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Talent Management Program Manager Jobs in Canton, MA

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PROGRAM MANAGER

Medford, MA · On-site

Budget management * Data analysis and reporting * Quality improvement (QI) * Electronic Health ... PMP, CAPM, or other project/program management certification preferred * Licensed clinical ...

HX5 LLC

Program Manager

Bedford, MA · On-site

$130K - $154K/yr

Support program management reviews, senior level meeting/reviews, and IMP/IMS reviews. * Support and develop various briefings/schedules of program status and acquisition tasks to senior management.

Willdan

Program Manager

Cambridge, MA · On-site

$90K - $130K/yr

Prepare reports, presentations, and dashboards to communicate program outcomes and progress to management, stakeholders, and the client(s). * Foster positive relationships with key stakeholders ...

OSI Systems, Inc

Program Manager

Billerica, MA · On-site

$130K - $140K/yr

Program Management Professional (PMP) Certification required. * A minimum of seven (7) years of ... related government program management experience in leading customer programs/projects on high ...

Willdan Group, Inc.

Program Manager

Cambridge, MA · On-site

Prepare reports, presentations, and dashboards to communicate program outcomes and progress to management, stakeholders, and the client(s). * Foster positive relationships with key stakeholders ...

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All JobsTalent Management Program JobsTalent Management Program Manager JobsTalent Management Program Manager Jobs in Canton, MA

Talent Management Program Manager information

See Canton, MA salary details

$62.9K

$91.3K

$137.5K

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

As of Sep 11, 2026, the average yearly pay for talent management program manager in Canton, MA is $91,263.00, according to ZipRecruiter salary data. Most workers in this role earn between $70,800.00 and $108,900.00 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 Canton, MA as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 16% Part Time, and 5% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $91,263 per year, or $43.9 per hour.

Principal Acquisition Program Manager

Bedford, MA • On-site

Applied Research Solutions
Guided Missile and Space Vehicle Manufacturing • 501 - 1,000 employees
Learn more about Applied Research Solutionsexternal

$175K - $195K/yr

Full-time

Re-posted 27 days ago

Job description

Applied Research Solutions is seeking a Principal Acquisitions Program Manager to work at Hanscom AFB in Bedford, MA. This role requires employee pass background screening for SAP.

Why Work with us?

Applied Research Solutions (ARS) is respected as a world-class provider of technically integrated solutions as we deliver premier talent and technology across our focused markets for unparalleled, continuous mission support. Awarded a Best Places to Work nominee since 2020, ARS recognizes that without our career- driven, loyal professionals, we would not be able to deliver state-of-the-art results for our mission partners. We firmly believe that prioritizing our employees is of the upmost importance. We provide a culture where our employees are challenged to meet their career goals and aspirations, while still obtaining a work/life balance. ARS employees are motivated through our industry competitive benefits package, our awards and recognition program, and personalized attention from ARS Senior Managers. 

Responsibilities will include:

  • Extensive use of DoD5000. (Must have strong expertise of DoD5000 within an Air Force setting). 
  • Investigates, analyzes, plans, evaluates, drafts and/or recommends solutions for project/program efforts. 
  • Provide expert level issue resolution and recommendation support to achieve desired program outcomes. 
  • Apply broad knowledge of organizational missions and programs, such as acquisition management and modernization planning. 
  • Apply knowledge of and expertise with acquisition management, program management, budget/finance principles and methodologies, modernization planning, and the Planning, Programming, Budgeting, and Executing (PPBE) process. 
  • Review initial and revised acquisition documents and provide the enterprise level perspective to ensure consistency and accuracy.  
  • Provide comments on acquisition documentation that add value from an enterprise perspective and facilitate an integrated, system-of-systems approach across the division.
  • Will perform other duties as assigned. 

Qualifications/Technical Experience Requirements:

  • Must be a US citizen
  • Active Top Secret Security Clearance with ability to access SAP
  • Master's Degree and 15 years of general work experience, 10 years of which must be in acquisition program management. 

The expected annual salary range is $175k - $195k. Salary is dependent upon the role and associated responsibilities, candidates experience and qualifications to include education, training and key skills. 

All positions at Applied Research Solutions are subject to background investigations. Employment is contingent upon successful completion of a background investigation including criminal history and identity check.

This contractor and subcontractor shall abide by the requirements of 41 CFR 60-741.5(a). This regulation prohibits discrimination against qualified individuals based on disability and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities.

This contractor and subcontractor shall abide by the requirements of 41 CFR 60-300.5(a). This regulation prohibits discrimination against qualified protected veterans and requires affirmative action by covered contractors and subcontractors to employ and advance in employment qualified protected veterans.

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