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Talent Development Manager Jobs in Clifton, NJ (NOW HIRING)

Valley Bank

Sr Talent Development Mgr

Morristown, NJ · On-site

Design, lead, and continuously improve core development practices, including talent development, manager enablement, career development, development planning, and talent review follow-through.

New

Cohere

Senior Manager, Talent Development

New York, NY · On-site

$160K - $240K/yr

Why This Role? We're hiring our first Senior Manager, Talent Development to help define how Cohere develops managers, leaders, and talent as we scale. This is a rare opportunity to own and shape a ...

AIG

Head of Early Career Talent Development

New York, NY · On-site

$150K - $180K/yr

Head of Early Career Talent Development Shape the Future of Talent at AIG New York, Chicago, or ... Manage budgets, vendors, and resources to maximize program impact. * Inspire and develop the Early ...

New

EDF

Senior Manager, Talent Development

New York, NY · On-site

Senior Manager, Talent Development Department: Human Resources Reports to: Head of Organizational Development Location: Hybrid (great NYC area) This position is a 2-year fixed term role Overall ...

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All JobsTalent Development JobsTalent Development Manager JobsTalent Development Manager Jobs in Clifton, NJ

Talent Development Manager information

See Clifton, NJ salary details

$61.2K

$99.4K

$139.9K

How much do talent development manager jobs pay per year?

As of Aug 24, 2026, the average yearly pay for talent development manager in Clifton, NJ is $99,438.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,000.00 and $111,100.00 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 Clifton, NJ look for?

The top searched job categories for Talent Development Manager jobs in Clifton, NJ are:

What cities near Clifton, NJ are hiring for Talent Development Manager jobs?

Cities near Clifton, NJ with the most Talent Development Manager job openings:

Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Clifton, NJ as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 16% Part Time, and 3% Contract. Highlights an 89% Physical, 4% Hybrid, and 7% Remote job distribution, with an average salary of $99,438 per year, or $47.8 per hour.

Sr Talent Development Mgr

Morristown, NJ • On-site

Valley Bank

7.3

Company rating: 7.3 out of 10

Based on 19 frontline employees who took The Breakroom Quiz

111th of 172 rated banks

People enjoy working here

Good employer

Recommended by parents

Learn more about Valley Bankexternal

Full-time

Posted 2 days ago

New

Job description

Responsibilities include, but are not limited to:
  • Shape, scale, and execute enterprise talent development priorities in partnership with the Head of Talent and Chief Inclusion Officer.
  • Design, lead, and continuously improve core development practices, including talent development, manager enablement, career development, development planning, and talent review follow-through.
  • Advance enterprise talent review and succession planning by turning talent insights into clear development actions, readiness plans, and follow-up that strengthen leadership pipelines and critical role coverage.
  • Develop scalable frameworks, tools, resources, and leader enablement materials that make talent development easier to understand, apply, and execute consistently across the enterprise.
  • Advise and partner with HR Business Partners, Talent Acquisition, Inclusion and Belonging, Learning & Development, People Analytics, senior leaders, business leaders, and other stakeholders to connect development priorities to business and workforce needs.
  • Use talent data, performance trends, engagement insights, listening feedback, and workforce indicators to identify capability gaps, shape development solutions, and measure impact.
  • Translate talent insights into executive-ready materials, program updates, dashboards, recommendations, and decision support that help leaders understand development priorities, outcomes, risks, and next steps.
  • Embed inclusion, objectivity, and consistency into development programs, career experiences, coaching resources, and leadership practices.
  • Lead complex development initiatives with strong project discipline, stakeholder engagement, change management, measurement, and continuous improvement.

Required Skills:
  • A demonstrated track record of designing, leading, and improving development experiences such as, manager capability building, career development resources, mentoring, coaching, succession and development planning.
  • The ability to build alignment across functions, influence senior stakeholders, and deliver results through partnership in a matrixed environment.
  • Sound judgment, strong facilitation skills, and credibility advising leaders on development needs, program design, organizational capability, and practical solutions.
  • Business acumen and the ability to connect development priorities to enterprise strategy, organizational capability, leadership effectiveness, and measurable outcomes.
  • Strong analytical judgment, with experience using talent data and workforce insights to shape recommendations and measure progress.
  • Exceptional consulting, facilitation, stakeholder management, executive communication, written communication, and presentation skills.
  • Experience leading complex, cross-functional development initiatives with clear planning, disciplined execution, stakeholder accountability, change management, and measurable outcomes.
  • Experience in financial services, regulated industries, professional services, or other complex enterprise environments.
  • Experience supporting leadership development, career mobility, manager effectiveness, talent review follow-through, succession or development planning.
  • Applied experience with assessment tools, coaching methodologies, instructional design, change management, organizational development, or talent analytics.
  • Experience integrating inclusion and belonging principles into talent management systems and leadership practices.
  • Familiarity with HR technology platforms, talent review tools, performance systems, employee listening platforms, or people analytics dashboards.

Required Experience:
  • Bachelor's degree in a related business field and a minimum of 12 years of progressive Human Resources, talent development, learning and development, organizational development, leadership development, or related experience, including experience designing and scaling enterprise-wide development solutions in complex organizations.

Preferred Experience:
  • Master's degree or relevant certifications.

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