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Talent Development Manager Jobs in Crofton, MD (NOW HIRING)

Koydol

Business Development Manager

Silver Spring, MD · On-site

We are seeking a Business Development Manager to join our team! You will supervise and coordinate ... Work with HR to recruit top-tier talent Qualifications: * Previous experience in marketing, sales ...

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Talent Development Manager information

See Crofton, MD salary details

$60.2K

$97.7K

$137.5K

How much do talent development manager jobs pay per year?

As of Aug 24, 2026, the average yearly pay for talent development manager in Crofton, MD is $97,744.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,500.00 and $109,200.00 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.

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What cities near Crofton, MD are hiring for Talent Development Manager jobs?

Cities near Crofton, MD with the most Talent Development Manager job openings:

Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Crofton, MD as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 20% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $97,744 per year, or $47 per hour.

Staff Talent Development Manager

Finnegan, Henderson, Farabow, Garrett & Dunner, LLP

Washington, DC • On-site

Full-time

Posted 5 days ago

Job description

About Us
Finnegan is more than just a law firm - we are a powerhouse of innovation and strategy growth. We pride ourselves on providing top-tier intellectual property services globally. Our success is rooted in our emphasis on relationships with our clients and each other. We care about every individual, and it is why many professionals have spent their entire careers at Finnegan.
Role Overview
The Staff Talent Development Manager is responsible for developing and implementing training programs for the Firm's professional staff. The position will assess firmwide developmental needs; create and/or select course content and appropriate related materials; and ensure that training is effective and consistent across offices. The Manager will work with leadership to identify gaps in staff professional skills and competencies and coordinate learning and development programs and curricula that meet identified skill and training needs utilizing various learning methods, including coaching, on-the-job training, in-person and online training.
Responsibilities
  • Analyzes the organization's learning and development needs to accelerate the Firm's objectives and priorities.
  • Collaborates with departments across the Firm to define learning objectives and design content and programming that meets those goals.
  • Identifies competency and knowledge gaps through various assessment tools and assists in developing targeted training and employee development programs.
  • Reviews existing training programs; suggests enhancements and modifications to improve engagement, learning, and retention and/or to meet the changing needs of the organization, or the discipline.
  • Maintains knowledge of new methods and techniques for training, and training requirements applicable to the organization and/or industry.
  • Conducts or facilitates required and recommended training sessions.
  • Collaborates with vendors and third-party training providers to arrange employee registration for and participation in outside training programs.
  • Solicits participant feedback, track and report analytics for continual improvement and ensure scalable and accessible programs.
  • Prepares and implements training budget; Ensures that training milestones and goals are met while adhering to approved training budget.
  • Works with existing partners to design and execute scalable trainings and programs, including toolkits, workshops, and job aides.
  • Schedules compliance trainings - such as sexual harassment trainings; interviews potential trainers for staff and management professional development trainings. Schedule and draft communications for trainings. Monitor and track participation.

Performance Management
  • Works with Talent & HR COE colleagues to refresh, maintain, and oversee performance management process; Ensures PM includes meaningful professional development goals as part of delivered evaluations and assists with creation of performance evaluation tools.
  • Translates performance requirements into learning and development interventions that support the effectiveness of the individual and the organization.
  • Develops essential supporting processes and materials that support proper execution of performance management program, including communications design and performance management library materials.
  • Maintains performance evaluation records and share key messaging, such as performance trends and/or training needs with stakeholders within HR and in relevant departments.
  • Provides leadership coaching and mentorship to people managers and staff.
  • Assists management and individual staff with identifying and arranging suitable performance improvement or learning development plans.
  • Keeps abreast of the current business and future business direction of firm departments and links HR strategy with business deliverables.
  • Remains current on federal and state employment law changes to ensure compliance.
  • Provides advice on HR policies and programs and recommends appropriate actions.
  • Recommends changes to policies, research best practices and develops and drafts policies for review. Updates and finalizes communications for policy changes as needed.
  • Provides skilled and customized research related to human resources processes and legal industry market trends; identifies workforce trends that will affect the firm and is creative in recommending methods and programs to ensure the workforce is effective.
  • Provide thoughtful leadership or idea generation on comprehensive employee diversity, cultural and staff morale events.
  • Conducts employee exit interviews, including summarizing in written form. Uses data to identify trends and make recommend training and/or coaching as needed.
  • Compiles data for yearly department budget submission and executes on department project deliverables while staying within budget.
  • Provides guidance to junior HR team members to provide the highest standard of customer service.
  • Provides backup and/or support other HR functional areas and assist with special projects, as necessary.
  • Other duties as signed by HR senior leadership.

Qualifications
  • Bachelor's degree in Human Resources, organizational development, business administration, or related field required; a Master's degree in human resources or related field and/or a SPHR or PHR designation is preferred.
  • Minimum seven years of progressively responsible human resources experience preferably in a law firm or other professional services environment.
  • Experience designing and implementing employee training and development programs.
  • Strong knowledge of employment laws, human resources principles and practices.
  • Working knowledge and proficiency in of Microsoft Office software Suite with strong Excel skills, working knowledge of Frontpage SharePoint or other web design program, internet research skills, HRIS and database software, preferably Ceridian Dayforce, and report writing and queries.
  • Knowledge of Microsoft Office meeting platforms such as Teams and Zoom.
  • Knowledge of viDesktop performance management software preferred.
  • Demonstrated research skills and knowledge of legal and business databases and other research sources.
  • Well-developed and sophisticated organizational, communication and interpersonal skills, with a proven ability to relate to and gain the confidence of people at all levels within an organization, as well as an ability to build strong relationships and work in a collaborative environment.
  • Ability to prioritize and effectively communicate needs to HR leadership and HR team.
  • Ability to communicate HR implications to firm management and influence decisions.
  • Ability to readily comprehend business objectives and correspondingly develop and execute appropriate strategies.
  • Ability to be a proactive self-starter who understands the details within a much larger context.
  • Must be flexible in order to respond quickly and positively to shifting demands and opportunities; ability to work under tight deadlines and handle multiple, detailed tasks.
  • High level of discretion, diplomacy, and a commitment to maintaining the highest level of confidentiality.

Join Finnegan where your skills will drive success of one of the world's leading IP law firms.
The role is based in the Washington, DC office, and requires a hybrid/onsite work schedule. The base annual pay range for this role is between $133,000 to $145,000. The base pay to be offered will vary and depend on skills and qualifications, experience, location and will also take into account internal equity. A full range of medical, financial and/or other benefits dependent on the position will also be offered.
Equal Employment Opportunity Statement:
Finnegan is an Equal Opportunity Employer. The firm is committed to providing equal employment opportunities to all applicants for employment, as defined by applicable state and federal laws, without regard to race, color, religion, sex, national origin, ancestry, age, sexual orientation, gender identity or expression, physical or mental disability, medical condition, military or veteran status, genetic information, marital status, pregnancy, childbirth, or related medical conditions, or any other protected status in accordance with all applicable federal, state and local laws. For candidates needing reasonable accommodations or assistance with the application process, please contact Human Resources at 202.216.5400.
Our privacy policy for applicants can be found here.
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