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Talent Development Manager Jobs in Colorado (NOW HIRING)

Provide

Business Devlopment Manager

Denver, CO · Hybrid

... talent gaps and drive long-term workforce success.Position SummaryThe Business Development Manager ... is responsible for acquiring, growing, and retaining client accounts in the manufacturing and ...

SugarAI

Manager, Sales Development

Denver, CO · On-site

Team Leadership & Talent Development * Lead, coach, and develop a team of Business Development ... Establish and manage KPIs, dashboards, scorecards, and reporting to provide visibility into team ...

Lockheed Martin

ILS Manager

Colorado Springs, CO · On-site

The role blends technical contribution, leadership, and talent development as you assist the team ... Integrated Logistics Management o Create, issue , and formally deliver Tech Orders through the CDRL ...

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Talent Development Manager information

See Colorado salary details

$62.6K

$101.6K

$143K

How much do talent development manager jobs pay per year?

As of Aug 11, 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?

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.

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 August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $101,629 per year, or $48.9 per hour.

Business Devlopment Manager

Provide

Denver, CO • Hybrid

Full-time

Re-posted 5 days ago

Job description

Job Description Business Development Manager - Staffing Provide Inc is a specialized recruiting and staffing firm focused exclusively on engineering, manufacturing, and supply chain professionals, offering both direct-hire and contract solutions to industrial clients. We are a nimble, flexible team that partners closely with operations and HR leaders to solve critical talent gaps and drive long-term workforce success.Position SummaryThe Business Development Manager is responsible for acquiring, growing, and retaining client accounts in the manufacturing and supply chain sector for our staffing and recruiting services. This role builds deep relationships with plant leaders, HR, and executives, turning our niche market expertise and on-staff engineering resources into concrete searches, contracts, and revenue.Key Responsibilities Prospect, qualify, and secure new manufacturing and supply chain clients through outbound outreach, networking, and industry events

Lead the full sales cycle: discovery, solution design, proposal, fee/markup negotiation, objection handling, and close. Develop a strong understanding of each client's operations, organizational structure, and talent needs to position Provide's direct-hire and contract staffing services. Partner with internal recruiters and on-staff engineers to scope roles accurately and translate client requirements into effective searches.

Drive execution of MSAs and SOWs, working with leadership to align commercial terms, margins, and guarantees that protect the firm. Maintain and expand relationships with existing accounts, increasing share of wallet, cross-selling additional roles, and securing repeat business. Track pipeline, activity, and forecasted revenue in the CRM/ATS, providing regular updates on opportunities, risks, and wins.

Monitor market trends in manufacturing and supply chain hiring and provide feedback to leadership on pricing, competition, and service offerings. Represent Provide professionally at client sites, plant tours, conferences, and industry events to elevate brand awareness and credibility.Qualifications 3-7 years of experience in staffing/recruiting sales, business development, or B2B solution selling; manufacturing or industrial services experience strongly preferred. Proven track record of meeting or exceeding new business and revenue targets in a quota-carrying role

Strong understanding of how manufacturing, engineering, and supply chain organizations operate (plants, distribution centers, OEMs, contract manufacturers, etc.). Ability to conduct consultative discovery conversations with operations leaders and HR, uncover pain points, and design staffing solutions. Excellent communication, presentation, and negotiation skills, with comfort speaking to supervisors through C-suite

Highly self-motivated, organized, and accountable, with the ability to manage a sales territory and pipeline with minimal supervision. Familiarity with ATS/CRM tools and basic reporting on activity, pipeline, and margin/revenue metrics.Performance Metrics New client meetings and qualified opportunities created per month. New MSAs/SOWs signed and new accounts opened per quarter

Revenue, gross margin, and number of filled roles generated from owned accounts. Client retention, repeat business, and expansion within existing accounts.LocationDenver, Colorado (hybrid/flexible arrangement)Reports ToPresident / CEO, Provide IncEmployment TypeFull-time, exempt.

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