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Talent Development Program Manager Jobs in Groveport, OH

ODW Logistics

Leadership Development Manager

Columbus, OH · On-site

$138K/yr

The Leadership and Development Manager is responsible for the talent development strategy to ensure alignment of organizational programs and initiatives that enhance work performance, develop leaders ...

Epitec

Program Manager I

Columbus, OH · On-site

Onsite Summary The Program Manager directs, controls, administers, and oversees an enhancement or development program. This individual is ultimately responsible to the agency and is accountable for ...

Epitec

Program Manager

Columbus, OH · On-site

$59/hr

Program Manager 3 Location: Columbus, OH (Hybrid, must be able to report onsite as needed) Pay: $59 ... Oversee planning, analysis, design, development, testing, and implementation activities.

EPITEC

Program Manager

Columbus, OH · On-site

$59/hr

Epitec Role: Program Manager 3 Location: Columbus, OH (Hybrid, must be able to report onsite as ... Oversee planning, analysis, design, development, testing, and implementation activities.

Navtech, Inc.

Program Manager

Columbus, OH · On-site

$70/hr

I have an opportunity for " Program Manager " and looking for a candidate who can join Immediately ... development lifecycle and various technology methodologies that support that lifecycle. * Proven ...

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All JobsTalent Development Program JobsTalent Development Program Manager JobsTalent Development Program Manager Jobs in Groveport, OH

Talent Development Program Manager information

See Groveport, OH salary details

$31.3K

$117.3K

$195.4K

How much do talent development program manager jobs pay per year?

As of Sep 12, 2026, the average yearly pay for talent development program manager in Groveport, OH is $117,299.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,100.00 and $139,700.00 per year, depending on experience, location, and employer.

What is a talent development program manager?

A Talent Development Program Manager is responsible for designing, implementing, and managing programs that help employees grow their skills and advance within an organization. They work closely with HR and leadership to identify development needs, create training initiatives, and measure program effectiveness. Their goal is to foster a culture of continuous learning and support organizational goals by developing employee potential.

What are the key skills and qualifications needed to thrive as a talent development program manager?

To thrive as a Talent Development Program Manager, you need expertise in learning and development strategies, adult education, and program management, often supported by a bachelor's or master's degree in HR or a related field. Familiarity with Learning Management Systems (LMS), talent analytics tools, and certifications like CPLP or SHRM-CP is highly beneficial. Strong communication, leadership, and stakeholder management skills help you engage participants and drive organizational change. These skills ensure effective program design and implementation that aligns workforce capabilities with business goals.

How does a talent development program manager typically collaborate with other departments to ensure effective learning initiatives?

Talent Development Program Managers frequently work cross-functionally, partnering with HR, department leaders, and subject matter experts to design and implement learning programs that align with organizational goals. They often conduct needs assessments by consulting with managers and employees to identify skill gaps and ensure that training initiatives are relevant and impactful. Regular communication and feedback loops with various teams are essential to adjust programs as business needs evolve, fostering a collaborative culture that supports continuous employee growth.

What is the difference between Talent Development Program Manager vs Learning and Development Specialist?

AspectTalent Development Program ManagerLearning and Development Specialist
CredentialsBachelor's degree; certifications like CPLP or ATDBachelor's degree; certifications like CPLP or ATD
Work EnvironmentStrategic planning, program management, cross-department collaborationTraining delivery, content creation, workshop facilitation
Employer & Industry UsageCorporate, large organizations, HR departmentsCorporate, education, nonprofit sectors
Search & Comparison IntentUnderstanding roles in talent development, program managementFocus on training delivery, instructional design

The Talent Development Program Manager oversees the design and implementation of talent development initiatives, focusing on strategic program management. In contrast, the Learning and Development Specialist primarily delivers training sessions and develops learning content. While both roles require similar certifications and work within corporate environments, the Program Manager has a broader strategic scope, whereas the Specialist concentrates on training execution.

What cities near Groveport, OH are hiring for Talent Development Program Manager jobs?

Cities near Groveport, OH with the most Talent Development Program Manager job openings:

Leadership Development Manager

Columbus, OH • On-site

ODW Logistics
Transportation and Warehousing • 501 - 1,000 employees
Learn more about ODW Logisticsexternal

$138K/yr

Full-time

Posted 23 days ago

ODW Logistics rating

6.6

Company rating: 6.6 out of 10

Based on 35 frontline employees who took The Breakroom Quiz

Job description

WHO WE ARE
ODW Logistics is a people-focused and customer-driven third-party logistics (3PL) provider committed to delivering seamless end-to-end supply chain solutions. Our extensive range of services include supply chain design and innovation, warehousing, efficient distribution and fulfillment, freight brokerage, transportation management, and specialized e-commerce fulfillment solutions.
Job Description
The Leadership and Development Manager is responsible for the talent development strategy to ensure alignment of organizational programs and initiatives that enhance work performance, develop leaders and yield successful outcomes.
Essential Responsibilities
  • Lead the enterprise leadership development strategy, ensuring programs, tools, and development experiences build leader capability, strengthen succession readiness, and support ODW's long-term business growth.
  • Own and continuously evolve the Leadership Development Program lifecycle, including onboarding, assessments, coaching, learning experiences, development planning, program communications, participant support, and placement into future leadership opportunities.
  • Partner with executive leadership, HR leaders, HR Business Partners, and operational leaders to identify leadership capability gaps, workforce readiness needs, and future pipeline requirements aligned to business strategy.
  • Design and facilitate leadership development experiences for emerging, frontline, mid-level, senior, and high-potential leaders, ensuring content is practical, scalable, competency-based, and tied to business outcomes.
  • Build and maintain leadership development pathways, curriculum, assessments, coaching tools, individual development planning resources, and learning resources that support readiness for current and future roles.
  • Support the design, governance, and integration of competency frameworks into leadership programs, performance management, talent reviews, succession planning, onboarding, career pathing, and development resources.
  • Collaborate with senior leaders to translate talent review, succession planning, engagement, performance, and workforce data into targeted leadership development priorities and actionable development plans.
  • Define, monitor, and report KPIs and success measures for leadership and development initiatives, including program effectiveness, leadership readiness, internal mobility, succession health, engagement impact, learning utilization, and participant outcomes.
  • Manage and support leadership development systems, LMS, learning platforms, assessment tools, external partners, and program resources to ensure consistent execution, user experience, and measurable impact.
  • Ensure required leadership, compliance, and workplace training topics are maintained and delivered in alignment with federal, state, local, and company requirements.
  • Lead, coach, and develop direct reports and cross-functional partners involved in training, leadership development, program delivery, and talent initiatives.
  • All other duties as assigned.

MINIMUM QUALIFICATIONS
These may be representative, but not all-inclusive of those commonly associated with this position. We encourage you to apply, even if you don't meet every qualification.
Education & Experience
  • Bachelor's degree or equivalent education/work experience preferred
  • Minimum of 7+ years of experience in leadership development and talent management with proven experience of delivering high-impact results preferred
  • Proficiency in Microsoft Office tools, and LMS software preferred
  • DiSC, Hogan, MBTI and 360 certifications preferred

Capabilities
  • Strong facilitation, coaching, presentation, and communication skills with the ability to engage leaders at all levels of the organization
  • Demonstrated ability to assess leadership capability gaps and translate business, talent, and performance needs into practical development solutions
  • Proven project management skills and planning skills
  • Ability to use data, feedback, and program metrics to evaluate effectiveness, identify improvement opportunities, and communicate impact

Physical & Mental Requirements
While performing the duties of this job, the employee requires the ability to:
  • Hear, read and comprehend, write, and communicate
  • Continuously sit, type, and perform repetitive wrist motion
  • Occasionally stand, walk, bend, squat/kneel, twist/turn or reach
  • Focus (with or without corrective lenses) to see close and distant, along with depth perception capabilities

The physical demands herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
OUR VALUES
Pillared on our core values, we strive for collective growth and reaching our highest potential. We are dedicated to helping our teammates experience fulfillment through their individual strengths and innovative ideas.
Respect | Give and it will be given.
We treat others as we want to be treated. We cannot control events, but we can control our response. We build respect through honesty, fairness, and integrity.
Trust | Earned over time.
We do what we say we will do. We are clear, direct, and honest. We seek to understand and be understood.
Team | Accomplish more together.
We work hard toward a common goal. We desire to make everyone successful. We achieve the best results as a team.
Opportunity | Realize your potential.
We believe all people have significance and potential. We understand work and life are integrated and we value both. We strive to make an impact in the world around us.
EQUAL OPPORTUNITY EMPLOYER
ODW Logistics is an equal opportunity employer and prohibits discrimination and harassment of any kind. All employment decisions at ODW Logistics are based on business needs, job requirements, and individual qualifications, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status. ODW Logistics will not tolerate discrimination or harassment based on any of these characteristics.
Salary Pay Grade Level 18
Salary Range $94,125 to $125,500
#LI-JP1
INDSA
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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