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Talent Development Manager Jobs in Long Branch, NJ

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 ...

ADB

Vice President, Talent Development

New York, NY

Vice President, Talent Development REPORTS TO: Chief Administrative Officer DIRECT REPORTS: Academy ... Manage the annual program investment budget across LMS, course content, recognition platforms, and ...

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Talent Development Manager information

See Long Branch, NJ salary details

$58.8K

$95.5K

$134.4K

How much do talent development manager jobs pay per year?

As of Aug 22, 2026, the average yearly pay for talent development manager in Long Branch, NJ is $95,512.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,500.00 and $106,700.00 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 Long Branch, NJ are hiring for Talent Development Manager jobs?

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

Talent Development Manager jobs near you

Talent Development Manager (Litigation)

Milbank LLP

New York, NY • On-site

Full-time

Re-posted 10 days ago

Job description

Overview

The position will support our Litigation & Arbitration Group. The Talent Development Manager will report to the Director of Attorney Talent Development. This position is located in the New York office and is hybrid (3-4 days in the office requirement) but will be responsible for all domestic offices. The Talent Development Manager should be comfortable interacting with employees at all levels under pressure while remaining flexible, proactive, resourceful, and efficient, and should display a high level of professionalism and discretion. This position has a JD education requirement.

Responsibilities
  • Get to know the practice group, its attorneys and administrative teams, case flow and clients.
  • Be familiar with the associates' day-to-day experiences within the group, reviews, their matters, workloads and professional development goals.
  • Work closely with the Staffing Partner in coordinating the assignment of associates to ongoing and new matters. Suggest assignments based on the workload of the department and the developmental needs of the associate.
  • Work closely with partners to ensure that appropriate developmental and training messages are given during associate performance evaluations and participate in all evaluations to ensure consistency in delivery.
  • Counsel associates on their career goals.
  • Work closely with the Training Partner and the Professional Development team on the continued implementation of Advocacy@Milbank, a comprehensive multi-tiered training program for litigation associates.
  • Help develop and facilitate ad hoc events to foster greater cohesion and communication within the group.
  • Manage onboarding of lateral and first year associates and exit procedures for departing associates; conduct exit interviews.
  • Other responsibilities as they are assigned from time to time.
Qualifications
  • Four to eight years of law firm experience; litigation experience at a peer firm strongly preferred.
  • Must demonstrate strong interpersonal, presentation, communication, leadership, time management, and organizational skills.
  • Must have high responsiveness to time sensitive issues.
  • The position requires flexibility with respect to working hours.
  • In-person attendance on a hybrid schedule (3-4 days in the office) is expected.

Education

  • JD required.
Employment Type: OTHER

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