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Talent Development Manager Jobs in Iowa (NOW HIRING)

Mc Donald

Talent Acquisition Specialist

Dubuque, IA · On-site

Function as an advisor and partner to senior leadership, hiring managers, and human resources to ... Implement recruitment strategies , with an emphasis on talent pipeline development. Create and ...

The Children's Place

Excellent customer engagement, talent development, visual presentation, and operational skills Must ... Excellent time management, planning, and organization skills Must be fiscally responsible ...

Relativity

HR Business Partner

Des Moines, IA · Hybrid

$90K - $136K/yr

Provide HR support to management,including performance management, talent development, employee relations, investigations,compensation analysisandproblem solving. * Collaborate with leaders to ...

Mariner Finance

Wealth Advisor

West Des Moines, IA · Hybrid

Demonstrated talent development experience, training new staff, mentoring interns, etc. * Excellent organizational and time management skills in a high energy environment to manage multiple ...

Mariner

Wealth Advisor

West Des Moines, IA · On-site

$70K - $125K/yr

Demonstrated talent development experience, training new staff, mentoring interns, etc. * Excellent organizational and time management skills in a high energy environment to manage multiple ...

Citi Trends

Store Manager

Des Moines, IA

Hiring, Recruiting & Talent Development * Sales & Profit Performance Management * Operational Excellence & Compliance * Customer-Focused Execution * Time Management & Prioritization * Adaptability in ...

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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 Jun 9, 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 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 designing, implementing, and overseeing programs that help employees grow professionally within an organization. They assess training needs, create development plans, and facilitate learning initiatives to improve employee skills, performance, and engagement. Their work ensures that the workforce is continuously developing and aligned with the company’s goals, often collaborating with HR and leadership to identify talent gaps and succession planning needs.
More about Talent Development Manager jobs
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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:
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Talent Development Manager jobs near you
3rd shift Department Manager - Pella, IA

3rd shift Department Manager - Pella, IA

Pella Corporation

Pella, IA

Full-time

Medical, Dental, Retirement

Posted 18 days ago

Pella rating

7.7

Company rating: 7.7 out of 10

Based on 129 frontline employees who took The Breakroom Quiz

186th of 516 rated manufacturers

Job description

Department Manager - 2nd shift

Pella, Iowa

Relocation package available

Are you a servant leader looking to coach, mentor, and grow a team of dedicated employees to meet company goals? Are you looking to make a direct impact on an organization and launch your career in a leadership role? If so, we're hiring a Department Manager at Pella Corporation in Pella, Iowa to drive continuous improvement and provide training, guidance, and support for our team. Come do the work you're most proud of at Pella Corporation!

Compensation:

  • Competitive salary plus a bonus opportunity
  • Full benefits package including Medical, Dental, and 401k profit sharing

In this job you will:

  • Directly manage 30 - 40 hourly employees
  • Work on the 2nd shift - Monday - Thursday 3:30 PM - 2:10 AM
  • Responsible for your department's safety, quality, and productivity
  • Maintain budget for labor efficiencies in department
  • Champion continuous improvement in the department (Kaizen, Lean Manufacturing)
  • Reward and follow corrective action guidelines as needed with employees
  • Interview, hire, train, and develop employees

The ideal Production Department Manager will meet the following qualifications:

  • Associate's/Bachelor's degree and/or 2-5 years of relevant experience
  • Team player with demonstrated leadership skills
  • Excellent verbal and written skills; Bilingual (English/Spanish) a plus
  • Passion and the ability to motivate others
  • Strong organizational and time management skills
  • Experience in lean manufacturing and continuous improvement a plus

About Pella Corporation


As the #1 most-preferred national window and door brand by homeowners across the country, Pella Corporation leads the industry in innovation and design. Founded in 1925, today the Pella Family of Brands encompasses a robust product offering sold and installed through various channels. We are a growing, privately owned company with 20 manufacturing locations and over 10,000 team members in the U.S. and Canada. Pella is consistently recognized as a great place to work by Newsweek, Forbes and Glassdoor, having most recently been named to America's Greatest Workplaces for Diversity by Newsweek in 2024. We have also received numerous accolades for innovation and design, including Fast Company's Most Innovative Manufacturers for 2022 and 2023.


At Pella, our team cares deeply, learns continuously and achieves results that go beyond. We encourage creative thinking that seeks out and includes diverse perspectives. And we empower you to do the work you're most proud of- that's why we offer individualized talent development plans, cross-functional experiences and opportunities for career advancement through personal and professional development.


With talent just like you, we are imagining, building and fighting for a brighter future for generations to come. Ready to find a career that sparks your passion?

About Pella Corporation

As the #1 most-preferred national window and door brand by homeowners across the country, Pella Corporation leads the industry in innovation and design. Founded in 1925, today the Pella Family of Brands encompasses a robust product offering sold and installed through various channels. We are a growing, privately owned company with 20 manufacturing locations and over 10,000 team members in the U.S. and Canada. Pella is consistently recognized as a great place to work by Newsweek, Forbes and Glassdoor, having most recently been named to America's Greatest Workplaces for Diversity by Newsweek in 2024, as well as Forbes' 2024 Best Employers for Women and Best-In-State Employer in Iowa. We have also received numerous accolades for innovation and design, including Fast Company's Best Workplaces for Innovators in 2024 and Most Innovative Manufacturers for 2022 and 2023.

At Pella, our team cares deeply, learns continuously and achieves results that go beyond. We encourage creative thinking that seeks out and includes diverse perspectives. And we empower you to do the work you're most proud of - that's why we offer individualized talent development plans, cross-functional experiences and opportunities for career advancement through personal and professional development.

With talent just like you, we are imagining, building and fighting for a brighter future for generations to come. Ready to find a career that sparks your passion?

CONDITION OF EMPLOYMENT:

Pella Corporation is committed to workforce diversity. Pella is a Tobacco-Free Work Environment.  Pella participates in E- Verify.  Pella will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee's Form I-9 to confirm work authorization.

EQUAL EMPLOYMENT OPPORTUNITY:

Pella Corporation provides a working environment free of discrimination and harassment.  Pella Corporation treats all persons equally, regardless of race, color, sex, religion, national origin, age or disability, as each is protected under federal law. A number of states in which Pella operates have laws protecting classifications of Team Members not necessarily protected under federal law. Therefore, Pella also treats all persons equally, regardless of political affiliation and belief, pregnancy, national origin, age, creed, marital status, military status, sexual orientation, mental disorder, veteran status, ancestry or handicap as each category is protected under a municipal ordinance or state law.

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.
 
EDUCATION and/or EXPERIENCE
Bachelor's degree (B. A.) from four-year college or university; or one to two years related experience and/or training; or equivalent combination of education and experience.
 
LANGUAGE SKILLS
Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations.  Ability to write reports, business correspondence, and procedure manuals.  Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
 
MATHEMATICAL SKILLS
Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals.  Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.
 
REASONING ABILITY
Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.
 
COMPUTER SKILLS
Word, Excel and Power Point.
 
CERTIFICATES, LICENSES, REGISTRATIONS
None required.
 
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 job, the employee is regularly required to stand, walk, and talk or hear.  The employee is occasionally required to sit; use hands to finger, handle, or feel; reach with hands and arms; climb or balance; and stoop, kneel, crouch, or crawl.  The employee must occasionally lift and/or move up to 25 pounds.  Specific vision abilities required by this job include distance vision, color vision, and ability to adjust focus.
 
WORK 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.
 
While performing the duties of this job, the employee is regularly exposed to moving mechanical parts and fumes or airborne particles.  The noise level in the work environment is usually loud.
 
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
 
Responsible for the identification, development and implementation of programs, policies and procedures which support total customer satisfaction, both internally and externally, where applicable in relation to this position.
 
Responsible for the safety of his/her personnel. The Department Manager ensures that all employees understand and abide by required safety rules and regulations. To accomplish this, the Department Manager will conduct regularly scheduled safety trainings, communicate Plant safety objectives, drive improvements in job rotation and ergonomics and perform accurate documentation of safety related issues. Also encourages employees to suggest ways to make the area or operation safer.  Enforces all safety and housekeeping rules and uses disciplinary action as needed.  
 
Responsible for maintaining the high Pella quality standards.  To accomplish this objective, continually educates all employees concerning the quality of our products by instructing them on the proper use of their equipment, explaining to them the quality guidelines for their operation and how their operation fits into the final production of the unit.  Informs employees of problems found in audits and/or inspections. Thoroughly investigates quality issues to identify root cause and drives improvement efforts accordingly.    Additionally, conducts a proper follow-up on all customer complaints and instructs employees on proper repairs, scrap and salvage.
 
Responsible for improving labor efficiency and delivery within assigned Department(s) by utilizing the tools outlined in the Performance Management Cycle. The Department Manager sets goals, documents standards, identifies abnormalities, and collects data as needed. Additionally, leads daily efforts to address abnormalities by presenting information to the Plant resource team (MDI). He/She informs employees of actions taken to address issues and encourages others to seek out ways to improve their operation. The Department Manager communicates daily production requirements and makes appropriate changes to schedule and staffing to meet the varying production rates. He/She is also responsible for maintaining a high level of order completions on the schedule. Accomplishes this by keeping up to date on all delinquent orders and other aspects of scheduling. Takes necessary steps to assure that the area has the necessary material to adequately reach quotas, takes necessary steps to assure there is enough workable equipment to meet quotas, and additionally uses preventative maintenance to help prevent machine shutdown. Supports and participates in Continuous Improvement events in relation to both cost and quality/safety.
 
Responsible for two-way communication with management and service functions.  Responsible for lateral communication with other managers.
 
Responsible for maintaining a high level of employee morale within the department.  To accomplish this, properly orients all new employees and follows up on that orientation.  Encourages all employees to read their handbooks and bulletin boards, keeps employees informed about changes in Corporation policy, and encourages a one-to-one relationship with everyone.  Encourages a team effort attitude and utilizes discipline as needed to maintain a respectful work environment. Demonstrates Servant Leadership through daily interaction and follow-up with all team members. Actively pursues self development activities to improve technical, physical, mental and mechanical skills.
 
SUPERVISORY RESPONSIBILITIES 
Directly supervises up to 30-40 employees.  Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, training and certifying employees, planning, assigning, and directing work; evaluating  performance; rewarding and disciplining employees; addressing complaints and resolving problems.

What Pella employees say

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About Pella

Sourced by ZipRecruiter

Pella Corporation, headquartered in Pella, IA, is an innovative leader in creating a better view for homes and businesses by designing, testing, manufacturing, and installing quality windows and doors for new construction, remodeling, and replacement applications. Founded in 1925, Pella is a family-owned and professionally managed privately held company, known for its history of innovation, making outstanding products, providing quality service, and delivering on customer satisfaction. The company is committed to incorporating new technologies, increasing productivity, and practicing environmental stewardship.

Industry

Building materials and garden equipment dealers

Company size

5,001 - 10,000 Employees

Headquarters location

Pella, IA, US

Year founded

1925

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