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Talent Development Manager Jobs in Indiana (NOW HIRING)

FIRST INTERNET BANK

Talent Specialist

Fishers, IN · On-site

Your role partners closely with the Manager, Talent, hiring leaders, and HR Business Partner to ... Strong interest in early career talent development and workforce strategy. * Experience with HR ...

Astrix Inc

R&D Manager

Columbus, IN · On-site

$90K - $100K/yr

Shape projects, mentor talent, and push the boundaries of product and process innovation. Salary ... Lead R&D projects from idea to implementation. * Supervise and mentor chemists or lab technicians.

Astrix Inc

R&D Manager

Columbus, IN · On-site

$90K - $100K/yr

Shape projects, mentor talent, and push the boundaries of product and process innovation. Salary ... Lead R&D projects from idea to implementation. * Supervise and mentor chemists or lab technicians.

Elanco

Talent Learning Systems Manager

Indianapolis, IN · Hybrid

Partnering closely with the Talent Development & functional learning teams, IT and Quality to translate strategic goals into robust system solutions, you will manage critical vendor relationships and ...

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Talent Development Manager information

See Indiana salary details

$56.6K

$92K

$129.4K

How much do talent development manager jobs pay per year?

As of Jun 30, 2026, the average yearly pay for talent development manager in Indiana is $91,969.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,400.00 and $102,800.00 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 Indiana? The most popular types of Talent Development jobs in Indiana are:
What are popular job titles related to Talent Development Manager jobs in Indiana? For Talent Development Manager jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Talent Development Manager jobs in Indiana look for? The top searched job categories for Talent Development Manager jobs in Indiana are:
What cities in Indiana are hiring for Talent Development Manager jobs? Cities in Indiana with the most Talent Development Manager job openings:
Talent Development Manager jobs near you
Talent Specialist

Talent Specialist

FIRST INTERNET BANK

Fishers, IN • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 11 days ago

Key responsibilities

  • Lead and coordinate full-cycle recruitment for early talent programs including internships, fellowships, and apprenticeships, while providing requisition support for other roles as needed.

  • Build and sustain talent pipelines through campus engagement, career fairs, networking events, digital sourcing, and community partnerships.

  • Manage candidate experience activities including screening, interview coordination, communication, and onboarding support.

Job description

About the Position:
As the Talent Specialist, you will play a key role in supporting the organization's talent pipeline, with a focus on early career programs including internships, fellowships, and apprenticeships. Your role partners closely with the Manager, Talent, hiring leaders, and HR Business Partner to execute recruitment strategies, coordinate talent priorities with broader people initiatives, and deliver an exceptional candidate and employee experience. In addition to recruitment responsibilities, your role supports workforce planning efforts to assess evolving business needs and the impact of emerging technologies on talent strategy.
What You Will Do:
  • Lead and coordinate full-cycle recruitment for early talent programs, including internships, fellowships, and apprenticeships, while providing requisition support for other roles as business needs require.
  • Partner with the Manager, Talent, hiring leaders, and HR Business Partner to align recruiting activity, workforce planning, and people priorities with business goals and broader HR strategies.
  • Build and sustain talent pipelines through campus engagement, career fairs, networking events, digital sourcing, and community partnerships, with an emphasis on attracting diverse early career talent.
  • Manage candidate experience activities including screening, interview coordination, communication, and onboarding support to ensure a professional and engaging process.
  • Support workforce analysis and reporting by identifying talent needs, skill gaps, hiring trends, and other insights that inform recruiting and organizational decisions.
  • Drive continuous improvement in recruiting and HR processes by streamlining workflows, reducing manual effort, and supporting the responsible use of AI and automation tools in alignment with organizational guidelines.
  • Maintain strict confidentiality and exercise sound judgment when handling compensation data, employee information, and other sensitive or proprietary matters.
  • Conduct training with hiring managers on hiring practices, recruiting processes, and interview expectations to promote consistency, compliance, and effective hiring decisions.
  • Send regular updates to hiring managers and leadership on the status of requisitions, candidate pipelines, and key milestones to support visibility and timely decision-making.
  • Support and guide leaders across lines of business on a broad range of people-related matters, serving as a liaison to connect business needs with appropriate HR and organizational resources, in partnership with the HR Business Partner.
  • Provide broader HR support through compliance activities, employee changes, manager guidance, employee relations support, and other projects or duties as assigned.

What We're Looking For:
  • A minimum of one year of experience in talent acquisition, recruitment, or a related HR function.
  • Bachelor's degree in communications, human resources, business, or related field required.
  • Strong interest in early career talent development and workforce strategy.
  • Experience with HR systems or applicant tracking systems (ATS) preferred.
  • Strong communication and interpersonal skills, with ability to engage diverse audiences.
  • Ability to manage multiple priorities in a fast-paced environment while remaining detail-oriented.
  • Valid driver's license and proof of insurance required.
  • Demonstrated ability to handle confidential and sensitive information with discretion.

Working Conditions/Demands:
  • Professional office setting.
  • Primarily sedentary position requiring long periods of time working at a computer.
  • Must be able to move throughout the office and buildings to obtain or relay information.
  • Must be able to perform the essential functions of the position with or without reasonable accommodation.

Who Are We?
We're not just another bank and we're not looking for just another employee. Since 1999, First Internet Bank has been dedicated to finding a better way to bank and doing things that have never been done before. Yes, we really were the first state-charted, FDIC insured bank to operate entirely online and we have been leading the way ever since.
We seek the game changers, the innovators...those who challenge the status quo because change really is the only constant. Ready to join a team of imaginative, driven individuals like you? It's your career, you deserve to imagine more. Keep reading, we think you will like you what see.
Why Join Us?
At First Internet Bank, our workplace is built around people. Guided by four core competencies-Collaborate to Win, Adapt with Agility, Decide for Impact, and Put People First-we've created an environment where individuals feel empowered, supported, and inspired to do their best work. This commitment to collaboration and growth has earned meaningful recognition, including being named a Top Workplace multiple times and one of the Best Banks to Work For. We're proud of these honors because they reflect what matters most to us: our team.
This culture comes to life at our 175,000-square-foot headquarters in downtown Fishers, designed with our people in mind. Inside, you'll find thoughtfully designed workspaces, an onsite fitness center and The Backyard, our 18,000-square-foot open-air deck with fire pits, covered pergolas, a waterfall, and plenty of greenery for stepping away and recharging. Add free snacks, soft drinks, beer on tap, unlimited volunteer time off, continuous education opportunities for development and regular team events, and you'll find plenty of ways we support connection and a great workday.
Our benefits package includes the following and so much more:
  • Medical, Dental, and Vision Insurance for Full-Time employees - Eligibility begins on day one of employment
  • 401(k) Retirement Plan with Generous Match for Full-Time and Part-Time employees - Eligibility begins on day one of employment
  • Professional Development Reimbursement
  • At Least 3 Weeks Paid Vacation Annually - For New Employees, Paid Vacation is Adjusted Based on Start Date
  • Eleven Paid Holidays
  • Paid Volunteer Time
  • Annual First Internet Bank-branded merchandise allowance

Equal Opportunity Employer - Women, Minorities, Veterans and Individuals with Disabilities
If you are a California resident, you may be entitled to certain rights regarding your personal information. Additional information about our data collection practices and location specific notices is available on our privacy policy. Click here to read more.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c). Click here to read more.

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