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Talent Manager Jobs in Ohio (NOW HIRING)

Steris Corporation

Director, Talent Acquisition

Mentor, OH · On-site

$93K - $127K/yr

The position reports to the Vice President, Talent Management & HR Operations and partners with peer Talent and Total Reward program leaders to collaborate on broader talent initiatives. Duties ...

STERIS Corporation

Director, Talent Acquisition

Mentor, OH · On-site

$93K - $127K/yr

The position reports to the Vice President, Talent Management & HR Operations and partners with peer Talent and Total Reward program leaders to collaborate on broader talent initiatives. Duties ...

Cscc

Director, Talent Development

Columbus, OH · On-site

The Director, Talent Development provides strategic leadership for the College's learning ... Leads scheduling of training activities by managing a monthly calendar; collaborates with the HR ...

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Talent Manager information

See Ohio salary details

$34.7K

$63.7K

$114.1K

How much do talent manager jobs pay per year?

As of Aug 9, 2026, the average yearly pay for talent manager in Ohio is $63,748.00, according to ZipRecruiter salary data. Most workers in this role earn between $42,800.00 and $75,100.00 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.

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 Ohio? The most popular types of Talent jobs in Ohio are:
What are popular job titles related to Talent Manager jobs in Ohio? For Talent Manager jobs in Ohio, the most frequently searched job titles are:
What job categories do people searching Talent Manager jobs in Ohio look for? The top searched job categories for Talent Manager jobs in Ohio are:
What cities in Ohio are hiring for Talent Manager jobs? Cities in Ohio with the most Talent Manager job openings:
Talent Manager jobs near you
Infographic showing various Talent Manager job openings in Ohio as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $63,748 per year, or $30.6 per hour.

Director, Talent Acquisition

Steris Corporation

Mentor, OH • On-site

$93K - $127K/yr

Full-time

Re-posted 13 days ago

STERIS rating

8.2

Company rating: 8.2 out of 10

Based on 131 frontline employees who took The Breakroom Quiz

55th of 887 rated healthcare providers

Job description

Position Summary
The Director, Talent Acquisition (TA) is a strategic leader responsible for the design, delivery, and continuous improvement of a high-performing, global recruiting function across North America, United Kingdom, and Europe. This role leads a team of Talent Acquisition leaders and an extended team of 40+ Talent Acquisition Partners and is accountable for building scalable, efficient, and innovative recruiting capabilities aligned with organizational growth priorities.
The Director will oversee the full talent acquisition lifecycle, including function strategy, budget and operational planning, supporting workforce planning, employer branding, executive recruiting, recruiting operations, candidate experience, and oversees contingent labor and agency partnerships. Additionally, the role is responsible for enterprise leadership of TA technology platforms (SuccessFactors, LinkedIn, Phenom, Tableau) and TA programs. This leader partners closely with business leaders, HR leadership, and cross-functional stakeholders to ensure the organization attracts, engages, and hires top talent in a competitive market.
The position reports to the Vice President, Talent Management & HR Operations and partners with peer Talent and Total Reward program leaders to collaborate on broader talent initiatives.
Duties
Talent Acquisition Strategy & Leadership
  • Develop and execute a global talent acquisition strategy aligned with business goals, workforce plans, and growth priorities
  • Lead, coach, and develop a team of TA Managers and recruiters, fostering a high-performance, service oriented, and accountable culture and building Talent Advisor capabilities
  • Serve as a trusted advisor to senior leaders on hiring strategies, labor market trends, and talent risks
  • Drive workforce planning in partnership with HR Business Partners and business leaders
  • Establish strategies targeted around key talent segments, including executive recruiting, early career talent programs, rotational programs and interns/coops

Recruiting Operations & Delivery
  • Ensure efficient, scalable recruiting processes that deliver high-quality talent across all regions and functions
  • Monitor and optimize recruiting performance through metrics such as time-to-fill, quality of hire, and manager and candidate experience
  • Implement best practices, process standardization, and continuous improvement initiatives
  • Deliver Talent Selection training to people leaders
  • Ensure compliance with employment laws and regulations across the countries in which we operate (Data Privacy, EEO)

Talent Acquisition Technology & Innovation
  • Own and optimize the TA technology ecosystem, including SuccessFactors, Phenom and associated platforms
  • Drive digital transformation initiatives that enhance sourcing, applicant experience, automation, and data insights
  • Leverage analytics and dashboards to inform decision-making and improve recruiting effectiveness

Employer Branding & Candidate Experience
  • Lead the organization's employer branding strategy to strengthen market positioning and talent attraction
  • Partner with Marketing and Communications to deliver compelling, consistent messaging across channels conveying our Employee Value Proposition
  • Ensure a best-in-class candidate experience across all touchpoints, from attraction through onboarding
  • Embed inclusive hiring practices and sourcing strategies into all recruiting processes
  • Ensure equitable and unbiased hiring practices and embed tools and processes to identify highly qualified talent

Stakeholder Engagement & Collaboration
  • Build strong partnerships with stakeholders including HR partners and business leaders
  • Influence senior leadership on talent acquisition strategy, investments, and priorities
  • Manage external vendors and partners, including agencies and technology providers

Education Degree
Bachelor's Degree
Required Experience
  • Bachelor's degree required, advanced degree preferred
  • 10+ years of progressive experience in talent acquisition, including global or multi-region leadership
  • Proven experience leading large-scale, geographically dispersed recruiting organizations (30+ team members)
  • Demonstrated success managing and developing leaders (e.g., TA Managers)
  • Strong experience with TA technologies, including CRM platforms such as Phenom
  • Experience building and scaling employer branding programs
  • Strong analytical mindset with experience leveraging data to drive decisions
  • Knowledge of employment laws and recruiting best practices across multiple regions

Work Environment / Additional Information
  • Ability to work across multiple time zones
  • Occasional travel may be required

Pay range for this opportunity is $167,450.00 - $216,700.00. This position is eligible for bonus and long term incentive participation.
Minimum pay rates offered will comply with county/city minimums, if higher than range listed. Pay rates are based on a number of factors, including but not limited to local labor market costs, years of relevant experience, education, professional certifications, foreign language fluency, etc.
STERIS offers a comprehensive and competitive benefits portfolio. Click here for a complete list of benefits: STERIS Benefits
Open until position is filled.
STERIS is a leading global provider of products and services that support patient care with an emphasis on infection prevention. WE HELP OUR CUSTOMERS CREATE A HEALTHIER AND SAFER WORLD by providing innovative healthcare and life sciences products and services around the globe. For more information, visit www.steris.com.
If you need assistance completing the application process, please call 1 (440) 392.7047. This contact information is for accommodation inquiries only and cannot be used to check application status.
STERIS is an Equal Opportunity Employer. We are committed to equal employment opportunity to ensure that persons are recruited, hired, trained, transferred and promoted in all job groups regardless of race, color, religion, age, disability, national origin, citizenship status, military or veteran status, sex (including pregnancy, childbirth and related medical conditions), sexual orientation, gender identity, genetic information, and any other category protected by federal, state or local law. We are not only committed to this policy by our status as a federal government contractor, but also we are strongly bound by the principle of equal employment opportunity.
The full affirmative action program, absent the data metrics required by § 60-741.44(k), shall be available to all employees and applicants for employment for inspection upon request. The program may be obtained at your location's HR Office during normal business hours.

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