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Talent Development Manager Jobs in Burlington, MA

MongoDB

Manager, Sales Development

Boston, MA · On-site

Talent Development & Revenue Development. We view our Account Development Representatives as the ... Work closely with Field Sales and Inside Sales management to drive increased performance and align ...

GardaWorld

Business Development Manager

Boston, MA

$150K - $175K/yr

If you are ambitious, self-motivated, and ready to turn your sales talent into high earnings and ... Successful Business Development Managers have the opportunity to build meaningful recurring income ...

GardaWorld

Business Development Manager

Boston, MA · On-site

$150K - $175K/yr

If you are ambitious, self-motivated, and ready to turn your sales talent into high earnings and ... Successful Business Development Managers have the opportunity to build meaningful recurring income ...

GardaWorld

Business Development Manager

Boston, MA · On-site

$150K - $175K/yr

If you are ambitious, self-motivated, and ready to turn your sales talent into high earnings and ... Successful Business Development Managers have the opportunity to build meaningful recurring income ...

GardaWorld

Business Development Manager

Boston, MA · On-site

$150K - $175K/yr

If you are ambitious, self-motivated, and ready to turn your sales talent into high earnings and ... Successful Business Development Managers have the opportunity to build meaningful recurring income ...

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Talent Development Manager information

See Burlington, MA salary details

$64.7K

$105.2K

$148K

How much do talent development manager jobs pay per year?

As of Aug 23, 2026, the average yearly pay for talent development manager in Burlington, MA is $105,168.00, according to ZipRecruiter salary data. Most workers in this role earn between $93,000.00 and $117,500.00 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 Burlington, MA?

The most popular types of Talent Development jobs in Burlington, MA are:

What job categories do people searching Talent Development Manager jobs in Burlington, MA look for?

The top searched job categories for Talent Development Manager jobs in Burlington, MA are:

What cities near Burlington, MA are hiring for Talent Development Manager jobs?

Cities near Burlington, MA with the most Talent Development Manager job openings:

Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Burlington, MA as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 19% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $105,168 per year, or $50.6 per hour.

Talent Development Director

Brooks Automation, Inc.

Chelmsford, MA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 6 days ago

Job description

Brooks is a leading provider of automation solutions with over 40 years of experience in the semiconductor industry, offering precision robotics, integrated automation systems, and contamination control solutions that empower chip manufacturers worldwide. Our product portfolio includes a range of automation solutions, including robots, vacuum systems, and atmospheric robots for semiconductor manufacturing(www.brooks.com).

Are you looking for a place where you can be part of a transformation? Join us at Brooks Automation and be a part of a dynamic organization that is shaping the future of technology.

Talent Development DirectorJob Description

Brooks is seeking aDirector-levelTalent Developmentleader to translateenterprise talent, culture,andleadershipprioritiesintoa practicaloperating planthat strengthensleadership capability,improvesexecutiondiscipline, and embedsBrooks'High PerformanceCultureinto how leaders manage the business.

  • Translate executive direction into clear workstreams, milestones, governance routines, tools, and metrics.

  • Partner with executive leadership, HR business partners, and business leaders to improve OKR quality, leadership routines, development planning, talent reviews, manager effectiveness, and accountability.

  • Own the talent development roadmap and execution routines needed to deliver measurable improvement in leadership effectiveness and business execution.

Key Responsibilities

Talent Development Strategy&Operating Plan

  • Translate enterprise priorities into annual and quarterly operating plans with clear workstreams, owners, milestones, success measures, and governance routines.

  • Set and manage the talent development roadmap for HPC adoption, leadership capability, OKR discipline, development planning, talent reviews, and performance enablement.

  • Build scalable tools, playbooks, sessions, templates, and routines that improve execution discipline, coaching quality, and manager consistency.

Leadership, Culture & Performance Enablement

  • Embed HPC behaviors into leadership routines, performance conversations, talent processes, development plans, and team operating rhythms.

  • Strengthen OKR quality by improving focus, clarity, measurable outcomes, alignment, and follow-through.

  • Partner with HR and business leaders toidentifyleadership, performance, accountability, or behavior gaps and convert them into targeted interventions.

  • Coach andfacilitatewith leaders and managers using specific examples tied to Brooks Behaviors, OKR execution, and business priorities.

Program Leadership & Governance

  • Establish a regular governance cadence for roadmap reviews, OKR quality reviews, talent review follow-up, development plan progress, and leadership routine adoption.

  • Track metrics that show adoption, effectiveness, execution discipline, and leadership accountability.

  • Use data and feedback toidentifyrisks, assess progress, and adjust priorities, tools, routines, or interventions.

  • Prepare concise insights and recommendations for senior leadership discussions.

Business Partnership & Change Leadership

  • Serve as a trusted partner to HR and business leaders by translating talent and culture expectations into practical business execution.

  • Influence across functions by aligning stakeholders, clarifying trade-offs, resolving barriers, and escalating risks appropriately.

  • Reinforce enterprise expectations by making commitments visible, following up consistently, and ensuring owners act on agreed priorities.

  • Build credibility through judgment, clear communication, constructive challenge, and consistent follow-through.

What Success Looks Like

  • A clear annual and quarterly talent development operating plan is in place, with visible owners, milestones, governance routines, and measurable outcomes.

  • Brooks has a more consistent management system for leadership routines, OKR discipline, accountability, development planning, and talent review follow-up.

  • HPC expectations are embedded into practical leader behaviors, performance conversations, team routines, and talent processes.

  • Leaders and managers improve in setting priorities, making trade-offs, coaching employees, following through, and holding teams accountable.

  • Talent development tools and routines are practical, scalable, and used by HR business partners and business leaders without constant central intervention.

  • Senior leadership has clearer visibility into leadership capability themes, execution risks, adoption progress, and recommended actions.

Qualifications &Experience

  • 10+ years of experience in talent development, organizational effectiveness, leadership development, performance enablement, HR strategy, ora relateddiscipline.

  • Experience converting senior leadership vision into operating plans, roadmaps, governance routines, and measurable outcomes.

  • Success leading enterprise-wide or function-wide talent, culture, performance, or leadership initiatives in complex, matrixed organizations.

  • Strong knowledge of OKRs, performance management, leadership development, talent review, succession planning, engagement, and behavior-based culture frameworks.

  • Proven ability to build scalable tools, processes, playbooks, and routines that improve execution, accountability, and leader effectiveness.

  • Ability to engage credibly with senior leaders while driving execution at the working level.

  • Strong facilitation, communication, coaching, stakeholder management, and data-informed decision-making skills.

  • Prior Director-level experiencepreferred, ordemonstrated readiness tooperateat Director-level scope, complexity, influence, and accountability.

Why This Role Is Different

  • This is aDirector-level builder/operator role, not a traditional talent program role.

  • Therole turns enterprise talent and culture priorities into a practical operating system that changes how leaders manage, execute, and develop people.

  • Success depends on improving leadership discipline, OKR quality, accountability, and adoption of Brooks'High PerformanceCulture in everyday management routines.

Compensation

Base Salary Range: $148,351.35 USD to $200,710.65 USD

Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.

This position is also eligible for an annual discretionary bonus.

Benefits

At Brooks, we offer the following benefits for this position, subject to applicable eligibility requirements:

  • Medical, Dental, Vision and Disability Insurance

  • 401(k) Plan

  • Exempt employees are provided company paid holidays and Flexible Vacation to enjoy personal time off and incidental sickness.

Have a question about our benefits and compensation package? Your recruiter can share more with you during the hiring process.

Work Location & Flexibility
At Brooks, we aim to foster a collaborative and engaging environment while offering flexibility where possible. Work arrangements may include a mix of in-office and remote work, depending on the nature of the role and business needs. Specific expectations will be shared during the interview process.

Brooks is committed to fostering a diverse and inclusive workplace and proudly serves as an equal-opportunity employer. We welcome all qualified applicants regardless of race, color, religion, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other legally protected characteristics.

Diversity enhances our innovative capabilities and strengthens our ability to serve our customers and communities effectively. At Brooks Automation, we celebrate the unique experiences and perspectives each individual brings, believing they are essential to our collective success. Join us in building a workplace where every team member is valued and can thrive.

For applicants with disabilities requiring accommodations, don't hesitate to get in touch with talentattraction@brooks.com or call +1 (978) 262-2400 to discuss your needs.

Review EEO Law & EEO Statement.

Brooks Automation participates in E-Verify to confirm eligibility for employment in the United States. For more details, visit www.dhs.gov/E-Verify. E-Verify is a registered trademark of the U.S. Department of Homeland Security.

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