ZipRecruiter

Log In

1

Talent Development Manager Jobs in Iowa (NOW HIRING)

Loenbro

Workforce Development Manager

Cedar Rapids, IA · On-site

Talent Assessment & Craft Credentialing * Manage a team of Assessors responsible for evaluating all ... Team Leadership & Development * Directly manage a regional team of 6-15 Craft Trainers and ...

Loenbro

Workforce Development Manager

Cedar Rapids, IA · On-site

Talent Assessment & Craft Credentialing * Manage a team of Assessors responsible for evaluating all ... Team Leadership & Development * Directly manage a regional team of 6-15 Craft Trainers and ...

next page

Showing results 1-20

All JobsTalent Development JobsTalent Development Manager JobsTalent Development Manager Jobs in Iowa

Talent Development Manager information

See Iowa salary details

$55.9K

$90.8K

$127.7K

How much do talent development manager jobs pay per year?

As of Sep 5, 2026, the average yearly pay for talent development manager in Iowa is $90,780.00, according to ZipRecruiter salary data. Most workers in this role earn between $80,300.00 and $101,400.00 per year, depending on experience, location, and employer.

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 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.

More about Talent Development Manager jobs

What are the most commonly searched types of Talent Development jobs in Iowa?

The most popular types of Talent Development jobs in Iowa are:

What are popular job titles related to Talent Development Manager jobs in Iowa?

For Talent Development Manager jobs in Iowa, the most frequently searched job titles are:

What job categories do people searching Talent Development Manager jobs in Iowa look for?

The top searched job categories for Talent Development Manager jobs in Iowa are:

What cities in Iowa are hiring for Talent Development Manager jobs?

Cities in Iowa with the most Talent Development Manager job openings:

Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Iowa as of August 2026, with employment types broken down into 2% As Needed, 81% Full Time, 15% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $90,780 per year, or $43.6 per hour.

Talent Acquisition & Development Manager

Precision Inc

Pella, IA • On-site

Full-time

Posted 5 days ago

Job description

Job Title: Talent Acquisition & Development Manager 

Division: Precision, Pulley, & Idler (PPI)

FLSA: Exempt 

Grade: N/A

Job Status: Full-Time 

Travel Required:  up to 25%  

Revision Date: August 2026

Reports To: VP of HR 


PURPOSE OF POSITION

A Talent Acquisition & Development Manager plays a critical role in shaping, nurturing, and promoting a positive organizational culture. This role combines strategic oversight of culture-building initiatives, employee development, recruiting, and training to ensure the company’s values, mission, and objectives are reflected in its workforce.


ESSENTIAL DUTIES AND RESPONSIBILITIES

The following duties are normal for this position. These are not to be construed as exclusive or all inclusive. Other duties may be required and assigned.

More specifically, the person will:

  • Define and Promote Organizational Culture:
    • Develop and communicate a clear and compelling vision for the company’s culture.
    • Lead efforts to integrate the organization’s core values and behaviors into all business operations.
  • Recruiting and Talent Acquisition:
    • Lead efforts to attract and hire talent that aligns with the company’s culture and values.
    • Develop cultural fit criteria to guide recruitment strategies and interview processes.
    • Partner with hiring managers to ensure a consistent and culturally aligned hiring experience.
    • Promote the company culture during onboarding and recruitment events to create awareness among potential candidates.
  • Employee Engagement and Retention:
    • Design and implement programs to enhance employee engagement, morale, and productivity.
    • Develop initiatives to improve employee retention and reduce turnover by fostering a positive and inclusive company culture.
  • Employee Development:
    • Design and implement training programs that reinforce cultural values and leadership development.
    • Develop and deliver programs to cultivate leadership qualities that support the company’s cultural vision.
  • Training and Professional Development:
    • Develop training programs focused on skill development, leadership growth, and cultural competence.
    • Provide ongoing training for employees and managers on topics such as communication, teamwork, diversity, and cultural awareness.
    • Encourage continuous learning by offering resources and support for professional development and career progression.
  • Organizational Change Management:
    • Support change management efforts to maintain a stable and supportive work environment through transitions.
  • Diversity, Equity, and Inclusion (DEI):
    • Implement programs that promote diversity, equity, and inclusion, both in hiring practices and within day-to-day company operations.
  • Metrics and Reporting:
    • Track the success of cultural initiatives using key performance indicators (KPIs), surveys, and feedback mechanisms.
  • Collaboration with Other Departments:
    • Partner with HR, marketing, and communications teams to ensure cultural consistency across recruitment, onboarding, and internal communications.
    • Ensure cultural alignment in all aspects of employee experience, including performance reviews, employee benefits, and corporate events.

 

QUALIFICATIONS 

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  • Prior experience leading or participating in large-scale organizational change initiatives.
  • Strong interpersonal and communication skills with the ability to influence and inspire employees at all levels.
  • Proven ability to integrate culture into talent acquisition and onboarding strategies.
  • Experience designing and delivering training programs for employee development.
  • Strong understanding of organizational culture, leadership development, and change management.
  • Knowledge of diversity and inclusion best practices and strategies.

 

EDUCATION – EXPERIENCE – COMPUTER SKILLS 

  • Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field and;
  • 3-5 years of experience in HR, Organizational Development, Recruitment, or Training, with a focus on cultural alignment.


TRAINING – CERTIFICATIONS – LICENSES 

  • Certifications in HR or organizational development (e.g., SHRM-CP, PHR, or similar).
  • Familiarity with Learning Management Systems (LMS) or other training platforms.
  • Driver License required


COMPETENCIES

To perform this position successfully, individual should demonstrate the following work competencies:

  • Safety and Security - Observes safety and security procedures; Uses equipment properly.
  • Problem Solving - Identifies and resolves issues in a timely manner.
  • Communication Skills – Speaks clearly, listens and receives clarification, respond to questions.
  • Dependability - Follows instructions, responds to management direction, and takes responsibility.
  • Quality Assurance - Demonstrates accuracy and thoroughness.
  • Ethics/Professionalism – Must treat people with respect; Works ethically and with integrity.
  • Organizational Support - Follows policies and procedures. 
  • Judgment - Exhibit’s sound and accurate judgment.


PHYSICAL DEMANDS 

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this position, the employee:

  • Must be able to frequently stoop/bend.
  • Must be able to regularly use hands and arms.
  • Must be able to regularly stand and walk. 
  • Must be able to occasionally lift and/or move up to 25 pounds. 
  • Specific vision abilities required by this job include close, distance, color, and peripheral vision.
  • Specific hearing abilities required for this job include the ability to hear customers and hear instructions from others.
  • Must be able to travel by vehicle or plane up to 50% of the workday – Travel as needed

 

ENVIRONMENTAL ADAPTABILITY

  • The noise level in the work environment is usually QUIET.
  • Steel-toed shoes, safety glasses, and ear plugs are required in production areas and where posted.


Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Precision, Inc. is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, The Employer will provide reasonable accommodations to qualified individuals with disabilities and encourages prospective employees and incumbents to discuss potential accommodations with Precision, Inc.