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Talent Development Manager Jobs in Bristol, CT (NOW HIRING)

Kafene

Business Development Manager

Hartford, CT · On-site

$140/hr

Our 150-person team spans NYC headquarters, Wilmington, and remote talent across the globe-all ... Join us. The Business Development Manager (BDM) is a critical driver of growth at Kafene ...

EMCOR Group Inc

Tucker Mechanical

Rocky Hill, CT · On-site

Executive presence and relationship management * Operational and technical leadership * Financial discipline and business acumen * Innovation and continuous improvement mindset * Talent development ...

Socket.dev

Services Territory Sales Manager

Bloomfield, CT · On-site

$116 - $194/hr

Manage relationships and performance of the service provider network through direct engagement and ... talent development. * Demonstrated success leading geographically dispersed sales teams with ...

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Talent Development Manager information

See Bristol, CT salary details

$59.6K

$96.8K

$136.2K

How much do talent development manager jobs pay per year?

As of Aug 28, 2026, the average yearly pay for talent development manager in Bristol, CT is $96,779.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,600.00 and $108,100.00 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 job categories do people searching Talent Development Manager jobs in Bristol, CT look for?

The top searched job categories for Talent Development Manager jobs in Bristol, CT are:

What cities near Bristol, CT are hiring for Talent Development Manager jobs?

Cities near Bristol, CT with the most Talent Development Manager job openings:

Talent Development Manager jobs near you

Chiller Business Development Manager

Rocky Hill, CT • On-site

Tucker Mechanical
Construction • 51 - 200 employees
Learn more about Tucker Mechanicalexternal

Full-time

Posted 21 days ago

Job description

About Us
We are a full-service mechanical contractor specializing in CAD and BIM services, commercial and industrial plumbing, process piping, and commercial HVAC systems. We build, renovate, and upgrade, as well as service, maintain, and operate facilities for a full spectrum of clients.
Job Summary
Tucker Mechanical, Inc. is seeking a qualifed individual to fill the role of Chiller Business Development Manager for our company.
The Chiller Business Development Manager is a senior leadership role responsible for shaping and executing the company's strategy within the applied and industrial chiller market. This position will drive revenue growth, expand market share, and enhance Tucker Mechanical's position as a leading provider of chiller services, retrofits, and capital projects.
This individual will operate at the intersection of business development, technical leadership, and operational execution, serving as both a market-facing strategist and an internal catalyst for performance. The role requires a forward-thinking leader who can identify emerging opportunities, cultivate executive-level client relationships, and align cross-functional teams to deliver best-in-class solutions.
Essential Duties & Responsibilities
Strategic Growth & Market Leadership
  • Develop and execute a comprehensive growth strategy for chiller services, including preventive maintenance programs, retrofits, and large-scale capital projects.
  • Identify and penetrate high-value market segments such as healthcare, data centers, manufacturing, and other mission-critical environments.
  • Establish Tucker Mechanical as a trusted advisor by engaging with C-suite executives, facility leadership, and engineering stakeholders.
  • Analyze market trends, competitive positioning, and customer needs to inform long-term business strategy.

Executive Sales & Client Engagement
  • Lead complex, high-value sales pursuits from origination through close, including contract negotiation and deal structuring.
  • Build and maintain long-term strategic relationships with key clients, ownership groups, and partners.
  • Drive the development of multi-year service agreements and enterprise-level partnerships.
  • Represent the organization in industry forums, client presentations, and executive engagements.

Operational & Technical Leadership
  • Provide leadership oversight of all chiller-related operations to ensure exceptional performance in safety, quality, delivery, and customer satisfaction.
  • Partner with field leadership to optimize execution across project lifecycles-including design, installation, commissioning, and service delivery.
  • Champion standardization, process improvement, and adoption of best-in-class technologies.
  • Serve as a subject matter expert in applied chiller systems, guiding both internal teams and clients.

Financial Oversight & Performance Management
  • Own and drive the financial performance of the chiller business segment, including revenue growth, margin expansion, and cost control.
  • Establish and monitor key performance indicators to ensure accountability and continuous improvement.
  • Evaluate project risk, pricing strategies, and operational efficiencies to maximize profitability.

Leadership, Collaboration & Culture
  • Collaborate closely with senior leadership, including service, operations, and sales teams, to align strategy with execution.
  • Mentor and develop technical and sales personnel to strengthen organizational capabilities.
  • Reinforce Tucker Mechanical's commitment to safety excellence, operational discipline, and a high-performance culture.
  • Promote cross-functional collaboration to ensure seamless delivery and strong customer outcomes.

Qualifications
Qualifications & Experience
  • Bachelor's degree in Engineering, Business, or a related discipline; advanced degree preferred.
  • Minimum of 10+ years of progressive leadership experience within the commercial/industrial HVAC or applied chiller sector.
  • State of CT S-2 License
  • Demonstrated success in driving revenue growth, managing large-scale projects, and leading high-performing teams.
  • Deep technical expertise in chiller systems, controls, and associated equipment platforms.
  • Proven ability to engage and influence senior-level client stakeholders.
  • Strong financial acumen with experience managing P&L performance.
  • Exceptional leadership, communication, and negotiation skills.

Core Leadership Competencies
  • Strategic vision and market insight
  • Executive presence and relationship management
  • Operational and technical leadership
  • Financial discipline and business acumen
  • Innovation and continuous improvement mindset
  • Talent development and team leadership

#Tucker
#LI-KB2
#LI-Onsite
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 accommodation 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 sit, see, talk, and hear. The employee is regularly required to use hands to finger, handle, or feel objects, tools, or controls. The employee is regularly required to walk, reach with hands and arms. The employees will frequently use office tools and equipment such as computers, calculators, copy machines etc. The position requires regular mobility within the office. The position requires commuting from one construction site to another in the field. The employee must be able to navigate around job site locations.
Work Environment
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The employees will regularly work in typical office environment conditions. The employee will also frequently work at construction sites when visiting field locations.
Equal Opportunity Employer
As a leading provider of mechanical and electrical construction, facilities services, and energy infrastructure, we offer employees a competitive salary and benefits package and we are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer/Veterans/Disabled
Affirmative Action Policy
Please review our Affirmative Action Policy.
Notice to Prospective Employees
Notice to prospective employees: There have been fraudulent postings and emails regarding job openings. EMCOR Group and its companies list open positions here. Please check our available positions to confirm that a post or email is genuine.
EMCOR Group and its companies do not reach out to individuals to help with marketing or other similar services. If an individual is contacted for services outside of EMCOR's normal application process - it is probably fraudulent.

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