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Talent Development Manager Jobs in Washington, DC

Amazon

Software Development Manager, IAM

Arlington, VA · On-site

$142K - $187K/yr

As a Software Development Manager, you'll lead a team of engineers tackling challenging technical ... You'll grow talent, drive technical strategy, and deliver results in a domain where correctness and ...

Amazon

Software Development Manager, IAM

Arlington, VA · On-site

$142K - $187K/yr

As a Software Development Manager, you'll lead a team of engineers tackling challenging technical ... You'll grow talent, drive technical strategy, and deliver results in a domain where correctness and ...

Indigo IT

Business Development Manager- Army

Herndon, VA · On-site +1

$150K - $170K/yr

... hire top talent in the field - come join us today! Reporting to the Director of Business ... M and report pipeline health accurately and consistently * Support proposal development by ...

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All JobsTalent Development JobsTalent Development Manager JobsTalent Development Manager Jobs in Washington, DC

Talent Development Manager information

See Washington, DC salary details

$67.4K

$109.5K

$154K

How much do talent development manager jobs pay per year?

As of Aug 9, 2026, the average yearly pay for talent development manager in Washington, DC is $109,450.00, according to ZipRecruiter salary data. Most workers in this role earn between $96,800.00 and $122,300.00 per year, depending on experience, location, and employer.

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.

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.

More about Talent Development Manager jobs
What are the most commonly searched types of Talent Development jobs in Washington, DC? The most popular types of Talent Development jobs in Washington, DC are:
What are popular job titles related to Talent Development Manager jobs in Washington, DC? For Talent Development Manager jobs in Washington, DC, the most frequently searched job titles are:
What job categories do people searching Talent Development Manager jobs in Washington, DC look for? The top searched job categories for Talent Development Manager jobs in Washington, DC are:
Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Washington, DC 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 $109,426 per year, or $52.6 per hour.

Engineering Head of Strategy, Operations & Talent

Bloomberg Industry Group

Arlington, VA

Full-time

Posted 16 days ago

Job description

The Engineering Head of Strategy, Operations & Talent serves as the CTO's chief operating partner, responsible for driving organizational effectiveness, strategic execution, financial discipline, governance, and talent excellence across the technology organization.

This role ensures theCTOorganizationoperatesas a high-performing business function by providing leadership across:

  • Strategic planning and execution

  • Portfolio and program management

  • Financial managementand budgeting

  • Governance, compliance, and risk coordination

  • Organizational communications

  • Talent management, vendormanagementand workforce planning

  • Employee engagement and culture

  • Executive reporting and business operations

The role acts as the central coordination point across allEngineeringfunctions, enabling leaders to focus on delivering technology outcomes while ensuring organizational alignment, accountability, and operational excellence.

Core Responsibilities

1.EngineeringStrategy & Business Operations

Lead the overall operating cadence for theEngineeringorganization.

Responsibilities

  • Develop andmaintaintheEngineeringstrategic operating plan

  • Coordinate annual planning and organizational objectives

  • Facilitate quarterly business reviews (QBRs)

  • ManageCTOstaff meetings and leadership operating rhythms

  • Develop executive dashboards and KPI reporting

  • Prepare presentations and materials for executive leadership and board discussions

  • Drive accountability against strategicobjectivesand commitments

2. Portfolio, Program & Transformation Management

Oversee execution of the organization's most important technology initiatives.

Responsibilities

  • Ensure alignment between investments and business priorities

  • Track execution of strategic initiatives

  • Identifycross-functional dependencies and risks

  • Escalate issues requiring leadership intervention

  • Drive consistency in program reporting and delivery governance

3. Financial Management & Budget Governance

Ownfinancial managementprocesses for theEngineeringorganization.

Responsibilities

  • Lead annual budget development

  • Manage forecasting and variance analysis

  • Monitor technology investments and operating expenses

  • Establish financial reporting and transparency

  • Drive cost optimization initiatives

  • Support vendor investment decisions and business cases

  • Track realization of expected benefits from technology investments

4. Governance, Compliance & Risk Coordination

Coordinate governance processes across theEngineeringorganization.

Responsibilities

  • Manage enterprise technology risk reporting

  • Act asEngineering's point of contact ofaudit activities and readiness efforts

  • Facilitate compliance programs and assessments

  • Maintain technology policy governance processes

  • Track remediation efforts and corrective actions

  • Support regulatory and control framework requirements

  • Coordinate AI governance and technology governance activities

5. Talent Strategy & Workforce Planning

Partner withCTOand Engineeringleadership to build andmaintaina high-performing organization.

Responsibilities

  • Lead workforce planning processes

  • Identifycritical skill gaps and staffing risks

  • Develop talent development strategies

  • Track organizational health and workforce metrics

  • Constantly revise and improvehiring processes and candidate experience

  • Monitor recruiting performance metrics

  • Ensure alignment between hiring decisions and organizational needs

6. Performance Management & Organizational Effectiveness

Establish and improve performance management practices across theEngineeringorganization.

Responsibilities

  • Support calibration and talent review sessions

  • Develop performance improvement frameworks

  • Identifyorganizational performance trends

  • Drive accountability for employee development

  • Improve management effectiveness

  • Partner with HR on performance-related initiatives

7. Employee Engagement, Culture & Communications

Own organizational engagement and communication programs for theEngineeringorganization.

Responsibilities

  • Develop and execute communication strategy

  • Coordinate department-wide communications

  • Plan and manage quarterly technology town halls

  • Lead annualEngineeringkickoffevent

  • Coordinate leadership offsites and organizational meetings

  • Support culture and engagement initiatives

  • Monitor employee engagement trends

  • Partner with HR on employee experience improvements

8. Vendor Governance & Executive Relationships

Provide oversight of strategic technology vendor relationships.

Responsibilities

  • Coordinate executive business reviews with key vendors

  • Monitor strategic vendor performance

  • Track contract and renewal risks

  • Support sourcing and investment decisions

  • Ensure vendor performance aligns with organizational goals

9. Executive Decision Support

Serve as a trusted strategic advisor to theCTO.

Responsibilities

  • Develop executive briefings and recommendations

  • Prepare business cases and investment proposals

  • Assess organizational opportunities and risks

  • Conduct analysis supporting key decisions

  • Drive special projects on behalf of theCTO

  • Support interactions with the CEO and executive team

Compensation Range:

$195,000.00-$255,000.00

Placement in the salary range will be decided upon completion of the interview process. Salary determination will be determined based on factors including but not limited to relevant experience, demonstrated skills related to the requirements of the role, education, certifications, and geographic location.


Equal Opportunity


Bloomberg Industry Group maintains a continuing policy of non-discrimination in employment. It is Bloomberg Industry Group's policy to provide equal opportunity and access for all persons, and the Company is committed to attracting, retaining, developing, and promoting the most qualified individuals without regard to age, ancestry, color, gender identity or expression, genetic predisposition or carrier status, marital status, national or ethnic origin, race, religion or belief, sex, sexual orientation, sexual and other reproductive health decisions, parental or caring status, physical or mental disability, pregnancy or maternity/parental leave, protected veteran status, status as a victim of domestic violence, or any other classification protected by applicable law ("Protected Characteristic"). Bloomberg prohibits treating applicants or employees less favorably in connection with the terms and conditions of employment, in all phases of the employment process, because of one or more Protected Characteristics ("Discrimination").

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