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Talent Development Manager Jobs in Oceanside, CA

IMAX

Talent Development Manager

Vista, CA · On-site

Position Summary The Talent Development Manager plays a strategic role in shaping the organization's talent strategy by designing and implementing programs that drive performance, enable career ...

Barry's

Talent Development Lead

Carlsbad, CA · On-site

The Talent Development Lead (TDL) serves as a leader, Barry's culture ambassador and class ... Actively develop and manage a pipeline of talent to ensure Barry's always has best-in-market talent.

Axos Bank

Software Development Manager

San Diego, CA · On-site

$110K - $140K/yr

Drive talent development, hiring, and performance management within the team * Provide executive-level communication on delivery status, risks, incidents, and mitigation plans Requirements:

Axos Bank

Software Development Manager

San Diego, CA · On-site

$110K - $140K/yr

Drive talent development, hiring, and performance management within the team * Provide executive-level communication on delivery status, risks, incidents, and mitigation plans Requirements:

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Talent Development Manager information

See Oceanside, CA salary details

$61.6K

$100K

$140.7K

How much do talent development manager jobs pay per year?

As of Sep 3, 2026, the average yearly pay for talent development manager in Oceanside, CA is $99,988.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,500.00 and $111,700.00 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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Talent Development Manager jobs near you

Talent Development Manager

IMAX

Vista, CA • On-site

Full-time

Re-posted 27 days ago

Job description

Be Part of the IMAX Experience.
For more than 50 years, IMAX has been a global leader in entertainment technology, redefining how stories are experienced on the world's biggest screens. Our mission is to power awe-inspiring experiences for audiences around the world.
Our people make everything we do possible. We're curious, creative, and driven by the belief that great work happens when people are trusted, heard, and supported. At IMAX, you'll collaborate with purpose in an environment that values innovation, diverse perspectives, and learning at every stage.
We invest in people and empower them to thrive. Our culture is grounded in trust and shaped by a shared belief that our best work happens together. By championing curiosity and encouraging courageous thinking, we push the limits of imagination and create experiences that redefine what's possible. Careers here are shaped with intention, achievements are shared, and people always come first.
With our global team spanning North America, Europe, and Asia, IMAX brings together proprietary software, world-class architecture, and cutting-edge technology with deep industry expertise. Together, we partner with leading filmmakers and studios, advance entertainment technology, and connect audiences around the world to The IMAX Experience.
Come explore IMAX and create what inspires.
Ignite your future with IMAX.
About the Role:
Position Summary
The Talent Development Manager plays a strategic role in shaping the organization's talent strategy by designing and implementing programs that drive performance, enable career growth, and ensure leadership continuity. This role partners closely with People Business Partners, senior leaders, and cross-functional teams to build scalable, inclusive, and future-focused talent solutions that align with business priorities.
The ideal candidate will be a forward-thinking strategist and hands-on executor, passionate about building a culture of continuous learning, knowledge sharing, and career mobility. This role will lead initiatives in talent planning, succession management, performance enablement, career development, and knowledge transfer, ensuring the organization is equipped to meet current and future capability needs.
Key Responsibilities
Talent & Succession Planning
  • Lead the planning of enterprise-wide talent planning processes, including talent reviews, succession planning, and leadership pipeline development and, in partnership with the HRBP community, implement those programs.
  • Partner with leaders and People Business Partners to identify critical roles, assess bench strength, and develop targeted strategies to mitigate talent risks.
  • Create tools and frameworks to support talent calibration, readiness assessments, and development planning.

Performance Management
  • Lead the performance management strategy and process, ensuring alignment with organizational goals and values.
  • Continuously improve performance practices to foster a culture of accountability, feedback, and growth.
  • Provide training and resources to managers and employees to support effective goal setting, coaching, and performance conversations.
  • Partner with the HRBP's to ensure a successful program implementation promoting a culture of high performance, transparency and differentiating talent.

Career Development & Knowledge Transfer
  • Develop and implement career development frameworks, pathways, and tools that empower employees to navigate their careers.
  • Design programs that promote internal mobility, skill development, and cross-functional growth.
  • Establish knowledge transfer strategies to capture institutional knowledge and enable continuity across teams and roles.

Culture, Inclusion & Engagement
  • Ensure inclusive leadership and cultural awareness is embedded into all talent development initiatives.
  • Support employee engagement efforts through insights, action planning, and development interventions.

Learning & Capability Building
  • Identify talent and skill gaps through organizational assessments that will be conducted in partnership with HRBPs like talent reviews to inform and contribute to learning strategies.
  • Ensure learning solutions are inclusive and accessible.
  • Support the delivery learning programs that build employee capabilities across all levels.

Skills
  • Ability and initiative to understand business needs, analyze issues, and drive solutions.
  • Effective communicator to convey complex ideas and critical information to stakeholders.
  • Excellent interpersonal skills, and the ability to motivate and influence all employees across the organization.
  • Highly collaborative, self-starter able to work in a dynamic and fast-paced environment.
  • Ability to toggle between strategic and tactical work.
  • High degree of emotional intelligence and maturity.
  • Strong facilitation and coaching skills.
  • Strategic thinker with strong business acumen and ability to translate organizational needs into talent solutions.
  • Expertise in talent planning, succession management, and career development frameworks.
  • Comfortable navigating ambiguity and balancing strategic and tactical work.
  • Proficiency in data analysis and reporting tools.
  • Strong ability to interpret and analyze data/findings gathered to identify trends and commonalities.

Experience and Education
  • Undergraduate degree or postgraduate diploma in Human Resource Management, Organizational Development, or related field.
  • Minimum of 5 -7 years of experience in learning and development, talent development and project management.
  • Proven success in creating and facilitating talent management programs designed to meet the needs of employees at various levels.
  • Experience with project and program management including the ability to manage multiple projects simultaneously.
  • Experience with employee engagement surveys.
  • Experience working with Workday Talent.
  • DEI and Entertainment industry experience a plus.

Position Status:
New Role
This job posting reflects a current vacancy within the organization. The position is active, approved, and intended to be filled as part of our staffing needs.
Hiring Range :
$87,578.00 - $125,111.00 (per year) Final pay within this range will be determined based on experience, skills, internal equity, and the geographic location of the role. Additional non-discretionary compensation may apply where eligible.
At IMAX, you will be part of a culture built on respect - we are committed to creating a welcoming and diverse atmosphere across our organization.
For consideration, please apply online. We thank all applicants for their interest in IMAX but only those selected for an interview will be contacted.
IMAX will consider for employment all qualified applicants, including those with criminal histories, or arrest or conviction records, in a manner consistent with applicable state and local laws, including the City of Los Angeles' Fair Change Initiative For Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, where applicable.
In accordance with Ontario's pay transparency requirements, candidates will be informed when they are no longer under consideration for this position. Communication regarding application status may be provided through email or through your online applicant profile (if applicable).
As part of our recruitment process, we may use technology-assisted tools, including automated systems, to support the review and assessment of applications. These tools do not make final hiring decisions. All decisions related to screening, interviewing, and selection are made by our Talent Acquisition and hiring teams.

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