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Talent Manager Jobs in Delaware (NOW HIRING)

Chick-fil-A

Talent Director

Newark, DE · On-site

As a Talent Director, you will be a vital part of the leadership team, responsible for managing and enhancing the recruitment, onboarding, and talent development processes for our restaurant. This is ...

Chick-fil-A

Talent Director

Newark, DE · On-site

As a Talent Director, you will be a vital part of the leadership team, responsible for managing and enhancing the recruitment, onboarding, and talent development processes for our restaurant. This is ...

Chick-fil-A

Talent Director

Newark, DE · On-site

As a Talent Director, you will be a vital part of the leadership team, responsible for managing and enhancing the recruitment, onboarding, and talent development processes for our restaurant. This is ...

Chick-fil-A

Talent Director

Newark, DE

As a Talent Director, you will be a vital part of the leadership team, responsible for managing and enhancing the recruitment, onboarding, and talent development processes for our restaurant. This is ...

Year Up United

Director, Talent Acquisition

Wilmington, DE

$100K - $138K/yr

Reporting to the Senior Director, Talent Acquisition, Management & Development, the Director, Talent Acquisition serves as a strategic business partner responsible for developing and executing ...

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Talent Manager information

See Delaware salary details

$36.5K

$67.1K

$120.1K

How much do talent manager jobs pay per year?

As of Aug 30, 2026, the average yearly pay for talent manager in Delaware is $67,112.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,000.00 and $79,100.00 per year, depending on experience, location, and employer.

What is a talent manager?

A talent manager works with artists in the entertainment industry. In this role, your job is to manage and develop the careers of your clients, help them decide on an artistic direction, and guide them towards the best new opportunities. Your primary duties involve offering creative guidance, promoting performances and new works, and assisting your clients to maintain their professional image. Some talent managers also manage their client’s finances by collecting fees, reporting income, and keeping accurate financial records. You most likely have several clients at once in this field.

What is a talent manager?

A Talent Manager is a professional who represents and guides artists, entertainers, athletes, or other talents in their careers. They help clients find opportunities, negotiate contracts, and make strategic decisions to enhance their careers. Talent Managers often handle scheduling, public relations, and networking, ensuring their clients reach their full potential. Their role is different from that of an agent, as they focus on long-term career development rather than just securing individual jobs.

What are the key skills and qualifications needed to thrive as a talent manager, and why are they important?

To thrive as a Talent Manager, you need expertise in recruitment, talent development, and workforce planning, often supported by a degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HR information systems (HRIS), and certifications like SHRM or HRCI are highly beneficial. Outstanding interpersonal skills, emotional intelligence, and negotiation abilities help Talent Managers build trust and foster strong relationships. These skills ensure effective talent acquisition and retention, driving organizational success through a skilled and engaged workforce.

What are some common challenges talent managers face when balancing client needs with organizational goals?

Talent Managers often navigate the delicate balance between advocating for their clients' best interests and aligning with the strategic objectives of their organization or agency. This can involve negotiating contracts, managing expectations, and ensuring that both parties' goals are met. Clear communication, strong relationship-building skills, and the ability to problem-solve under pressure are essential for success in this role. Additionally, Talent Managers frequently collaborate with legal, marketing, and project teams to ensure seamless service delivery while maintaining positive client relationships.

What is the difference between Talent Manager vs Recruiter?

AspectTalent Manager

While both roles focus on staffing and workforce development, a Talent Manager oversees the entire talent lifecycle, including employee development, retention, and succession planning. A Recruiter primarily focuses on sourcing, screening, and hiring candidates for specific roles. Talent Managers often work closely with HR and leadership to align talent strategies with business goals, whereas Recruiters concentrate on filling immediate vacancies.

What degree do you need to be a talent manager?

A talent manager typically does not require a specific degree, but many have a bachelor's degree in fields such as business, marketing, communications, or entertainment management. Relevant skills include strong interpersonal, negotiation, and organizational abilities, and some may pursue certifications in talent management or related areas to enhance their credentials.
More about Talent Manager jobs

What are the most commonly searched types of Talent jobs in Delaware?

The most popular types of Talent jobs in Delaware are:

What are popular job titles related to Talent Manager jobs in Delaware?

For Talent Manager jobs in Delaware, the most frequently searched job titles are:

What job categories do people searching Talent Manager jobs in Delaware look for?

The top searched job categories for Talent Manager jobs in Delaware are:

What cities in Delaware are hiring for Talent Manager jobs?

Cities in Delaware with the most Talent Manager job openings:

Talent Manager jobs near you
Infographic showing various Talent Manager job openings in Delaware as of August 2026, with employment types broken down into 85% Full Time, 13% Part Time, and 2% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution, with an average salary of $67,112 per year, or $32.3 per hour.

Talent Acquisition and Development Manager

The Kendal Corporation

Newark, DE • On-site

Full-time

Posted 10 days ago

Job description

Position Summary
The Talent Acquisition & Development Manager is a key member of The Kendal Corporation's Human Resources team, responsible for leading talent acquisition, onboarding, employee development, and engagement initiatives. Working collaboratively with Human Resource teams across the Kendal System, this role supports the attraction, development, and retention of a highly skilled workforce through both strategic partnership and hands-on program execution.
The position oversees full-cycle recruitment, onboarding and offboarding processes, learning and development programs, and talent-related systems while serving as a resource to affiliate HR teams. The Talent Acquisition & Development Manager partners with the Senior Director of Human Resources and the Director of Human Resource Operations to enhance the employee experience, support workforce needs, and ensure compliance with applicable employment policies and regulations.
Key Responsibilities:
For TKC
  • Lead and manage the full-cycle recruitment process for all TKC talent acquisition needs, ensuring a seamless and positive candidate experience from sourcing through onboarding.
  • Develop, implement, and continuously enhance recruitment strategies, sourcing methods, and talent acquisition processes to attract, engage, and retain high-quality talent while supporting organizational goals.
  • Partner with TKC Marketing and Public Relations to strengthen the organization's employer brand through coordinated online and offline recruitment marketing and branding initiatives.
  • Integrate Diversity, Equity, Inclusion, and Belonging (DEIB) principles throughout all talent acquisition activities and implement best practices that support a diverse, equitable, and inclusive workplace.
  • Oversee onboarding and orientation programs for new employees, ensuring successful integration into TKC's culture, systems, policies, and performance expectations.
  • Coordinate employee offboarding activities, including exit interviews, documentation, and transition processes, in partnership with the Director of HR Operations.
  • Develop and maintain recruiting resources, training materials, job posting platforms, sourcing channels, and candidate pipeline tools to support effective talent acquisition operations.
  • Monitor workforce, labor market, and industry trends, recommending proactive strategies and process improvements to address evolving talent needs and enhance recruitment outcomes.
  • Lead and support participation in compensation and salary surveys, including LeadingAge and CEMO, to provide market insights that inform talent acquisition and workforce planning efforts as directed by the Senior Human Resources Director.
  • Serve as a talent acquisition resource to leaders and affiliate HR teams, providing guidance, support, and training on recruitment programs, processes, and best practices.
  • Establish and monitor key recruiting performance indicators, including time-to-fill, quality-of-hire, source effectiveness, and candidate experience measures.

Key Responsibilities:
For Affiliates/Kendal System:
  • Partner with affiliate HR teams to ensure consistent, engaging onboarding experiences and support employee integration across the Kendal system.
  • Deliver training, presentations, and educational sessions on recruitment, onboarding, talent management, and related best practices to enhance organizational effectiveness.
  • Serve as the primary resource for talent acquisition technologies and platforms, including career site management, reference-checking systems, candidate experience tools, and onboarding resources, ensuring alignment with organizational goals and employer branding strategies.
  • Analyze recruitment, onboarding, employee engagement, and workforce metrics using various reporting tools, providing insights and recommendations to drive continuous improvement and inform strategic decision-making.
  • Manage relationships with external vendors and talent-related technology providers, ensuring optimal system performance, service delivery, and alignment with organizational objectives.
  • Conduct salary benchmarking and compensation analyses to support competitive pay practices, workforce planning, and talent attraction and retention efforts. Support executive compensation studies, including CEO and Executive Director market assessments, as requested.
  • Lead full-cycle executive search initiatives for Executive Director, CEO, and other senior leadership vacancies across Kendal affiliates, managing the process from start to finish-including position profile development, sourcing and pipeline strategy, engagement and oversight of external search firms when needed, candidate screening and interview coordination, reference and background checks, and offer negotiation support through board or search committee approval-while partnering with boards, leadership teams, residents, and key stakeholders to develop and execute effective leadership selection processes aligned with Kendal's mission, vision, and values.
  • Serve as a trusted, confidential advisor to affiliate boards and search committees throughout executive leadership transitions, providing market compensation data, interim leadership coverage options, and succession planning guidance to minimize disruption to affiliate operations.
  • Administer and optimize talent management and learning platforms, including our LMS and Survey Partners, managing user access, system utilization, troubleshooting, and ongoing process improvements.
  • Organize and facilitate quarterly system-wide orientation and development programs to support employee engagement, learning, and organizational culture.
  • Serve as a key resource for affiliate HR teams by providing guidance on talent acquisition processes, onboarding activities, engagement initiatives, and talent systems while escalating complex or organization-wide matters as appropriate.
  • Maintain and continuously improve standard operating procedures, training resources, and documentation related to recruiting, onboarding, offboarding, and talent development processes.
  • Monitor employment-related legislation, regulatory requirements, and industry trends, advising HR leadership on potential impacts and recommended policy or process changes.
  • Support employee engagement initiatives and survey action planning efforts, partnering with affiliate HR teams to promote a positive employee experience and workplace culture.
  • Ensure compliance with all applicable federal, state, and local employment regulations, organizational policies, HIPAA requirements, and Kendal's Compliance Program, including annual Code of Conduct acknowledgement and participation in required compliance education.
Kendal is a leading, not-for-profit organization of communities, programs and services that advocate for and empower older adults to achieve their full potential. Please visit our website www.kendal.org.
Kendal and its affiliates offer employment opportunities in a wide range of fields within aging services and senior living. Employees are encouraged to pursue educational goals, commence training in new areas, and rise in their profession.
The Kendal Corporation and Kendal affiliates operate on the principle of equal opportunity for all qualified persons regardless of race, color, gender, sexual orientation, age, religion, national origin, disability, or any other characteristic protected by law in evaluating any person for employment, training, compensation, promotion, or termination. We operate in accordance with the Americans with Disabilities Act.
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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