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Talent Development Manager Jobs in Georgia (NOW HIRING)

Lightera

Talent & Development Specialist

Norcross, GA · Hybrid

The Talent & Development Specialist is responsible for co-designing, implementing, delivering, and ... This role blends handson facilitation, program management, and LMS system ownership, turning ...

LIGHTERA

Talent & Development Specialist

Norcross, GA · On-site

The Talent & Development Specialist is responsible for co-designing, implementing, delivering, and ... This role blends hands-on facilitation, program management, and LMS system ownership, turning ...

IPA

Corporate Learning & Development Manager

Duluth, GA · On-site

$100K - $110K/yr

... its talent. Sitting within the HR team and partnering closely with HR Business Partners and ... development solutions. * Contribute to change management initiatives through targeted learning ...

IPA

Corporate Learning & Development Manager

Duluth, GA · On-site +1

... its talent. Sitting within the HR team and partnering closely with HR Business Partners and ... development solutions. * Contribute to change management initiatives through targeted learning ...

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All JobsTalent Development JobsTalent Development Manager JobsTalent Development Manager Jobs in Georgia

Talent Development Manager information

See Georgia salary details

$50.2K

$81.6K

$114.8K

How much do talent development manager jobs pay per year?

As of Jul 12, 2026, the average yearly pay for talent development manager in Georgia is $81,610.00, according to ZipRecruiter salary data. Most workers in this role earn between $72,200.00 and $91,200.00 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 Georgia? The most popular types of Talent Development jobs in Georgia are:
What are popular job titles related to Talent Development Manager jobs in Georgia? For Talent Development Manager jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Talent Development Manager jobs in Georgia look for? The top searched job categories for Talent Development Manager jobs in Georgia are:
What cities in Georgia are hiring for Talent Development Manager jobs? Cities in Georgia with the most Talent Development Manager job openings:
Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Georgia as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, 1% Temporary, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $81,610 per year, or $39.2 per hour.

Early Talent Development Manager

Cambridge Swinerton Builders

Atlanta, GA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 27 days ago

Job description

Job Description Summary:

The Early Talent Development Manager supports the region's talent recruiting, development, and retention efforts by aligning goals, objectives, and practices with management, Talent Acquisition, Marketing and Learning & Development teams to ensure a more significant and rich employee experience.

Job Description:

Position Responsibilities and Duties:

  • Work with Talent Acquisition team and local operations leadership to align regional hiring goals and objectives for talent needs
  • Spearhead regional recruiting efforts, supporting management, Talent Acquisition, and Marketing teams
  • Oversee execution of regional recruiting events and strategically participate in high impact events
  • Establish and prep assessment best practices for screening and interviewing candidates and other strategies to drive an excellent candidate experience
  • Partner with Sustainability Team and Operations Leaders to promote diversity, equity, inclusion, and belonging (DEIB) efforts within region
  • Support preboarding and onboarding efforts and logistics in partnership with Operations and Administrative managers
  • Facilitate new employee check-in meetings
  • Develop and implement annual summer intern program to provide fundamental training, regional consistency, and enhanced internship experience
  • Identify skill requirements and gaps for new hires and current employees, identify necessary training and discussion topics, and monitor employees' development to ensure continued opportunities for professional growth
  • Establish mentor-mentee relationships when needed
  • Coordinate with Operations Leadership to create, maintain, and update Intern rotation mapping log
  • Facilitate routine employee engagement check-in meetings, along with condition of satisfaction workshops to identify areas for improvement
  • Summarize findings and make recommendations to improve candidate and employee experiences thru qualitative and quantitative data
  • Conduct and analyze exit interview details to identify areas of opportunity for improvement, as well as strength points
  • Research industry and workforce trends to continuously evolve and elevate employee experience
  • Drive collaboration and communication to remove silos and facilitate idea sharing
  • Serve as liaison between junior and senior level leadership
  • Share data, insight, and feedback with Strategic Talent Partner to support leadership conversations around further
  • improvements of employee experience and culture
  • Travel as required, 20 - 30% of the time.
  • Complete other responsibilities as assigned

Skills or Experience Requirements:

  • 3-5 years in human resources or related field of work, with people-facing experience
  • 2-3 years leading and engaging with early career individuals preferred
  • College education or equivalent combination of education and work experience preferred
  • Ability to work independently
  • Excellent verbal and written communication skills
  • Excellent interpersonal and customer service skills
  • Excellent organizational skills and attention to detail
  • Passion for growth and development
  • Excellent time management skills with a proven ability to meet deadlines
  • Strong analytical and problem-solving skills
  • Proficient with Microsoft Office Suite or related software
  • Ability to travel 20-30% of the time

Summary of Benefits:

This role is eligible for the following benefits:medical, dental, vision, 401(k) with company matching, Employee Stock Ownership Program (ESOP), individual stock ownership, paid vacation, paid sick leave, paid holidays, bereavement leave, employee assistance program, pre-tax flexible spending accounts, basic term life insurance and AD&D, business travel accident insurance, short and long term disability, financial wellness coaching, educational assistance, Care.com membership, ClassPass fitness membership, and DashPass delivery membership. Voluntary benefits include additional term life insurance, long term care insurance, critical illness and accidental injury insurance, pet insurance, legal plan, identity theft protection, and other voluntary benefit options.

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