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Talent Manager Jobs in Nebraska (NOW HIRING)

K2 Insurance Services

Recruitment Specialist

Omaha, NE · On-site

$75K - $85K/yr

Job Summary Reporting to the Talent Manager, the Recruitment Specialist will have primary responsibilities in the full cycle recruitment process. The Recruitment Specialist will also perform a ...

Maurices Incorporated

Manager in Training

Omaha, NE · On-site

Talent Management * Makes quality hiring decisions and nurtures talent through strong networks in store community. Develops successors and talent pools for all store positions. * Provides current ...

Maurices Incorporated

Manager in Training

Lincoln, NE · On-site

Talent Management * Makes quality hiring decisions and nurtures talent through strong networks in store community. Develops successors and talent pools for all store positions. * Provides current ...

Travefy

Join our Talent Network!

Lincoln, NE · On-site

Join our Talent Network We're always looking for exceptional people to join our team -- even if we ... Product Management & Design * Customer Support & Success * Sales & Business Development Who You Are

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Talent Manager information

See Nebraska salary details

$34.8K

$63.9K

$114.4K

How much do talent manager jobs pay per year?

As of Aug 21, 2026, the average yearly pay for talent manager in Nebraska is $63,933.00, according to ZipRecruiter salary data. Most workers in this role earn between $42,900.00 and $75,300.00 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 Nebraska?

The most popular types of Talent jobs in Nebraska are:

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

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

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

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

What cities in Nebraska are hiring for Talent Manager jobs?

Cities in Nebraska with the most Talent Manager job openings:

Talent Manager jobs near you
Infographic showing various Talent Manager job openings in Nebraska as of August 2026, with employment types broken down into 85% Full Time, 14% Part Time, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $63,933 per year, or $30.7 per hour.

Recruitment Manager - Physician Recruiting

Bryan Health

Lincoln, NE

Full-time

Re-posted 6 days ago

Bryan Health rating

7.0

Company rating: 7.0 out of 10

Based on 120 frontline employees who took The Breakroom Quiz

414th of 891 rated healthcare providers

Job description

GENERAL SUMMARY:

The Physician Recruitment Manager leads the talent management function and employment-related activities of Bryan Health providers. Develops a pro-active sustainable talent acquisition strategy. Provides leadership, direction and support to the physician recruiters, compensation analysts, and other team members to ensure Bryan Health attracts high talent providers needed to obtain organizational goals.

PRINCIPAL JOB FUNCTIONS:

  1. *Commits to the mission, vision, beliefs and consistently demonstrates our core values.
  2. *Develops, recommends and implements programs, plans, policies, and procedures for provider recruitment and compensation.
  3. *Oversee the full provider recruitment lifecycle: sourcing, screening, interviewing, contracting, and onboarding.
  4. * Leverages the Bryan Health brand in developing and executing recruitment campaigns and strategies.
  5. *Creates and maintains a positive candidate and hiring manager experience.
  6. *Prepares and analyzes statistical reports and other data to evaluate talent acquisition effectiveness.
  7. *Creates scalable recruitment processes, tools, and training programs.
  8. *Optimizes recruiting tools and strategies to ensure compliance and consistency.
  9. *Leads and mentors a team of provider recruiters, compensation analyst, and support staff.
  10. Maintains an ongoing continuous improvement mentality for all talent acquisition processes.
  11. Develops and nurtures external relationships with educational institutions, employment agencies, placement firms, and professional organizations to support the development of candidate pools.
  12. Leverages technology to develop candidate pools and market Bryan Health provider employment opportunities.
  13. Works collaboratively with internal and external partners on phsycian recruitment needs. 
  14. Collaborates with clinical and administrative leaders to align recruitment strategies with organizational growth.
  15. Manages applicant tracking systems and generate reports to identify trends and improve processes.
  16. Develops recruitment goals and KPIs.
  17. Forecasts staffing needs and align recruitment efforts with budget and business objectives.
  18. Develops and maintains department budget.
  19. Performs other related projects and duties as assigned.

 Essential Job functions are marked with an asterisk “*”.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES:

  1. Knowledge of human resource management processes and principles and relevant federal and state regulations related to talent acquisition.
  2. Knowledge of HR metrics practices and processes.
  3. Knowledge of quality improvement.
  4. Ability to establish and maintain effective working relationships with all levels of healthcare professionals, leadership and staff.
  5. Ability to schedule, direct, counsel and evaluate employee work and performance. 
  6. Ability to prioritize work demands and respond promptly to emergent or crisis situations.
  7. Ability to analyze problems, identify needs and priorities and implement effective work strategies.
  8. Ability to develop written policies and procedures, recruitment advertisement/media.
  9. Ability to maintain confidentiality relevant to sensitive information.
  10. Ability to represent the organization, deliver presentations internally and externally.
  11. Ability to communicate effectively both verbally and in writing.

EDUCATION AND EXPERIENCE:

Bachelor’s degree in human resources, business administration, or related field required.  Minimum of three (3) years’ recruitment or physician compensation experience required.  Minimum three (3) years leadership experience required. 

PHYSICAL REQUIREMENTS:

(Physical Requirements are based on federal criteria and assigned by Human Resources upon review of the Principal Job Functions.)

(DOT) – Characterized as sedentary work requiring exertion up to 10 pounds of force occasionally and/or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects, including the human body.

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