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Talent Development Manager Jobs in Utah (NOW HIRING)

CSG

Business Development Manager

Salt Lake City, UT · On-site

$110K/yr

CSG Talent is partnering with a mining technology business to appoint a Business Development Manager . Reporting to the Global Head of Sales, this role is focused on driving revenue growth through ...

ASSA ABLOY

Business Development Manager

Lindon, UT

As a Business Development Manager, you will be responsible for an assigned territory in the United ... Skills and qualifications shall include demonstrated sales talent, strong desire, self-discipline ...

ASSA ABLOY

Business Development Manager

Lindon, UT · On-site

As a Business Development Manager, you will be responsible for an assigned territory in the United ... Skills and qualifications shall include demonstrated sales talent, strong desire, self-discipline ...

Assa Abloy

Business Development Manager

Lindon, UT · On-site

As a Business Development Manager, you will be responsible for an assigned territory in the United ... Skills and qualifications shall include demonstrated sales talent, strong desire, self-discipline ...

Buyerlink

Business Development Manager

American Fork, UT · On-site

$60K/yr

As the Business Development Manager, you will be responsible for growing sales primarily in our ... Using your talent for phone sales and other proven avenues of sales outreach, you will network ...

Sunwest Bank

Leadership Development Coach

Sandy, UT · On-site

Occasional (up to 10%) What You'll Do · Design and execute a bank-wide talent development and leadership strategy aligned to business growth, risk management, and customer experience goals. · Build ...

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How much do talent development manager jobs pay per year?

As of May 28, 2026, the average yearly pay for talent development manager in Utah is $87,988.00, according to ZipRecruiter salary data. Most workers in this role earn between $77,800.00 and $98,300.00 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, 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 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.

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 Utah? The most popular types of Talent Development jobs in Utah are:
What are popular job titles related to Talent Development Manager jobs in Utah? For Talent Development Manager jobs in Utah, the most frequently searched job titles are:
What job categories do people searching Talent Development Manager jobs in Utah look for? The top searched job categories for Talent Development Manager jobs in Utah are:
What cities in Utah are hiring for Talent Development Manager jobs? Cities in Utah with the most Talent Development Manager job openings:
Talent Development Manager jobs near you
Corporate Manager, Learning & Development

Corporate Manager, Learning & Development

Spartronics LLC

Logan, UT • On-site

$110K - $130K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 5 days ago

Spartronics rating

7.1

Company rating: 7.1 out of 10

Based on 20 frontline employees who took The Breakroom Quiz

99th of 137 rated electronics manufacturers

Job description

Job Type
Full-time
Description
Spartronics- Corporate Manager Learning and Development
Work Location- Works on-site at either our Brooksville, FL or Logan, UT manufacturing location.
Travel expectations- Up to 30% to US based manufacturing locations to deliver trainings.
At Spartronics, we build complex electronic solutions for industries where quality and reliability truly matter because the products we make can impact lives. We are deeply invested in growing our people, and this role is a great fit for someone who is passionate about creating and delivering impactful learning experiences. As our Corporate Manager of Learning and Development, you will have the opportunity to design programs, lead engaging training sessions, and shape how leaders and employees develop across the organization. Your work will directly influence how we build skills, grow future leaders, and create a culture of continuous learning.
Position Summary
The Corporate Manager of Learning & Development is a hands-on role responsible for designing and delivering programs that build leadership capability, strengthen organizational bench strength, and support long-term workforce development at Spartronics.
This role leads initiatives including leadership development, high-potential talent programs, succession planning, career pathing, internship programs, internal mobility, and manager capability building. The position partners closely with HR leadership and business leaders to ensure the organization develops the skills, leadership pipeline, and workforce capabilities needed to achieve strategic business objectives.
Key Responsibilities
Leadership Development & Manager Capability
  • Design and deliver leadership development programs that strengthen management capability across the organization.
  • Develop leadership competency frameworks that define the skills and behaviors required for effective leadership at Spartronics.
  • Facilitate leadership training sessions focused on coaching, performance management, feedback, and crucial conversations.
  • Partner with leaders to support the development of high-performing teams and strong leadership practices.

High Potential Talent & Succession Planning
  • Lead enterprise HiPo identification and development programs to prepare future leaders.
  • Facilitate talent reviews and succession planning processes to ensure strong leadership pipelines for critical roles.
  • Develop targeted development plans and leadership experiences for emerging leaders.
  • Partner with senior leaders to identify and build future leadership bench strength.

Career Development & Internal Mobility
  • Develop and implement career path frameworks that support employee growth across functional and leadership tracks.
  • Create programs that encourage internal mobility and career development opportunities.
  • Align development programs with training, coaching, and experiential learning opportunities.

Functional Team Development
  • Design and implement functional training and development programs that enhance workforce capability.
  • Partner with business leaders to identify skill gaps and create targeted development solutions.
  • Support organizational capability development through learning initiatives aligned with business goals.

Performance & Organizational Capability
  • Utilize talent assessments and workforce insights to identify current and future capability needs.
  • Support performance management initiatives that align employee objectives with organizational priorities.
  • Promote a culture of continuous learning, coaching, and knowledge sharing.

Early Career Programs
  • Design and implement internship and early career development programs to strengthen the future talent pipeline.
  • Partner with Talent Acquisition and business leaders to create meaningful development experiences for interns and early career employees.

Requirements
Qualifications
  • Bachelor's degree in Human Resources, Organizational Development, Business, or related field required.
  • 6-10+ years of experience in talent development, organizational development, leadership development, or talent management.
  • Experience designing leadership development programs and facilitating leadership training.
  • Experience supporting succession planning, HiPo programs, and career pathing frameworks.
  • Experience in learning program or curriculum development is strongly preferred.
  • Strong facilitation, stakeholder management, and program design skills.
  • Ability to influence leaders and drive talent development initiatives across the organization.

Preferred Qualifications
  • Master's degree in Organizational Development, HR, or Business Administration.
  • Experience developing structured learning curricula for leadership, management, or functional skill development programs.
  • Certification in leadership development, coaching, or organizational development methodologies.
  • Experience supporting talent strategies within manufacturing or engineering environments.

Join Our Journey: If you're ready to be a part of something extraordinary, challenge the status quo, and shape the future, then we want to hear from you. Together, we'll continue to win as one, while we build products lives depend on.
Compensation- This Exempt role is a salaried position with a range of $110,000-$130,000/annually with an annual bonus target of 10%. Actual compensation will be based on factors such as geographic location, education, years of relevant experience, certifications, and specific expertise developing and delivering L&D programs.
Our Benefits:
  • Health and Wellness:
    • Medical insurance plans - options include: 3 High Deductible Health Plans (HDHP) with a Health Savings Account (HSA)
    • Dental insurance plans - options include: a Standard plan and a Buy-up plan which includes adult orthodontia
    • Vision Insurance
    • Flexible Savings Accounts (FSA) - options include: Medical, Dependent Care, and Limited Purpose (dental and vision only)
    • Employee Assistance Program
    • Wellness program
  • Time Off:
    • Paid time off (PTO)
    • Holiday Pay
  • Retirement Planning:
    • 401(k) plan
    • Employer matching contributions (50% to every dollar up to 6%)
  • Financial Security:
    • Life and Accidental Death & Dismemberment Insurance (company paid) at 1-times your annual salary, with options to increase coverage amounts
    • Basic Short-Term and Long-Term Disability insurance (company paid), with the options to increase coverage amounts
    • Voluntary Accident, Critical Illness, Hospital Indemnity, and Legal Insurance plans at a group discount
  • Professional Development:
    • Tuition Reimbursement
    • Training and development programs
    • Opportunities to grow and excel in the Electronics Manufacturing industry at a company that values promotions and learning from within. Every day is different, challenging, and rewarding

How to Apply: If this sounds like the perfect opportunity for you, please apply with your resume and a cover letter outlining your qualifications in developing L&D programs and why you're excited about joining Spartronics.
Spartronics is an equal opportunity Employer/Veteran/Disabled 41 CFR 60-1.4.
This position requires use of information which is subject to the International Traffic in Arms Regulations (ITAR). All applicants must be U.S. persons within the meaning of ITAR. ITAR defines a U.S. person as a U.S. Citizen, U.S. Permanent Resident (i.e. 'Green Card Holder'), Political Asylee, or Refugee.
Salary Description
$110,000-$130,000/annually based on experience

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