ZipRecruiter

Log In

1

Talent Management Program Manager Jobs in Washington

AARP

Talent Management Director

Washington, DC · On-site

$150K/yr

The Talent Management Director leads the enterprise talent strategy and designs integrated talent management programs that strengthen organizational capability, leadership readiness, and workforce ...

OATS

Talent Management Director

Washington, DC · On-site

Talent Management Director leads the enterprise talent strategy and designs integrated talent management programs that strengthen organizational capability, leadership readiness, and workforce ...

TEKsystems

CRM Program Manager

Hanover, MD · On-site

$80K - $119K/yr

They will develop and execute strategies that leverage email, SMS, agents, chatbots and talent ... Skills crm, Program management, Project management, salesforce marketing cloud, lifecycle marketing ...

Bechtel

Senior Talent Management Specialist

Reston, VA

$140K - $203K/yr

Your work will positively impact Talent Management efforts at Bechtel to be forward-thinking ... Major Responsibilities: • Acts as project manager for assigned programs, translating high-level ...

New

TEKsystems

CRM Program Manager

Hanover, MD · On-site

$80K - $119K/yr

They will develop and execute strategies that leverage email, SMS, agents, chatbots and talent ... Skills crm, Program management, Project management, salesforce marketing cloud, lifecycle marketing ...

next page

Showing results 1-20

All JobsTalent Management Program JobsTalent Management Program Manager JobsTalent Management Program Manager Jobs in Washington

Talent Management Program Manager information

See Washington salary details

$5

$44

$63

How much do talent management program manager jobs pay per hour?

As of Sep 10, 2026, the average hourly pay for talent management program manager in Washington is $44.41, according to ZipRecruiter salary data. Most workers in this role earn between $32.93 and $56.35 per hour, depending on experience, location, and employer.

What does a talent management program manager do?

A Talent Management Program Manager is responsible for designing, implementing, and overseeing programs that attract, develop, retain, and engage employees within an organization. They work closely with HR and leadership teams to identify talent needs, create development plans, and ensure alignment with business goals. Their work often includes succession planning, leadership development, performance management, and employee engagement initiatives. This role is key to building a strong organizational culture and supporting long-term business growth.

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

To thrive as a Talent Management Program Manager, you need expertise in talent development strategies, organizational psychology, and program management, often supported by a bachelor's or master's degree in human resources or a related field. Familiarity with HRIS platforms, talent analytics software, and relevant certifications such as SHRM-CP or PHR is typically required. Outstanding communication, stakeholder management, and problem-solving skills help drive engagement and ensure smooth execution of talent initiatives. These skills are crucial for aligning talent strategies with business goals and fostering a high-performing, engaged workforce.

What are some common challenges faced by talent management program managers, and how can they be addressed?

Talent Management Program Managers often encounter challenges such as aligning talent initiatives with organizational goals, managing stakeholder expectations, and integrating new technologies into existing processes. To address these, it's important to maintain open communication with leadership, regularly assess program effectiveness using data-driven metrics, and stay current with industry best practices. Building strong relationships across departments and fostering a culture of continuous feedback also help ensure talent programs are both effective and adaptable to changing business needs.

What is the difference between Talent Management Program Manager vs Talent Acquisition Specialist?

AspectTalent Management Program ManagerTalent Acquisition Specialist
CredentialsBachelor's degree; HR certifications often preferredBachelor's degree; recruiting certifications beneficial
Work EnvironmentHR departments, corporate offices, focus on employee developmentRecruitment agencies, corporate HR, focus on hiring processes
Industry UsageUsed across industries for employee lifecycle managementPrimarily in staffing and recruitment sectors
Search & ComparisonOften compared for HR roles focusing on employee growth vs hiring

The Talent Management Program Manager focuses on developing and implementing strategies for employee growth and retention, while the Talent Acquisition Specialist concentrates on sourcing and hiring new talent. Both roles are essential in HR but serve different stages of the employee lifecycle.

What cities in Washington are hiring for Talent Management Program Manager jobs?

Cities in Washington with the most Talent Management Program Manager job openings:

Talent Management Director

Washington, DC • On-site

AARP
Non-Profits • 1 - 5K employees
Learn more about AARPexternal

$150K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 10 days ago

AARP rating

7.9

Company rating: 7.9 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

Job description

Overview
AARP is the nation's largest nonprofit, nonpartisan organization dedicated to empowering people 50 and older to choose how they live as they age. With a nationwide presence, AARP strengthens communities and advocates for what matters most to the more than 100 million Americans 50-plus and their families: health and financial security, and personal fulfillment. AARP also works for individuals in the marketplace by sparking new solutions and allowing carefully chosen, high-quality products and services to carry the AARP name. As a trusted source for news and information, AARP produces the nation's largest-circulation publications, AARP The Magazine and the AARP Bulletin.
Human Resources is responsible for developing, implementing, and maintaining AARP enterprise-wide human resource strategies, initiatives, policies, procedures and related systems. This includes employee compensation and benefits, organization design and integration, talent acquisition, talent development and employee relations.
The Talent Management Director leads the enterprise talent strategy and designs integrated talent management programs that strengthen organizational capability, leadership readiness, and workforce effectiveness. The role leads succession planning, talent reviews, performance management, leadership pipeline development, and talent mobility strategies that align workforce capabilities with current and future business needs. The Director leverages workforce data, skills insights, and talent analytics to identify capability gaps, advise on talent decisions, and partner with leaders to deploy talent effectively across the organization. The role serves as a trusted advisor to senior leaders and coaches them on talent investments, succession readiness, workforce planning, and development strategies that accelerate organizational performance and growth.
Responsibilities
  • Develops integrated talent strategies that build organizational capability, strengthen leadership readiness, and align workforce capabilities with current and future business needs.
  • Leads enterprise talent review and succession planning processes to assess talent strength, identify high-potential talent, mitigate leadership risk, and build robust pipelines for critical roles.
  • Drives enterprise talent mobility and deployment strategies that expand employee skills, support career progression, and enable workforce agility across the organization.
  • Partners with business and HR leaders to identify internal talent opportunities, integrate skills-based practices, and align talent deployment with organizational priorities.
  • Aligns performance management, development, and succession practices into an integrated talent ecosystem that supports employee growth, performance differentiation, and organizational outcomes.
  • Uses workforce data, talent analytics, and skills insights to identify capability gaps, pipeline risks, workforce trends, and opportunities to improve talent outcomes.
  • Develops metrics, reporting, and actionable recommendations that measure talent health, leadership readiness, mobility effectiveness, and organizational capability growth.
  • Coaches' senior leaders and managers on talent decisions, including workforce planning, succession readiness, performance differentiation, development investments, and internal mobility. Leads enterprise talent and organizational development initiatives, building stakeholder commitment and adoption through effective change management, communication, and partnership

Qualifications
  • Bachelor's degree and 8 or more years of progressive experience in Human Resources, Talent Management, Organizational Development, or a related field.
  • Demonstrated experience leading enterprise-wide succession planning, talent reviews, and leadership pipeline programs.
  • Experience designing and implementing talent mobility and skills-based workforce strategies.
  • Strong expertise in workforce planning, talent analytics, organizational effectiveness, and leadership assessment methodologies.
  • Proven ability to influence and coach senior executives on talent strategy, succession decisions, and organizational capability development.
  • Experience leveraging workforce data, analytics, and skills intelligence platforms to drive strategic talent decisions.

AARP will not sponsor an employment visa for this position.
Additional Requirements
  • Regular and reliable job attendance
  • Effective verbal and written communication skills
  • Exhibit respect and understanding of others to maintain professional relationships
  • Independent judgement in evaluation options to make sound decisions
  • In office/open office environment with the ability to work effectively surrounded by moderate noise

Hybrid Work Environment
AARP observes Mondays and Fridays as remote workdays, except for essential functions. Remote work can only be done within the United States and its territories.
Compensation and Benefits
AARP offers a competitive compensation and benefits package including a 401(k); 100% company-funded pension plan; health, dental, and vision plans; life insurance; paid time off to include company and individual holidays, vacation, sick, caregiving, and parental leave; performance-based and peer-based recognition and tuition reimbursement.
Equal Employment Opportunity
AARP is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. AARP does not discriminate on the basis of race, ethnicity, religion, sex, color, national origin, age, sexual orientation, gender identity or expression, mental or physical disability, genetic information, veteran status, or on any other basis prohibited by applicable law.

What AARP employees say

Pay

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply