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Talent Management Program Manager Jobs in Barnegat, NJ

Community Options

Program Manager

Forked River, NJ · On-site

$55K/yr

Ensure individuals are supported per their ISP/PCP including medication management, meal planning, and behavior management * Ensure program documentation and billable records are completed accurately ...

Community options

Program Manager

Forked River, NJ · On-site

$55K/yr

Ensure individuals are supported per their ISP/PCP including medication management, meal planning, and behavior management * Ensure program documentation and billable records are completed accurately ...

Community Options

Program Manager- DCF

Forked River, NJ · On-site

$55K/yr

Ensure individuals are supported per their ISP/PCP including medication management, meal planning, and behavior management * Ensure program documentation and billable records are completed accurately ...

Community options

Program Manager- DCF

Forked River, NJ · On-site

$55K/yr

Ensure individuals are supported per their ISP/PCP including medication management, meal planning, and behavior management * Ensure program documentation and billable records are completed accurately ...

Collabera Digital

Technical Program Manager

Berkeley, NJ · On-site

$52 - $75/hr

Technical Delivery Management * Partner with engineering teams to design and deliver integrations ... Our engineering, cloud, data, experience design, and talent solution capabilities accelerate ...

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Talent Management Program Manager information

See Barnegat, NJ salary details

$63.2K

$91.7K

$138.1K

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

As of Sep 12, 2026, the average yearly pay for talent management program manager in Barnegat, NJ is $91,704.00, according to ZipRecruiter salary data. Most workers in this role earn between $71,200.00 and $109,400.00 per year, 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.

Infographic showing various Talent Management Program Manager job openings in Barnegat, NJ as of August 2026, with employment types broken down into 1% As Needed, 75% Full Time, 21% Part Time, and 3% Contract. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $91,704 per year, or $44.1 per hour.

Senior Manager, Talent Acquisition

Barnegat, NJ • On-site

Marriott
Traveler Accommodation • 10K+ employees
Learn more about Marriottexternal

Full-time

Posted 16 days ago

Marriott International rating

6.4

Company rating: 6.4 out of 10

Based on 1,191 frontline employees who took The Breakroom Quiz

Job description

JOB SUMMARY

The Senior Manager, Talent Acquisition - Premium & Select Brands is accountable for the delivery of management recruitment across Marriott's Premium & Select portfolio within an assigned geographical region or market segment across EMEA, covering red, blue and purple banded positions.

Aligned to Regional Vice Presidents (RVPs), Area Directors of Human Resources (ADHRs) and segment leadership teams, this role serves as the primary Talent Acquisition partner for Premium & Select hotels, ensuring recruitment strategies support business performance, talent succession and future growth plans.

The role owns Executive Committee (purple banded) recruitment across the Premium & Select portfolio while leading a team of Talent Acquisition Managers responsible for red and blue banded management hiring. In addition to live vacancy recruitment, the Senior Manager is responsible for building proactive talent pipelines, supporting internal mobility and driving talent attraction strategies across the segment.

Operating within a regional recruitment pod, the role collaborates closely with:

  • Talent Acquisition Managers supporting management hiring
  • Early Careers & Events partner
  • South Africa TA Hub supporting hourly hiring
  • Talent Management teams
  • Area Directors of Human Resources
  • Regional Operations leaders

The Senior Manager acts as the strategic link between the business and Talent Acquisition, ensuring recruitment priorities align with operational goals, workforce plans and talent succession strategies.

Scope

Recruitment Strategy & Business Partnership

  • Partner with RVPs, ADHRs and hotel leadership teams to develop and execute recruitment strategies across the Premium & Select portfolio
  • Lead intake discussions for Executive Committee and management positions, aligning recruitment strategies with business priorities
  • Own recruitment delivery for Executive Committee (purple banded) positions
  • Provide guidance and consultation to stakeholders on hiring decisions, talent availability and market conditions
  • Support workforce planning discussions and future talent requirements across the portfolio
  • Act as escalation point for complex recruitment matters and critical business hires

Team Leadership & Performance Management

  • Lead, coach and develop a team of Talent Acquisition Managers supporting red and blue banded management hiring
  • Establish service standards and drive performance against recruitment SLAs and KPIs
  • Monitor team workload, hiring demand and recruitment performance across assigned markets
  • Support capability development through coaching, training and sharing best practices
  • Foster a collaborative and high-performing recruitment culture
  • Ensure consistent recruitment delivery and stakeholder experience across the segment

Talent Pipelining & Internal Mobility

  • Build proactive talent pipelines across key hotel disciplines including Rooms, Food & Beverage, Finance, Human Resources, Engineering, Sales & Marketing and Revenue Management
  • Partner closely with Talent Management teams to identify high-potential internal talent and succession candidates
  • Promote internal mobility opportunities across the Premium & Select portfolio
  • Support succession planning discussions through talent market insights and candidate recommendations
  • Develop strategies to improve internal movement and retention of top talent
  • Ensure balanced consideration of internal and external talent pipelines

Talent Attraction & Employer Brand

  • Develop and execute attraction strategies supporting management recruitment across the portfolio
  • Partner with Employer Brand and Marketing teams to support talent attraction campaigns
  • Utilize social media, networking and sourcing strategies to strengthen candidate pipelines
  • Support recruiting events, career fairs and talent engagement activities
  • Promote Marriott's employer value proposition across all management career levels
  • Enhance awareness of career opportunities within the Premium & Select segment

Talent Intelligence & Market Insights

  • Provide talent market intelligence and hiring insights to business leaders
  • Monitor competitor activity and market trends within hospitality and service-led industries
  • Utilize recruitment analytics to support workforce planning and decision-making
  • Produce regular reporting on recruitment performance, pipeline health and hiring activity
  • Maintain strong data integrity across Talent Acquisition systems and reporting tools

Candidate Profile

Required Experience

  • 5-7 years in Human Resources or Talent Acquisition within the EMEA region (hospitality industry preferred)
  • Extensive Talent Acquisition experience within hospitality, hotels or service-led industries
  • Proven experience recruiting Executive Committee and management-level positions
  • Experience leading recruiters or managing recruitment teams
  • Experience operating across multiple countries or markets
  • Experience building proactive talent pipelines and sourcing strategies
  • Experience partnering with senior operational and Human Resources stakeholders
  • Experience working within recruitment operations, shared-service or hub models

Success Measures

  • Reduction in overall Time to Fill across red, blue and purple banded roles
  • Increased candidate satisfaction and hiring manager satisfaction throughout the recruitment lifecycle
  • Consistent achievement or outperformance of SLA targets including:
    • Time to Slate
    • Time to Interview
    • Offer Acceptance rate
  • Strong quality of hire outcomes measured through hiring manager feedback and early retention indicators

Skills and Behaviours

  • Strong stakeholder management and influencing capability
  • Leadership and people development skills
  • Project management and operational planning capability
  • Ability to build credibility with senior business leaders
  • Strong sourcing, talent pipelining and relationship-building skills
  • Enterprise mindset and commitment to driving business outcomes
  • Excellent communication and cross-functional collaboration skills
  • Digitally fluent, with strong capability in using digital platforms and social media to support engagement and outreach
  • Strong commercial awareness and business acumen
  • High proficiency in English is required. Additional language knowledge or proficiency is desirable.

Note: This is an EMEA regional role, and regular travel across the region will be required.  In addition, when not travelling, the expectation is to be based at the Local office three days a week or as needed

 

At the time of application, applicants must have the legal right to work in the country in which they are based within the European Union. Unfortunately, this role is not eligible for visa sponsorship or relocation assistance.

WHY JOIN MARRIOTT INTERNATIONAL?

Marriott International has been recognized as one of Fortune's 100 Best Companies to Work For in 2026 by Great Place to Work.  This is a reflection of our people-first culture, commitment to wellbeing, and collaborative workplace. This accolade joins a growing list of regional honors, reinforcing our dedication to creating an exceptional environment where associates thrive.

At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated.Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.

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Marriott International is the world's largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.

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