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Talent Manager Jobs in Baltimore, MD (NOW HIRING)

RSM

Talent M&A Manager

Baltimore, MD · On-site

The manager will work with theDeputy Chief Talent Officerand the potential merging firm by building relationships,participatingin cross-functional teams, and coaching them on HR matters throughout ...

New

Chick-fil-A

Talent Director

Chester, MD · On-site

$71K - $80K/yr

As the Talent Director, you will be responsible for managing and developing our employees to ensure that they are aligned with our mission, values, and culture. You will be responsible for creating ...

Chick-fil-A

Talent Director

Chester, MD · On-site

$71K - $80K/yr

As the Talent Director, you will be responsible for managing and developing our employees to ensure that they are aligned with our mission, values, and culture. You will be responsible for creating ...

Stout

Manager, Talent Acquisition

Baltimore, MD · On-site

Advance the use of modern recruiting practices, AI-enabled technology, and automation to improve how the team identifies talent, manages recruiting workflows, and supports hiring decisions. * Use ...

New

Stout

Manager, Talent Acquisition

Baltimore, MD

Advance the use of modern recruiting practices, AI-enabled technology, and automation to improve how the team identifies talent, manages recruiting workflows, and supports hiring decisions. * Use ...

New

Robert Half

Talent Acquisition Manager

Middle River, MD · On-site

$47.50 - $55/hr

We are looking for an experienced Talent Acquisition Manager to support a large-scale data center growth initiative while leading recruitment for salaried roles across several business areas. This is ...

Aston Carter

Talent Coordinator

Columbia, MD · Hybrid

$22/hr

Maintain consistent and thorough communication with hiring managers and candidates. * Collaborate and communicate effectively with Talent Acquisition Specialists. * Partner effectively with other ...

New

Aston Carter

Talent Coordinator

Columbia, MD · On-site

$22/hr

Maintain consistent and thorough communication with hiring managers and candidates. * Collaborate and communicate effectively with Talent Acquisition Specialists. * Partner effectively with other ...

Aston Carter

Talent Coordinator

Columbia, MD · On-site

$22/hr

Maintain consistent and thorough communication with hiring managers and candidates. * Collaborate and communicate effectively with Talent Acquisition Specialists. * Partner effectively with other ...

Aston Carter

Talent Coordinator

Columbia, MD · Hybrid

$22/hr

Maintain consistent and thorough communication with hiring managers and candidates. * Collaborate and communicate effectively with Talent Acquisition Specialists. * Partner effectively with other ...

New

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All JobsTalent JobsTalent Manager JobsTalent Manager Jobs in Baltimore, MD

Talent Manager information

See Baltimore, MD salary details

$36.3K

$66.6K

$119.2K

How much do talent manager jobs pay per year?

As of Aug 21, 2026, the average yearly pay for talent manager in Baltimore, MD is $66,627.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,700.00 and $78,500.00 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 Baltimore, MD?

The most popular types of Talent jobs in Baltimore, MD are:

What are popular job titles related to Talent Manager jobs in Baltimore, MD?

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

What job categories do people searching Talent Manager jobs in Baltimore, MD look for?

The top searched job categories for Talent Manager jobs in Baltimore, MD are:

What cities near Baltimore, MD are hiring for Talent Manager jobs?

Cities near Baltimore, MD with the most Talent Manager job openings:

Talent Manager jobs near you
Infographic showing various Talent Manager job openings in Baltimore, MD as of August 2026, with employment types broken down into 86% Full Time, 12% Part Time, and 2% Contract. Highlights an 84% Physical, 2% Hybrid, and 14% Remote job distribution, with an average salary of $66,627 per year, or $32 per hour.

Talent M&A Manager

RSM

Baltimore, MD • On-site

Full-time

Posted 2 days ago

New

Job description

We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. You'll find an environment that inspires and empowers you to thrive both personally and professionally. There's no one like you and that's why there's nowhere like RSM.

The Merger & Acquisition (M&A) Human ResourcesBusiness Partnerwillserve as a secondary liaison across the talent organization andcorporate developmentteams frominitialdue diligence to coordinating with centers of excellence to ensure a successful due diligence and transition through integration process. The manager will work with theDeputy Chief Talent Officerand the potential merging firm by building relationships,participatingin cross-functional teams, and coaching them on HR matters throughout the transaction process. The manager will work with theDeputy Chief Talent Officerin communicating and managing expectations and deliverables with the deal team, the merging firm, and the talent organization.

The right candidate willpossessaHRBPbackground withdemonstratedexperience managing simultaneous initiativesusing data to drive strongproblem-solvingskills andintegrative thinking. This candidateshould have strongattention to detail, riskmindsetand the ability to adapt to a dynamic environment are essential to succeeding in this role.

Due to the nature of this role and the global impact, the ideal candidate will be able to flex hoursto work during non-standard businesshoursas necessary

Essential duties:

Manage the completion of the HR activities in the due diligence phase

  • Applies knowledge of RSM firm policies and philosophies, employment law,and gains understanding of merging firm's policies and philosophies and compliance with them

  • Reviews data transaction materials andidentifiessimilarities and differences in policies and philosophies

  • Helpidentifypotential deal breakers with theDeputy Chief Talent OfficerDirector and work with leadership and applicable COE to find creative solutions to resolve differences, whilemaintainingtheobjectiveof consistency with firm policies and practices

  • Leverageappropriate nationaland regional internal resources during due diligence process

  • Works toidentifytarget firm employees who should not transition to RSM for reasons of performance and/or role redundancy

  • Assistin the production of the HR due diligence report

  • Project manage the multiple work streams in the due diligence process to ensure achievement of deadlines. Create and execute project plans and communicate project status

Relationship management & communication

  • Builds relationships with internalleadership team,COE teams, and merging firm leadership

  • Identifyandassistin resolution of conflicts that arise during acquisitionordivestitureactivities

  • Works with theDeputy Chief Talent Officeras a liaison between deal team, internalCOEsandthe talent organization by ensuring data documentation from merging firm is obtained and available to internal teams for review

  • Provides pre-deal and post-deal advice acrossa number ofareas within HR

  • Collaborates withCOEs and leadership teamto providetimelyand effective communication to deal team and talent leaders throughout entire process

  • Carries best practices and learnings from deal to deal working with differing regional teams

Manage the facilitation oftalentrelatedM&A activities both in duediligence,transition to implementation, and divestitures

  • Responsible for overall project management of alltalentrelatedM&A activities including transitioning from due diligence to integration. Create and execute project plans and communicate status.

  • Plans work according to approved milestone dates andassistsin holding team members accountable to thetimelycompletion ofidentifiedmilestone activities

  • Works across the firm byparticipatingin cross-functional teams, coaching them on HR matters throughout the process

  • Takes an active role in M&A meetings and calls

  • Coordinates withDeputy Chief Talent Officerand other stakeholders on deliverables and meeting timelines, such as communication plans, announcement dates, offer letter delivery, celebratory and educational events, etc. for the merging firm employees and leadership

  • Ensures process standardization and propose automation where possible

  • Gains understanding of talent processes (performance management, compensation, payroll, benefits, talentacquisition,Learning & Development, etc.) and the interdependencies that exist with other functions (i.e.IT, finance, accounting, marketing, communications, etc.) throughout the firm

  • Assistsin the development and continuous improvement of the talent process documentation

Other duties as assigned

At RSM, we offer a competitive benefits and compensation package for all our people.We offer flexibility in your schedule, empowering you to balance life's demands, while also maintaining your ability to serve clients.Learn more about our total rewards at https://rsmus.com/careers/working-at-rsm/benefits.

All applicants will receive consideration for employment as RSM does not tolerate discrimination and/or harassment based on race; color; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender; sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the US uniformed service; US Military/Veteran status; pre-disposing genetic characteristics or any other characteristic protected under applicable federal, state or local law.

Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership.RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please call us at 800-274-3978 or send us an email at careers@rsmus.com.

RSM does not intend to hire entry level candidates who will require sponsorship now OR in the future (i.e. F-1 visa holders). If you are a recent U.S. college / university graduate possessing 1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships, you may be eligible for hire as an experienced associate.

RSM will consider for employment qualified applicants with arrest or conviction records. For those living in California or applying to a position in California, please click here for additional information.

At RSM, an employee's pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range.

Compensation Range: $95,400 - $163,900

Individualsselected for this role will be eligible for a discretionary bonus based on firm and individual performance.

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