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Talent Development Manager Jobs in Tennessee (NOW HIRING)

INSPYR Solutions

C2M Development Manager

Nashville, TN · On-site

C2M Development Manager We are expanding our IT Leadership Team and seeking a C2M Development ... As a national expert in delivering flexible technology and talent solutions, we strategically align ...

Oracle

Software Development Manager

Nashville, TN · On-site

$119K - $157K/yr

This role will have focus areas in our Compute metering and also power management spaces. The role ... Hiring and Talent Development : Responsible for hiring plans and attainment of hiring goals. Lead ...

Oracle

Software Development Snr Manager

Nashville, TN · On-site

$119K - $157K/yr

... Manager to join our fast growing team in Nashville! The OCI Compute Control Plane team is at the ... Hiring and Talent Development : Responsible for hiring plans and attainment of hiring goals. Lead ...

Oracle

Software Development Senior Manager

Nashville, TN · On-site

... Manager to join our fast growing team in Nashville! The OCI Compute Control Plane team is at the ... Hiring and Talent Development : Responsible for hiring plans and attainment of hiring goals. Lead ...

Eastman

Market Development Manager

Kingsport, TN

Capabilities/Talent Management: provides marketing subject matter expertise and coaching to marketing and business teams; navigates and owns personal career development Responsibilities * Contributes ...

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$54K

$87.7K

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How much do talent development manager jobs pay per year?

As of Jun 11, 2026, the average yearly pay for talent development manager in Tennessee is $87,721.00, according to ZipRecruiter salary data. Most workers in this role earn between $77,600.00 and $98,000.00 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 Tennessee? The most popular types of Talent Development jobs in Tennessee are:
What are popular job titles related to Talent Development Manager jobs in Tennessee? For Talent Development Manager jobs in Tennessee, the most frequently searched job titles are:
What job categories do people searching Talent Development Manager jobs in Tennessee look for? The top searched job categories for Talent Development Manager jobs in Tennessee are:
What cities in Tennessee are hiring for Talent Development Manager jobs? Cities in Tennessee with the most Talent Development Manager job openings:
Talent Development Manager jobs near you
Director -Talent Development

Director -Talent Development

St. Jude Children's Research Hospital

Memphis, TN • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

St. Jude Children's Research Hospital rating

8.4

Company rating: 8.4 out of 10

Based on 9 frontline employees who took The Breakroom Quiz

63rd of 998 rated hospitals

Job description

St. Jude Children's Research Hospital is seeking a Director of Talent Development who directs the design, planning, and implementation of enterprise-wide talent development and HR capability-building programs. This leader drives organizational effectiveness initiatives that strengthen workforce capability, enable change, support employee engagement, facilitate team development, and improve operational performance.
The Director partners with HR and business leaders to identify skill gaps, ensure regulatory and policy compliance through effective training solutions, and align individual development strategies with organizational priorities. They design and deliver enterprise-wide performance management solutions while developing and managing budgets, and establishing policies, procedures, and quality standards to support sustainable workforce development. This role also selects, orients, trains, and assigns Talent Development staff.
Job Responsibilities:
  • Define and oversee the strategic planning and operational management activities, including budget and resource management for own area; Leverage metrics and analyses to influence HR practices and to validate and revise strategies within own area.
  • Develop, recommend, and interpret organization-wide HR program goals and objectives, policies and procedures, and courses of action.
  • Successfully lead multiple large/critical complex projects/ program(s) from end to end for own area/department; Drive project execution through teams to ensure timely and cost effective delivery at high quality.
  • Be a trusted advisor in HR practices and collaborate with business leaders on critical elements of investigation outcomes.
  • Promote utilization of the HR offerings within one's own area and work with employees and managers to facilitate programs.
  • Strategically engage with key stakeholders (e.g., cross-functional leaders) to share expert advice and influence decision-making.
  • Support the people aspects of organizational change and people processes; Drive and implement change initiatives to improve efficiency and effectiveness in people management.
  • Evaluate the performance of all direct reports, providing constructive criticism, feedback, and opportunities for professional development.
  • Perform other duties as assigned to meet the goals and objectives of the department and institution.
  • Maintains regular and predictable attendance.

Education:
  • Bachelor's degree required.
  • Master's degree preferred.

Experience:
  • Minimum Requirement: Bachelor's degree with 10 + years of experience managing one of more areas within the HR function (e.g. Employee Relations, Compensation, HRBP, Talent Management, HRIS), preferably in a healthcare environment.
  • Experience working in one or more areas of HR (e.g. Employee Relations, Compensation, HRBP, Talent Management, HRIS etc.) through the design and implementation of organization-wide HR programs.
  • Strong experience managing teams.
  • Demonstrated track record of high credibility as a trusted advisor. directing HR objectives, policies, and procedures for own area, within the organization.
  • Demonstrated experience working in a multi-functional environment, influencing critical cross-functional stakeholders to drive processes/systems and outcomes.
  • Strong experience with operational management, budget planning, & stakeholder and resource management.
  • Expertise with HR principles and practices, as well as applicable policies and federal, state, & local laws and regulations.
  • Proven performance in earlier role.

Special Skills, Knowledge, and Abilities:
  • Drives and monitors clear goal setting, accountability, and feedback for the department (and matrixed teams). Manages ER issues as they arise.
  • Guides the performance of direct reports (or indirect if managing people indirectly) through coaching and development.
  • Consistently evaluates and addresses the team's overarching development, inclusion & belonging needs in line with the talent strategy.
  • Proactively builds and maintains key relationships within and outside the organization.
  • Guides structured evaluation of priorities with stakeholders for critical decision-making with a long-term focus.
  • Facilitates communication and solutioning between stakeholders to address needs and perspectives.
  • Strong breadth of expertise across multiple sub-functional areas within HR, and some across functional areas at St Jude.
  • Deep knowledge of how to optimally use HR practices, technologies, and processes to drive initiatives.
  • Drives a culture of continuous process improvement within the department by proactively tracking industry trends and leveraging best practices.
  • Exhibits a very high level of sensitivity, tact, and judgment in dealing with complex situations and stakeholders on people-related issues.
  • Judges situations from a long-term perspective, taking into account multiple stakeholders, brands, and viewpoints, while helping the organization navigate through people issues.
  • Builds internal connections and external partnerships across executive/leadership levels.
  • Strategically understands stakeholder needs and manages expectations and relationships on a regular basis.
  • Can handle highly sensitive or tough situations with social and emotional grace and maturity.
  • Models resourcefulness by reaching out to people within and outside functional groups to get work done effectively.
  • Keeps large teams/ departments energized and focused on high-quality results by leveraging data/ analytics-based approaches.
  • Builds systems, processes, and capabilities to establish and sustain a high-performance culture.
  • Shows strong skills in thinking critically with a systemic view.Shows expertise in taking a structured approach to analyze and resolve issues.
  • Able to distinguish between different sets of issues, set priorities, and make decisions.
  • Can craft a functional strategy aligned with business outcomes by understanding the needs of the business and helping them see the longer-term value from the function.
  • Demonstrates a strong understanding of the healthcare landscape and the internal customer's needs to consistently make data-driven decisions that drive strategic value for the business.
  • Has a strong grasp of the budgeting process and understands where the function can make or lose money to make the right choices that drive business value.

Physical Demands and Working Conditions:
  • The physical demands described here are representative of those required of an employee to successfully perform the essential functions of this job.
  • While performing the duties of this job, the employee is regularly required to stand; walk; sit; kneel; use hands to finger, handle, or operate; and see and/or communicate. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, depth perception, and the ability to adjust focus.
  • The employee must move about the workspace to access work surface and shelves, cabinets, drawers, and equipment that are at, below, or above the work surface.
  • 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.
  • The noise level in the work environment is usually quiet.
  • An essential function of the job is to comply with all applicable federal, state, and local safety and health regulations.
  • Nothing in this job description limits management's right to assign or reassign duties and responsibilities to this job at any time as business needs dictate.
  • This job description reflects management's assignment of essential functions; it does not proscribe or restrict the tasks that may be assigned.
  • The information contained herein is not intended to be an all-inclusive list of the duties and responsibilities of the job, nor is it intended to be an all-inclusive list of the skills and abilities required to do the job.

Compensation
In recognition of certain U.S. state and municipal pay transparency laws, St. Jude is including a reasonable estimate of the compensation range for this role. This is an estimate offered in good faith and a specific salary offer takes into account factors that are considered in making compensation decisions including but not limited to skill sets, experience and training, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be hired at or near the top of the salary range and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current salary range is $138,320 - $262,080 per year for the role of Director -Talent Development.
Explore our exceptional benefits!
St. Jude is an Equal Opportunity Employer
No Search Firms
St. Jude Children's Research Hospital does not accept unsolicited assistance from search firms for employment opportunities. Please do not call or email. All resumes submitted by search firms to any employee or other representative at St. Jude via email, the internet or in any form and/or method without a valid written search agreement in place and approved by HR will result in no fee being paid in the event the candidate is hired by St. Jude.

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