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Talent Manager Jobs in Michigan (NOW HIRING)

ODL

Talent Manager

Zeeland, MI · On-site

Job Summary The Talent Manager is responsible for shaping how global talent practices are designed, executed, and experienced across the organization. This role translates ODL's enterprise talent ...

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Talent Manager information

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$31.8K

$58.4K

$104.6K

How much do talent manager jobs pay per year?

As of Jul 16, 2026, the average yearly pay for talent manager in Michigan is $58,444.00, according to ZipRecruiter salary data. Most workers in this role earn between $39,200.00 and $68,900.00 per year, depending on experience, location, and employer.

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 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 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 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 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.
More about Talent Manager jobs
What are the most commonly searched types of Talent jobs in Michigan? The most popular types of Talent jobs in Michigan are:
What are popular job titles related to Talent Manager jobs in Michigan? For Talent Manager jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Talent Manager jobs in Michigan look for? The top searched job categories for Talent Manager jobs in Michigan are:
What cities in Michigan are hiring for Talent Manager jobs? Cities in Michigan with the most Talent Manager job openings:
Talent Manager jobs near you
Infographic showing various Talent Manager job openings in Michigan as of July 2026, with employment types broken down into 96% Full Time, 2% Part Time, and 2% Contract. Highlights an 96% In-person, 2% Hybrid, and 2% Remote job distribution, with an average salary of $58,444 per year, or $28.1 per hour.
Talent Manager

Talent Manager

ODL

Zeeland, MI • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

Job Summary

The Talent Manager is responsible for shaping how global talent practices are designed, executed, and experienced across the organization. This role translates ODL's enterprise talent strategy into integrated programs and systems spanning performance management, talent assessment, succession planning, leadership development, and enterprise bench strength outcomes, with scope expanding over time to broader workforce capability and hiring practices.

This is a working manager role with global responsibility, requiring strong judgment, systems thinking, and active involvement in delivery. The Talent Manager designs and evolves connected talent frameworks, tools, and leader guidance, working closely with HR and business leaders to ensure talent practices are clear, adopted, and effective across regions and the enterprise.

Who We Are:

Driven by continual innovation and trusted partnerships, ODL is a global leader in high-quality door and insulated glass solutions. For decades, our purpose has been simple: Make Your Life Better-for our customers, our communities, and our people.

With 14 global locations and thousands of employees, ODL has been recognized as a Great Place to Work across all countries of operation. We invest in our people, celebrate growth, and foster a culture where accountability, innovation, and excellence thrive.

Key Responsibilities

Global Talent Planning & System Design

  • Translate global enterprise talent strategy into actionable programs, standards, tools, and leader expectations.

  • Design and continuously improve an integrated global talent system across performance management, talent assessment, succession planning, leadership development, and workforce readiness, adjusting based on effectiveness and outcomes.

  • Advise executive leadership on global talent priorities and progress, risks, participation trends, and effectiveness.

  • Establish and manage enterprise talent success measures that assess adoption, effectiveness, and impact of global talent practices.

  • Use enterprise talent data and insights to inform decisions and guide continuous improvement across global talent practices.

  • Partner with HR and Talent colleagues to ensure global hiring practices align with enterprise talent standards, capability needs, and the Leadership Model.

Performance Management

  • Own the global performance management framework, philosophy, and annual cycles.

  • Refine performance definitions, expectations, tools, and leader guidance to drive consistency, rigor, and meaningful differentiation.

  • Partner with HR colleagues and leaders to prepare for performance discussions, calibration, and performance relateddecisions.

  • Use performance insights to inform development priorities, leadership capability needs, and succession decisions.

Talent Assessment & Succession Planning

  • Own the global approach to talent assessment, including evaluation of potential, readiness, and risk.

  • Lead annual global talent assessment and succession planning processes for critical and leadership roles.

  • Establish clear global standards for identifying potential and readiness across short, mid, and longterm horizons.

  • Translate succession insights into actionable development, mobility, retention, and targeted hiring strategies.

Leadership Development & Enterprise Capability Building

  • Lead planning and execution of global leadership development initiatives aligned to the Leadership Model and future capability needs.

  • Establish success measures to evaluate leadership development effectiveness and impact.

  • Strengthen leader capability in expectation setting, coaching, talent development, and performance leadership.

  • Assess leadership development and enterprise learning effectiveness by evaluating participation, outcomes, and impact on performance and workforce capability.

  • Partner with HR, business leaders, and functional owners to inform the enterprise capability strategy and roadmap (e.g., AI, business acumen, emerging skills)

  • Perform other related duties and projects as assigned.

Success Measures

Success in this role is reflected by the following outcomes:

  • Strengthened global leadership bench by monitoring bench health indicators and using results, insights, and leader and employee feedback to adjust talent strategies over time.

  • Consistent, highquality global execution of performance management, talent assessment, succession planning, and leadership development processes, designed to work effectively across regions and languages.

  • Improved leader capability in setting expectations, developing talent, and making effective talent decisions.

  • Demonstrated impact between talent investments and improvements in readiness, leadership continuity, and organizational performance.

  • Leader and employee experience feedback integrated into ongoing evaluation and evolution of talent practices.

  • Effective leader and HR enablement resources in place to support clear, consistent use of global talent processes and tools.

Qualifications & Skills

  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, or related field; Master's degree in Human Resources, or related, preferred.

  • 7+ years of experience in talent management, leadership development, organizational development, or enterprise HR program leadership.

  • Demonstrated experience designing, executing, and improving global talent programs.

  • Strong understanding of performance management, talent assessment, succession planning, and leadership development practices.

  • Experience evaluating program effectiveness and translating data into practical, actionable insights, and business case proposals for change or investment.

  • Ability to think strategically while maintaining strong execution discipline.

  • Excellent project management, facilitation, communication, and stakeholder partnership skills.

  • Change Management experience helpful but not required.

  • Experience working with HRIS and learning platforms; Workday experience helpful but not required.

Whatyou'llget:

  • Health,Dental,andVisioninsurance

  • PrescriptionPlan

  • 401(k)withcompanymatch

  • TuitionReimbursement

  • DisabilityPlan

  • PaidVacationand10Holidays

  • HealthClubReimbursement

  • Bonusprogram

  • Wellnessprogram

Shift

First Shift (United States of America)

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