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Talent Development Manager Jobs in Providence, RI

UNFI

Human Resources Business Partner

CT · On-site

$72K/yr

Reporting to the HR Director or Manager, the HR Business Partner is responsible for the effective execution of human resources strategies in areas such as Talent Development, Workforce Planning ...

Bierman Autism Centers

Practice Manager

Providence, RI · On-site

$75K - $85K/yr

As a Practice Manager, you'll be the heartbeat of the center by building strong, high-performing ... High employee retention rates, positive team culture, and effective internal talent development.

Bierman Autism Centers

Practice Manager

Providence, RI

$75K - $85K/yr

As a Practice Manager, you'll be the heartbeat of the center by building strong, high-performing ... High employee retention rates, positive team culture, and effective internal talent development.

Citizens

Mgr Software Engineering

Johnston, RI

$180K - $231K/yr

Leadership and Talent Development Leads by example and sets clear expectations for performance ... managing engineering teams and delivering software products Strong understanding of software ...

Citizens

Mgr Software Engineering

Johnston, RI · On-site

$180K - $231K/yr

Leadership and Talent Development Leads by example and sets clear expectations for performance ... managing engineering teams and delivering software products Strong understanding of software ...

Citizens

Mgr Software Engineering

Johnston, RI

$180K - $231K/yr

Leadership and Talent Development Leads by example and sets clear expectations for performance ... managing engineering teams and delivering software products Strong understanding of software ...

Citizens Bank

Mgr Software Engineering

Johnston, RI · On-site

$180K - $231K/yr

Leadership and Talent Development Leads by example and sets clear expectations for performance ... managing engineering teams and delivering software products Strong understanding of software ...

Citi Trends

Store Manager

Brockton, MA

Hiring, Recruiting & Talent Development * Sales & Profit Performance Management * Operational Excellence & Compliance * Customer-Focused Execution * Time Management & Prioritization * Adaptability in ...

Citi Trends

Store Manager

Cranston, RI

Hiring, Recruiting & Talent Development * Sales & Profit Performance Management * Operational Excellence & Compliance * Customer-Focused Execution * Time Management & Prioritization * Adaptability in ...

Vishay

HR Manager

Warwick, RI · On-site

$80K - $95K/yr

Partner with site leaders in the oversight and execution of key talent management processes such as workforce planning, talent acquisition, onboarding, talent development, promotions, change ...

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Showing results 21-40

All JobsTalent Development JobsTalent Development Manager JobsTalent Development Manager Jobs in Providence, RI

Talent Development Manager information

See Providence, RI salary details

$60.1K

$97.6K

$137.4K

How much do talent development manager jobs pay per year?

As of Aug 23, 2026, the average yearly pay for talent development manager in Providence, RI is $97,639.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,400.00 and $109,100.00 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 are the most commonly searched types of Talent Development jobs in Providence, RI?

The most popular types of Talent Development jobs in Providence, RI are:

What job categories do people searching Talent Development Manager jobs in Providence, RI look for?

The top searched job categories for Talent Development Manager jobs in Providence, RI are:

Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Providence, RI as of July 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $97,639 per year, or $46.9 per hour.

Human Resources Business Partner

UNFI

CT • On-site

$72K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 28 days ago

UNFI rating

7.3

Company rating: 7.3 out of 10

Based on 128 frontline employees who took The Breakroom Quiz

20th of 49 rated food wholesalers

Job description

**Onsite in Dayville, CT - Salary up to $72k **
What does it mean to be a part of our HR Operations team?
While providing on-site support for our 50+ distribution centers, our HR Operations team ensures effective execution of human resources strategies in areas such as Talent Development, Workforce Planning, Talent Selection, Engagement, Recognition, Performance Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability, and Philanthropy. In addition, this team plays a pivotal role in our current transformation journey. They are instrumental in helping to develop and retain the right talent, who are fully engaged with this strategy, as well as embodying a true "people first" mindset to help drive UNFI's company culture of collaboration and engagement.
Purpose:
The Human Resources Business Partner is responsible for executing action items that support key projects and initiatives within the facility/group. Reporting to the HR Director or Manager, the HR Business Partner is responsible for the effective execution of human resources strategies in areas such as Talent Development, Workforce Planning, Talent Selection, Engagement, Recognition, Performance Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability, and Philanthropy.
JOB RESPONSIBILITIES:
Business Partnership
  • Builds effective working relationships with business leaders.
  • Leverages an understanding of business needs and works closely with leaders to optimize human capital to meet strategic plans.
  • Acts as a primary point of contact and provides counsel and consulting services to internal partners across all levels of the organization, including Senior leaders.
  • Provides coaching to individual contributors, with the goal of making others successful.
  • Participates and collaborates in supervisor, management, and staff meetings.
  • Reviews metrics to derive insights and uses those insights to solve business problems and improve processes.

Talent & Onboarding
  • Responsible for implementing the workforce and talent agenda that attracts the right people in a competitive market and drives enterprise productivity, in partnership with Talent Acquisition.
  • Conducts new hire orientation and ensures that new associates are well informed of HR benefits, policies, and programs.
  • Prepare and communicate information to new employees upon hire date. Provide orientation on the Company policies. Prepare pre-employment and new hire paperwork as required by the Company, State, and Federal regulations.
  • Deliver training programs, as assigned.

Engagement & Associate Relations
  • Responsible for being a steward of the company culture.
  • Uses discretion and ensures that associate questions are promptly and courteously resolved.
  • Drive employee engagement efforts through execution of employee feedback survey, analysis of results, and development of action plans, as assigned.
  • Addresses associate concerns with open communication techniques and conducts investigations of concerns raised by associates as assigned. Communicates with associates in a timely and courteous manner.
  • Handles basic employment relations issues, including reviewing recommendations with HR Manager and escalating, as appropriate.

Execution of HR Activities and Programs
  • Executes on assigned HR functions accurately and in a timely manner.
  • Leverages best practices and participates in collaboration within the region/group, and nationally.
  • Executes on tactics supporting HR programs within the facility, in accordance with HR processes and programs.
  • Builds effective working relationships with the HR team.
  • Completes reports and information requests accurately and promptly. Maintains and updates HRIS records and associate files. Ensures associate files are complete and compliant.
  • Complete Personnel actions, including partnering with Total Rewards or HR Shared Services to obtain recommendations and approvals, ensuring the transaction is appropriately processed and that associate data is accurate.
  • Supports peer networks across the company.
  • Executes tactics to support core annual programs, such as performance objectives and goal setting, performance evaluations, compensation planning, talent assessment, succession planning, wellness, annual enrollment, etc.
  • Executes tactics to support local/department-level programs for areas such as workforce planning, engagement, recognition, training, wellness, and labor relations.
  • Manages and tracks all leaves of absence and accommodation requests.
  • Possesses working knowledge of HR policies and procedures as well as federal, state/provincial, and local laws.
  • Executes human resources tactics, including recordkeeping, talent development, promotions, employee relations, terminations, and exit interviews, recordkeeping, etc. in accordance with Company procedures and applicable legal requirements. Implements Affirmative Action Plan and goals, where applicable.
  • Provides transparency into work.
  • Leverages the network for learning when encountering a new challenge.
  • Manages personal development following changes to the company, business, and/or HR. Maintains a high level of confidentiality with consistency.
  • Performs other job duties as required.

Education/Certification
  • Bachelor's degree in business or PHR/SPHR/CHRL/CPHR Certification preferred.

Experience
  • Minimum 3 years of HR experience required.

Knowledge
  • Working knowledge of Federal, state/province, and local employment laws.
  • Understanding of talent acquisition techniques, including recruitment, interviewing skills, and selection.
  • Understanding of compensation and benefit policies and programs, employee relations practices.

Skills/Abilities
  • Excellent communication skills, written and verbal.
  • Analytical skills.
  • Action Oriented.
  • Problem-solving skills.

Competencies
  • Communicating effectively.
  • Demonstrating Initiative.
  • Displaying confidence and composure.
  • Assessing and Understanding People.
  • Delivering high-quality work.
  • Good judgment is required for this position as there may be times when direct supervision may not be immediately available.

PHYSICAL ENVIRONMENT/ DEMANDS:
  • Some travel may be required (up to 10%).
  • Most work is performed in a temperature-controlled office environment.
  • Incumbent may sit for long periods of time at the desk or computer terminal.
  • While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear.
  • Incumbent may use calculators, keyboards, telephones, and other office equipment during the normal workday.
  • Stooping, bending, twisting, and reaching may be required in the completion of job duties.

#LI-Onsite
UNFI is an Equal Opportunity employer committed to creating an inclusive and respectful environment for all. All qualified applicants will receive equal consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity or expression, national origin, disability, protected veteran status, or other protected ground. Accommodation is available upon request for candidates taking part in all aspects of the job selection process. - M/F/Veteran/Disability. VEVRAA Federal Contractor.
Compensation:
UNFI anticipates paying the above-referenced pay rate (or within the above-referenced pay range) for this position. Actual Pay, where applicable, will depend on a number of factors, including, but not limited to, education, experience, training, and any requirements under applicable collective bargaining agreements. UNFI is committed to transparency in pay in compliance with applicable state and local laws.
Benefits:
For Washington positions (or positions that may be performed remotely from Washington), https://www.unfi.com/jobs-more-info-wa.html for Washington-specific paid time off details.
Candidates hired into this position will also be eligible to participate in the following benefits programs: Paid Time Off; Sick Time; paid holidays and parental leave; 401K Program; medical, dental, vision, life, and accidental death/dismemberment insurance; short-term and long-term disability insurance program, Flexible Spending Account and/or Health Savings Account, subject to meeting the eligibility requirements and the terms and conditions of these programs, and subject to any requirements under applicable collective bargaining agreements.
UNFI's compensation, benefits, and paid time off policies are subject to change in the Company's sole discretion, consistent with applicable law. This job posting should not be construed as an offer of employment with certain terms, nor should it be construed as a guaranteed minimum.
Qualified applications with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance and the California Fair Chance Act .

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