partners with HR, HRIS, and site stakeholders to deliver consistent, scalable learning experiences and practical tools that improve employee and leader effectiveness.
The Day-To-Day:
LMS Support & Coordination
  • Coordinate with operational stakeholders to gather and review learning content, align materials to global structure and standards, and support overall corporate governance of operational training.
  • Advise on operational training strategy and improvements
  • Support LMS integration activities, including content migration, validation, and cleanup.
  • Partner with HRIS to test and validate new functionality, updates, and reporting needs.
  • Troubleshoot user issues and respond to site questions related to learning access, navigation, and enrollments; escalate system defects as needed.
  • Manage allocation and tracking of Learning licenses across sites and employee populations.

Instructional Design
  • Support development, maintenance, and updates of global learning content and resources, including: eLearning modules, Facilitator guides, Learner materials and toolkits for various enterprise learning initiatives.
  • Maintain and update training resources supporting performance and talent cycles.
  • Apply adult learning principles and instructional design standards to ensure quality, consistency, and a strong learner experience.
  • Support evaluation of learning and training effectiveness through reporting, learner feedback, participation data, and stakeholder input to identify opportunities for continuous improvement.

Performance & Talent Cycle Execution
  • Support execution of assigned performance and talent cycle activities, including testing process templates, tracking completion, and maintaining resources.
  • Create tools to support leader effectiveness (e.g., coaching conversation guides, feedback frameworks, and development discussion resources).
  • Assist with preparation of dashboards, summaries, and reporting materials for HR and leadership stakeholders.

Is This You?
  • Basic knowledge of E-learning design software (Articulate 360)
  • Workday Learning required
  • Proficient in Microsoft Office 365 (Word, Excel, Outlook and PowerPoint as well web-based collaborative tools such as SharePoint, Teams etc.)
  • Bachelor's degree in a related discipline plus 2+ years related experience OR 5 years professional experience in a directly related role
  • Proficiency in building and maintaining good working relationships with subject matter experts and key stakeholders
  • Strong critical thinking and analysis skills required
  • Strong attention to detail
  • Excellent interpersonal skills
  • Strong verbal and written communication skills
  • Ability to work on multiple projects, shift priorities, and meet aggressive timelines
  • Experience in multinational/global organization content development

For applicants residing in CO, the salary range for this role is from $80,000-$95,000. Benefits: 401(k); medical/dental/vision insurance; employee share purchase plan, PTO, and STI.
SSR Mining Inc. is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
Employment Equity:
At SSR Mining - Seabee Gold Operation, we are dedicated to developing a talented and diverse workforce that reflects the communities where we operate. We actively promote employment equity and invite applicants to voluntarily indicate if they belong to a designated group during the hiring process. Employment equity is not about quotas or hiring individuals who are not qualified. Rather, it aims to broaden the pool of qualified candidates - including women, Indigenous peoples, visible minorities, and individuals with disabilities - and to eliminate barriers that may hinder their full participation in the workforce.
Women:
This describes a person who self identifies a woman. The definition recognizes that gender is a self-identification that does not necessarily match the sex of an individual.
Aboriginal People:
As per the definition contained in the Canadian Employment Equity Act, Aboriginal Peoples, refers to persons who are Indian, Inuit or Métis.
Persons with Disabilities:
Examples include, but are not limited to:
  • Blindness or visual impairment (unable to see or having difficulty seeing, glaucoma; however, this does not include persons who can see well with glasses or contact lenses)
  • Co-ordination or dexterity impairment (difficulty using hands or arms, for example, grasping or handling tools or using a keyboard)
  • Deafness or hearing impairment (unable to hear or having difficulty hearing)
  • Mobility impairment (difficulty moving around, walking long distances or difficulty moving using stairs)
  • Speech impairment (unable to speak or difficulty speaking and being understood)
  • Other disabilities (e.g., learning disabilities, developmental disabilities and all other types of disabilities)

Members of Visible Minorities:
Examples include, but are not limited to:
  • Non-white Latin American (including Indigenous people from Central and South America)
  • Black
  • East Asian (e.g., Chinese, Japanese, Korean)
  • South Asian/East Indian (e.g., Indian, Pakistani, Bangladeshi, or East Indian from Guyana, Trinidad or East Africa)
  • Southeast Asian (e.g., Burmese, Cambodian, Filipino, Laotian, Thai, Vietnamese)
  • Non-white West Asian, North African or Arab (e.g., Iranian, Lebanese, Egyptian, Libyan)
  • People of mixed origin (e.g. with one parent member of a visible minority group)

The information you are asked to provide is essential for Seabee Gold Operation to comply with the requirements of the Federal Contractors Legislation, and in helping Seabee Gold Operation identify and address workplace barriers by developing employment equity programs and policies. Although participation in completing this survey is voluntary, it is important for us to obtain the most accurate representation of our current workforce.
The information you provide will be kept CONFIDENTIAL and will be used to compile an overview of Seabee Gold Operation's workforce for government compliance purposes. In addition, the summarized results will be used to determine the distribution of designated group members in our workforce, analyze the current results, and track future progress in achieving a representative workforce. This information will not be placed in your employee files.

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