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Talent Development Manager Jobs in Portland, ME (NOW HIRING)

Wright

Talent Acquisition Manager

Portland, ME · On-site

$105K - $115K/yr

Responsibilities Talent Acquisition Strategy & Process Development * Design, implement, and ... Partner with hiring managers to define role requirements, interview plans, and candidate profiles

Wright

Talent Acquisition Manager

Portland, ME · On-site

$105K - $115K/yr

Responsibilities Talent Acquisition Strategy & Process Development * Design, implement, and ... Partner with hiring managers to define role requirements, interview plans, and candidate profiles

eNett

Head of Mobility Program Management

Portland, ME · On-site

We invest in talent development, data-driven insights, and flow engineering to align technology ... Stakeholder & Ecosystem Management: Focus on outcome-based visibility, showcasing progress against ...

WEX

Head of Mobility Program Management

Portland, ME

We invest in talent development, data-driven insights, and flow engineering to align technology ... Stakeholder & Ecosystem Management: Focus on outcome-based visibility, showcasing progress against ...

Insomnia Cookies

Assistant Store Manager

Portland, ME · On-site

This role blends hands-on operational excellence with talent development, administrative ownership ... • Manage bakery operations independently in the absence of the BOM • Model urgency ...

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Talent Development Manager information

See Portland, ME salary details

$61.7K

$100.3K

$141.1K

How much do talent development manager jobs pay per year?

As of Jul 19, 2026, the average yearly pay for talent development manager in Portland, ME is $100,286.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,700.00 and $112,100.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Talent Development Manager, and why are they important?

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.

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 does a talent development manager do?

A talent development manager is responsible for improving employee skills and performance through training programs, coaching, and career development initiatives. They analyze organizational needs, design learning strategies, and often use tools like Learning Management Systems (LMS) to support workforce growth. The role typically requires strong communication, leadership, and project management skills.

What month is the hardest to get a job?

For a Talent Development Manager, hiring tends to slow down during December and the holiday season due to company closures and budget cycles. January and summer months may also see fewer openings as organizations plan budgets and vacations, making these periods more challenging for job seekers. However, hiring can vary by industry and region, so staying proactive year-round is advisable.

What are the 3 C's of talent management?

The 3 C's of talent management are Competence, Commitment, and Culture. These elements help talent development managers ensure employees have the skills, motivation, and alignment with organizational values to perform effectively and grow within the company.

What are the 5 C's of talent?

The 5 C's of talent typically refer to Competence, Commitment, Character, Compatibility, and Contribution. These qualities are important for talent development managers when assessing and nurturing employees' potential and performance within an organization. Focusing on these areas helps ensure a well-rounded approach to talent management and leadership development.
More about Talent Development Manager jobs
What job categories do people searching Talent Development Manager jobs in Portland, ME look for? The top searched job categories for Talent Development Manager jobs in Portland, ME are:
What cities near Portland, ME are hiring for Talent Development Manager jobs? Cities near Portland, ME with the most Talent Development Manager job openings:
Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Portland, ME as of July 2026, with employment types broken down into 1% As Needed, 79% Full Time, 17% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $100,286 per year, or $48.2 per hour.
Director of Workforce Development and Talent Strategy

Director of Workforce Development and Talent Strategy

General Dynamics - Bath Iron Works

Bath, ME • On-site

Full-time

This job post has expired 1 day ago. Applications are no longer accepted.

General Dynamics Bath Iron Works rating

8.2

Company rating: 8.2 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

Job description


The Director of Workforce & Talent Strategy is responsible for designing, leading, and executing enterprise-wide strategies that strengthen BIW's workforce capability, ensure a sustainable skilled trades pipeline, and enhance the long-term development of all employees. This role integrates workforce development, learning and development, and talent acquisition strategy to meet the demands of a complex, large-scale shipbuilding environment. The Director partners closely with operations, engineering, and senior leadership to ensure the organization attracts, develops, and retains the talent needed to deliver on current and future Navy programs.
Key Responsibilities
Workforce Development & Skilled Trades Strategy
  • Lead the strategy for building and sustaining a high-performing skilled trades workforce across all craft disciplines.
  • Oversee apprenticeship programs, trade schools, pre-hire training, and partnerships with community colleges, technical institutions, and workforce agencies.
  • Develop structured career pathways for welders, pipefitters, electricians, shipfitters, and other critical trades.
  • Align training content with production needs, quality standards, safety requirements, and industry certifications.
  • Collaborate with Operations and Production leadership to forecast long-term workforce needs and capacity.
  • Implement workforce readiness pipelines to support major hiring surges associated with shipbuilding milestones.

Learning & Development (Enterprise)
  • Build and execute a comprehensive L&D strategy covering onboarding, compliance, technical training, leadership development, and career progression.
  • Modernize learning delivery through blended learning, hands-on training, simulation, and digital learning platforms.
  • Establish metrics to evaluate training effectiveness and impact on productivity, quality, and retention.
  • Lead initiatives that support leadership capability at all levels, including new leader development and future leader programs.
  • Foster a continuous learning culture aligned to BIW's Business Operating System and Safely Executing High Quality Work.

Talent Acquisition Strategy
  • Lead the strategy for enterprise talent acquisition, ensuring the organization attracts and selects the best talent across skilled trades, engineering, and professional roles.
  • Develop sourcing pipelines for critical trades, STEM talent, and hard-to-fill positions.
  • Strengthen employer branding and workforce marketing to position the company as an employer of choice in the shipbuilding industry.
  • Drive efficiency, equity, and consistency in hiring processes and candidate experience.
  • Partner with workforce development leaders to align pre-hire and post-hire training programs.
  • Advise senior leadership on workforce trends, labor market conditions, and long-range talent risks.

Leadership & Management
  • Lead, mentor, and develop teams in workforce development, L&D, and TA strategy.
  • Manage budgets, vendor relationships, and technology platforms supporting talent and training.
  • Build strong cross-functional relationships across HR, Operations, Planning, Supply Chain, Engineering, and Finance.
  • Champion a culture of safety, learning, accountability, and continuous improvement.

Required/Preferred Education/Training
  • Bachelor's degree in Human Resources, Organizational Development, Business, Industrial Technology, or related field required, Master's preferred.

Required/Preferred Experience
  • 10-15+ years of progressive experience in workforce development, L&D, talent acquisition strategy, or talent management.
  • Experience in heavy manufacturing, shipbuilding, defense contracting, aerospace, or other complex industrial environments strongly preferred.
  • Demonstrated success building skilled trades pipelines and technical training programs.
  • Deep understanding of adult learning principles, technical training, and workforce capability-building.
  • Proven ability to partner with senior operational leaders and support large-scale workforce planning.
  • Strong communication, analytical, and project management skills; ability to drive change in a complex environment.

Key Competencies
  • Strategic Workforce Planning
  • Operational & Business Acumen
  • Talent Development & Succession Planning
  • Leadership & Influence
  • Skilled Trades Development Expertise
  • Change Management
  • Data-Driven Decision Making
  • Collaboration & Relationship-Building

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