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Talent Development Manager Jobs in Iowa (NOW HIRING)

bluelinx

Product Sales Manager

Davenport, IA · On-site

$108K - $135K/yr

Product Manager / Multifamily Business Development Manager BlueLinx - Quad Cities (Davenport/Milan ... To report any issues with this job posting, please contact talent@bluelinxco.com #LI-AH1

Coop FE

Regional Agronomy Sales Manager East

IA · On-site

Core Competencies Sales leadership and talent development • Business planning and execution • Customer relationship management • Strategic and system-based selling • Communication and ...

Coop FE

Regional Agronomy Sales Manager Central

IA · On-site

Core Competencies Sales leadership and talent development • Business planning and execution • Customer relationship management • Strategic and system-based selling • Communication and ...

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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 6, 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 Specialist

AGRIVISION EQUIPMENT GROUP LLC

Pacific Junction, IA • On-site

Other

Posted 25 days ago

Job description

Who We Are:
AgriVision Equipment Group and PrairieLand Partners (AVE PLP, LLC) is a joint venture between two of the top John Deere Dealerships in the United States. By joining forces, we continue to lead the charge in technology, innovation, and best-in-class service and support for our respective customers. Our purpose is to lead agriculture in rural America.
We credit our success to our knowledgeable, competitive, hardworking, and passionate employees that strive for excellence in everything they do. With over 100 years of experience in the agricultural industry we have a rich heritage, growth mindset, and entrepreneurial spirit. We live out our Guiding Principles of Integrity, Servant Leadership, Courageous Innovation, and Performance.
We are seeking driven, highly motivated, collaborative, and intellectually curious professionals who want to be part of cultivating the highest impact culture in the agriculture equipment industry. Previous experience and knowledge of large ag equipment or commercial/turf equipment is welcomed but not required. We can train with the right individual who is willing to work hard and make customers their #1 priority.
Look Forward. Adapt Often. Lead Always.
General Purpose:
This position plays a crucial role in attracting, identifying, and hiring top-tier talent to meet the organization's staffing needs. It is responsible for developing and implementing effective recruitment strategies, sourcing candidates through various channels, and ensuring a positive candidate experience throughout the hiring process.
Essential Functions:
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.
Talent Acquisition & Recruiting
  • Partner with leaders to identify workforce needs, establish hiring priorities, and develop recruitment strategies.
  • Manage the full-cycle recruitment process, including job postings, sourcing, screening, interviews, assessments, offers, and pre-employment onboarding.
  • Source and evaluate candidates through recruiting platforms, phone screens, Predictive Index assessments, and other selection tools.
  • Provide hiring managers with candidate recommendations and coaching on interviewing, selection, and recruiting best practices.
  • Ensure a professional and positive candidate experience throughout the hiring process.
  • Provide locations with recruiting resources and strategies to attract active and passive candidates.

Campus Recruiting & Workforce Development
  • Lead college and technical school recruiting initiatives to build long-term talent pipelines.
  • Develop and manage partnerships with colleges, high schools, workforce organizations, and industry partners.
  • Represent AVE-PLP at career fairs, classroom presentations, advisory boards, and industry events.
  • Identify opportunities to strengthen workforce development and recruiting partnerships.

Internship & Student Technician Programs
  • Develop, coordinate, and continuously improve internship and student technician programs across the organization.
  • Manage recruitment, onboarding, training, communication, events, evaluations, and program records.
  • Partner with leaders to provide students and interns with meaningful learning, coaching, and career development opportunities.
  • Monitor performance and engagement while identifying high-potential candidates for full-time employment.
  • Support successful transitions from student and internship programs into full-time careers.

Employer Branding & Community Engagement
  • Promote AVE-PLP as an employer of choice through recruiting campaigns, social media, employee success stories, and community outreach.
  • Partner with Marketing to strengthen employer branding and recruiting visibility.
  • Build relationships with schools, community organizations, and industry partners to support talent development and recruitment.

Recruiting Operations & Administration
  • Maintain accurate candidate, recruiting, and program records in the ATS and Paycom.
  • Coordinate interviews and ensure an efficient hiring process for candidates and hiring managers.
  • Track recruiting metrics, hiring activity, pipeline performance, and source effectiveness.
  • Prepare recruiting reports and recommend improvements to recruiting processes and candidate experience.
  • Ensure recruiting practices comply with company policies and applicable employment laws.

Knowledge, Skills, and Abilities:
  • Ability to consistently promote, support, work, and act in a manner in support of AVE-PLP' s Vision, Purpose, and Guiding Principles.
  • Ability to think strategically with a solutions approach.
  • Must be able to multi-task and excel in a fast-paced environment.
  • Must be able to travel within the trade region more than 50% of the workweek with occasional overnight stays.
  • Ability to use standard desktop load applications such as Microsoft Office and internet functions.

Education:
  • Bachelor's degree in Human Resources, Business Administration or Agricultural related field is preferred

Experience:
  • An equivalent combination of education and experience may be substituted on a year for year basis.
  • Excellent communication and interpersonal skills.
  • Familiarity with applicant tracking systems (ATS) and other recruitment software.
  • Proven experience as a Talent Acquisition Specialist or similar recruitment role.

Additional Requirements/Licenses/Certifications:
  • Must have reliable transportation.
  • Must have a valid driver's license.
  • Passing a driving record (MVR), criminal history background checks, employment verification, and drug screen is required prior to the start of employment.

Working Environment:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
  • Work is generally performed in a professional office environment.
  • The noise level in the work environment is usually moderate.
  • Work may involve extended hours and overtime during month-end and year-end processing, holidays, weekends, and evenings.

Physical Activities:
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.
  • This is largely a sedentary role; however, some filing is required; it would require the ability to reach for and lift files, open filing cabinets and bend or stand on a stool as necessary.
  • Ability to stand, sit, walk, walk on unpaved terrain, talk, reach with arms and hands, have good manual dexterity, use hands and fingers to operate a computer and telephone keyboard, handle or feel, hear alarms/telephones/normal speaking voice.
  • While performing the duties of this job, the employee is regularly required to talk or hear.
  • Moderate physical activity required by moving and positioning objects up to 50 pounds occasionally and/or up to 20 pounds frequently.
  • Specific vision abilities required by this job include close vision, distance vision, color vision, and ability to adjust focus.

AgriVision Equipment Group and PrairieLand Partners (AVE-PLP, LLC) is an Equal Opportunity Employer and does not discriminate against any person in any condition of employment based on race, color, creed, national origin, age, religion, disability, sex, sexual orientation, gender identity, gender expression, genetic information, marital status, or veteran status.

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