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Talent Development Manager Jobs in Acworth, GA (NOW HIRING)

Manpower

Business Development Manager, Engineering

Atlanta, GA · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

How you'll make an impact as an Manpower Business Development Manager * Put People to Work ... After all, unlocking talent is what we do. With training, coaching, and mentoring opportunities, we ...

Röhlig Logistics

Business Development Manager

Atlanta, GA · On-site

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Sales and Business Development * Develop NEW and prospective customers while maintaining existing ... Mark Aulisio Talent Acquisition Manager mark.aulisio@rohlig.com More information on www.rohlig.com

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Talent Development Manager information

See Acworth, GA salary details

$53.1K

$86.3K

$121.4K

How much do talent development manager jobs pay per year?

As of Aug 13, 2026, the average yearly pay for talent development manager in Acworth, GA is $86,275.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,300.00 and $96,400.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a talent development manager?

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.

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What job categories do people searching Talent Development Manager jobs in Acworth, GA look for?

The top searched job categories for Talent Development Manager jobs in Acworth, GA are:

What cities near Acworth, GA are hiring for Talent Development Manager jobs?

Cities near Acworth, GA with the most Talent Development Manager job openings:

Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Acworth, GA as of June 2026, with employment types broken down into 100% Full Time. Highlights an 90% In-person, and 10% Remote job distribution, with an average salary of $86,275 per year, or $41.5 per hour.

Senior Director Talent Management

Manhattan Associates

Atlanta, GA • On-site

Full-time

Medical, Retirement

Posted 14 days ago

Job description

We create possibilities that move life and commerce forward
Welcome to Manhattan. Every day, our supply chain commerce technology connects two billion people to 20 billion consumer choices. In the warehouse, on the road and in the store, we make what was once impossible, possible. If you want to tackle complex problems and redefine markets, you've come to the right place.
Role Overview
At Manhattan, we're investing in the next stage of our talent and leadership journey. Reporting to the Chief People Officer, the Senior Director, Talent Management will lead the enterprise talent management and learning strategy to strengthen business performance, leadership capability, employee development, workforce readiness, and organizational growth across the company.
This leader owns the design and execution of integrated talent strategies and programs across talent management, leadership development, succession planning, performance enablement, and global learning. In close partnership with senior leadership, HR Business Partners, and HR Centers of Excellence, the Senior Director aligns workforce capabilities with business goals, strengthens leadership pipelines, improves retention, builds critical talent pipelines, and reinforces a high-performing, future-ready company culture.
A Day in the Life
In this role, you will:
  • Build and lead an enterprise talent management strategy that aligns people investments with business goals, growth priorities, and long-term workforce needs.
  • Strengthen the company's leadership pipeline through robust succession planning, leadership assessment, and targeted development strategies for key talent.
  • Advance leadership effectiveness by delivering scalable programs and experiences that improve leader capability, accountability, and organizational impact.
  • Partner with senior leadership and HR teams to identify talent risks, accelerate readiness for critical roles, and improve the overall depth and mobility of internal talent.
  • Enhance employee engagement and retention by creating meaningful development paths and fostering a culture of continuous growth and performance.
  • Ensure talent and learning programs are practical, measurable, and globally relevant, with clear connection to business outcomes, workforce capability, and organizational health.
  • Own the talent technology and analytics roadmap, utilizing data and AI to drive talent decisions and measure program effectiveness
  • Provide strategic leadership and oversight for the Learning & Development function, ensuring enterprise learning strategies, leadership development programs, capability-building initiatives, and learning technologies support organizational priorities, workforce readiness, and long-term business growth.
  • Equip employees, leaders, and HR partners with tools, frameworks, facilitation support, and coaching guidance to strengthen the full talent/performance management cycle: goal setting, feedback, development planning, talent differentiation, calibration, succession planning, and performance conversations.
  • Develop scalable change management frameworks that support adoption of company initiatives, people programs and organizational shifts, ensuring leaders are equipped to lead through change.

What you'll bring to the team:
  • Bachelor's degree in Human Resources, Organizational Development, Business, Psychology, or a related field required; advanced degree preferred.
  • 12+ years of progressive experience in talent management, leadership development, organizational development, learning, or related human resources disciplines, including meaningful time in senior leadership roles.
  • Demonstrated expertise designing and leading enterprise talent strategies across areas such as succession planning, leadership development, performance enablement, talent assessment, high-potential programs, and internal mobility.
  • Proven experience leading large-scale change initiatives, including introducing new talent practices, influencing adoption across stakeholder groups, and helping organizations evolve their people capabilities in support of business strategy.
  • Strong track record of partnering with senior executives and HR leaders to identify talent risks, build leadership pipelines, and align talent priorities with business goals.
  • Experience leading, coaching, and developing geographically dispersed high performing teams, with the ability to create alignment, engagement, and accountability across locations and time zones.
  • Global experience required, including success operating in a complex, matrixed environment and building talent approaches that can scale across regions, cultures, and business needs.
  • Deep subject matter expertise in the talent field, with strong command of external market practices, emerging trends, and leading-edge approaches across talent management and learning.
  • Experience building and scaling learning systems (elearning, classroom, remote) and talent development programs using modern adult learning principles, instructional design frameworks, that are effective for a global workforce.
  • Demonstrated ability to translate strategy into practical, measurable programs and processes that improve organizational effectiveness, leadership capability, and workforce readiness.
  • Strong executive presence, communication, and influencing skills, with the ability to build trust, navigate ambiguity, and lead through complexity.
  • Experience using data, insights, and talent analytics to inform decisions, measure impact, and continuously improve talent outcomes.
  • High degree of judgment, collaboration, and business acumen, with the ability to balance enterprise consistency with the needs of individual business groups.
  • Experience with vendor selection, negotiation and management to drive successful results.
  • Knowledge of and/or certification in best-in-class assessment tools.

Why this role Matters:
This is a pivotal moment for Manhattan's talent and leadership journey. The Senior Director, Talent Management will elevate a solid foundation into a more cohesive, scalable, and data-driven talent ecosystem that supports the company's next stage of growth.
By embedding leadership competencies across programs and processes, simplifying and aligning talent and learning strategies, and improving how we develop and move talent globally, this leader will directly shape the quality of our leaders, the readiness of our workforce, and the strength of our high-performing culture.
Why Join Manhattan?
• Competitive Rewards: Market-leading pay, comprehensive health coverage, and a 401(k) with 50% match up to 6% from day one.
• Career Growth: Access Global Path, our structured development program with global opportunities, free LinkedIn Learning, and mentorship.
• Inclusive Culture: Join a diverse team and Employee Connection Groups like Multicultural Network, LGBTQ+ Alliance, Women's Initiative Network, and MA Mamas.
• Flexibility & Balance: Hybrid work options, flexible policies, and onsite fitness centers to help you recharge.
• Community Impact: Monthly volunteer events and opportunities to make a difference locally and globally.
#LI-CS1
Committed to diversity and inclusion
At Manhattan, it's about more than just the work. From cultural celebrations to interest groups to volunteer opportunities, your true self is always welcome here. Our team members' backgrounds, experiences and perspectives add to us as a whole and make us unique.
We are proudly an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a veteran. In the United States, Manhattan Associates participates in the Employment Eligibility Verification Program (E-Verify) operated by the Department of Homeland Security in partnership with the Social Security Administration. Participation in the E-Verify Program allows Manhattan to confirm the employment eligibility of all newly hired employees after the Employment Eligibility Verification Form (Form I-9) has been completed.

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