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Talent Development Manager Jobs in Minnesota (NOW HIRING)

Sportech

Talent Acquisition Manager

Elk River, MN · On-site

$87K - $97K/yr

Job Summary The Talent Acquisition Manager is responsible for obtaining top talent for Sportech ... Ensures all selection processes are developed, audited, and implemented including applicant ...

Sportech, LLC

Talent Acquisition Manager

Elk River, MN · On-site

$87K - $97K/yr

Job Summary The Talent Acquisition Manager is responsible for obtaining top talent for Sportech ... Ensures all selection processes are developed, audited, and implemented including applicant ...

Socket.dev

Associate District Manager

Minneapolis, MN · On-site

$80 - $108/hr

This role is responsible for driving sales, profitability, operational execution, and talent development within the assigned stores while partnering closely with the District Manager to ensure ...

New

Mortenson

Director of Talent Management

Minneapolis, MN · On-site

$153.30 - $230/hr

Drive career development and internal mobility initiatives to strengthen engagement, retention, and ... Set and monitor talent management performance metrics, and engage with external industry peers to ...

Schwans

Learning & Development Business Partner

Hopkins, MN · On-site

$83K - $139K/yr

You'll also play an important role in managing learning programs within the Learning Management ... talent development, or organizational effectiveness experience. * 3+ years designing and delivering ...

Imedica

Senior Talent Manager

Minnetonka, MN · On-site

The Senior Talent Manager is responsible for leading and enhancing enterprise-wide talent ... Support executive development through validated assessment tools, coaching resources, and ...

Medica

Senior Talent Manager

Minnetonka, MN · On-site

The Senior Talent Manager is responsible for leading and enhancing enterprise-wide talent ... Support executive development through validated assessment tools, coaching resources, and ...

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All JobsTalent Development JobsTalent Development Manager JobsTalent Development Manager Jobs in Minnesota

Talent Development Manager information

See Minnesota salary details

$58.3K

$94.7K

$133.2K

How much do talent development manager jobs pay per year?

As of Aug 20, 2026, the average yearly pay for talent development manager in Minnesota is $94,660.00, according to ZipRecruiter salary data. Most workers in this role earn between $83,700.00 and $105,800.00 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 Minnesota?

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

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

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

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

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

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

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

Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Minnesota as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, 3% Contract, and 1% Nights. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $94,660 per year, or $45.5 per hour.

Talent Acquisition Manager

Sportech

Elk River, MN • On-site

$87K - $97K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted yesterday

Job description

Sportech is a rapidly growing company in Elk River, MN. We are looking for talented people who wish to join a values-based company that desires to help our people and customers win. We design, manufacture, and assemble cab components and systems for the powersports, golf and turf, industrial and agricultural end markets. Our design and engineering capabilities allow us to provide complex components and assemblies to our original equipment manufacturer customers. We are always on the gas and seeking dynamic, enthusiastic, and motivated individuals to join our extraordinary team.
Sportech offers eligible full-time employees a robust and competitive benefits package, which includes:
  • Medical, dental, and vision plan options, including flexible spending accounts (HSA, FSA, and DCA)
  • Short-term and long-term disability benefits
  • Basic life insurance and voluntary life insurance
  • Hospital indemnity plans, pet insurance, and legal/identity theft services
  • 401k plan with up to a 4% employer match
  • Paid company holidays, paid vacation, and paid volunteer time
  • Sportech Learning Academy (SLA) with courses offered onsite quarterly, focusing on personal and professional growth and development for employees, and tuition reimbursement options for courses completed outside of Sportech

Further benefits information is provided as part of the offer process for any offer extended by Sportech. Pay varies by position and is based on multiple factors including labor market data and, depending on position, may include education, work experience, knowledge, skills, and abilities, and/or certifications. Additionally, Sportech takes into account the internal equity of current employees when considering compensation. Sportech's reasonable and good-faith estimate for the range of new hire compensation at the time of posting for this position is between $87,500-$97,500 annually. Pay may also include variable compensation from time to time such as overtime for non-exempt positions, shift differential for specific shifts, and/or bonus targets (subject to plan eligibility and other requirements).
Job Summary
The Talent Acquisition Manager is responsible for obtaining top talent for Sportech. This position will lead the strategy and execution of hiring talent for our organization. This position will manage and prioritize talent acquisition projects with overall HR strategies, provide expertise and best practice knowledge, make recommendations, and resolve complex issues. This role fosters relationships, manages contingent labor vendor relationships and ensures an exceptional candidate experience. This is a hands-on recruiting position in a fast paced, collaborative, dynamic environment.
Essential Job Functions
  • Leads, manages, and holds team accountable to organization policies and procedures. Coaches, mentors, and develops team members. Manages accountability charts/organizational structure.
  • Fosters an environment that aligns with Sportech's core values and builds upon a culture that is in service to our people and community. Fun meter >80%.
  • Creates, implements, and executes on talent acquisition strategies that align with overall business priorities.
  • Develops and maintains strong working relationships with hiring managers, colleagues, and team members to create partnerships that yield consistent results, processes, and credibility.
  • Defines, tracks, and analyzes talent acquisition metrics, including trends in applicant flow, diversity, placement rates, turnover/retention rates, acquisition costs, etc. to monitor and improve performance and identify continuous improvement opportunities and shares results and trends with stakeholders to determine effectiveness of current and future strategy.
  • Ensures all selection processes are developed, audited, and implemented including applicant tracking, pre-employment screens, assessments, new hire orientation and post-placement follow up.
  • Serves as main point of contact for managers with regards to contingent staffing needs, oversees the staffing process, handles program metrics and reporting, and ensures program compliance. Acts as liaison to provide guidance, governance, and point of escalation.
  • Educates interviewers on recruitment processes and applicant tracking tools. Assists in building and updating job descriptions as applicable.
  • Sources both passive and active candidates through a variety of channels, including LinkedIn, job board advertising, internet searches, job fairs, alumni boards, community outreach, etc.
  • Determines applicant qualifications by screening resumes, interviewing applicants, comparing qualifications to job requirements, and ensuring fit for organization. Organizes and leads pre-hire meetings and post-interview debriefing sessions with interview teams and candidates.
  • Negotiates job offers, coordinates drug screens and background checks to ensure a smooth transition as the applicant moves to the onboarding stage.
  • Responsible for creating an exceptional candidate experience, ensuring that candidates have a positive experience throughout the hiring process.
  • Manages the internship program and partners with participating managers to keep a pipeline of candidates.
  • Builds relationships with local schools, colleges, and universities, participating in fairs and recruitment events as needed.
  • Miscellaneous projects (FLSA testing, job descriptions, job analysis) and additional duties as assigned.

Requirements
  • Bachelor's degree in HR, Business or related field strongly preferred.
  • Minimum 3-5 years' experience with full-cycle recruiting.
  • HR experience in fast-paced manufacturing setting strongly preferred.
  • Previous supervisory experience preferred.
  • Demonstrated ability to effectively build relationships and trust at all levels of the organization.
  • Previous experience with applicant tracking systems and recruitment tools.
  • Skilled at effective communications at both technical and professional levels including great interpersonal skills as well as written and verbal communication skills.
  • Demonstrated ability to plan, organize and prioritize workload.
  • Proficient in Microsoft Word, Outlook, Excel and PowerPoint.
  • Ability to negotiate by influencing and collaborating with others to arrive at a mutually satisfying conclusion.
  • Strong experience using social media and internet tools for candidate sourcing.

Apply