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Talent Program Manager Jobs in Utah (NOW HIRING)

Everpure

Talent Transformation Program Manager

Lehi, UT · On-site

$82K - $123K/yr

As a Program Manager, you will own the end-to-end execution of high-visibility development programs like AI-ready workforce, Career Week and key talent cycle moments, collaborating cross-functionally ...

Draper

Program Manager 2

Clearfield, UT

$100K - $275K/yr

Work with functional organizations to effectively recruit, retain and develop key talent for the business. * Manage and control all phases of projects/programs from inception through completion ...

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Talent Program Manager information

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How much do talent program manager jobs pay per year?

As of Jul 17, 2026, the average yearly pay for talent program manager in Utah is $78,572.00, according to ZipRecruiter salary data. Most workers in this role earn between $61,000.00 and $93,800.00 per year, depending on experience, location, and employer.

What are the 3 C's of talent management?

The 3 C's of talent management are Competence, Commitment, and Culture. These elements help organizations attract, develop, and retain skilled employees by ensuring they have the necessary skills, engagement, and alignment with company values. Talent Program Managers focus on fostering these areas to optimize workforce performance.

What does a talent program manager do?

A talent program manager oversees the design, implementation, and management of talent development initiatives within an organization. They coordinate recruitment, training programs, and employee engagement efforts, often using project management skills and HR tools to align talent strategies with business goals.

What job makes $1,000,000 a year?

In the context of a Talent Program Manager, earning $1,000,000 annually is uncommon; such high compensation typically occurs in executive roles like CEOs, CFOs, or successful entrepreneurs. Some top executives or founders of large companies can reach this level through salary, bonuses, and equity, especially in high-growth industries or startups. These roles often require extensive experience, leadership skills, and a track record of company success.

What does a Talent Program Manager do?

A Talent Program Manager oversees and develops talent programs to attract, retain, and grow employees within an organization. They design initiatives such as leadership development, mentorship, and career progression programs to enhance workforce engagement and performance. Their role involves collaborating with HR, business leaders, and employees to ensure programs align with company goals and culture. Additionally, they analyze program effectiveness through metrics and feedback to drive continuous improvement.

What are some typical challenges faced by Talent Program Managers, and how can they overcome them?

Talent Program Managers often encounter challenges such as managing competing stakeholder priorities, adapting to changing talent trends, and ensuring program alignment with evolving business objectives. Overcoming these obstacles requires strong strategic planning, effective communication, and the ability to balance multiple projects while gathering feedback from key partners. Building strong relationships with HR, department leaders, and external vendors also helps to streamline processes and ensure successful program outcomes. By staying adaptable and proactively addressing issues, Talent Program Managers can create impactful talent initiatives that drive organizational success.

What are the key skills and qualifications needed to thrive in the Talent Program Manager position, and why are they important?

To thrive as a Talent Program Manager, you typically need experience in talent acquisition, program development, project management, and a relevant bachelor's degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and certifications like SHRM-CP or PMP are often valuable assets. Outstanding communication, leadership, and stakeholder management skills help you excel in cross-functional environments and drive successful outcomes. These abilities are crucial for designing and managing talent programs that attract, engage, and retain top talent, supporting organizational growth.

What is the 70 30 rule in hiring?

The 70/30 rule in hiring suggests that 70% of a candidate's evaluation should focus on skills, experience, and qualifications, while 30% should consider cultural fit and soft skills. For Talent Program Managers, applying this rule helps balance technical competence with alignment to company values during the selection process.
What are popular job titles related to Talent Program Manager jobs in Utah? For Talent Program Manager jobs in Utah, the most frequently searched job titles are:
What job categories do people searching Talent Program Manager jobs in Utah look for? The top searched job categories for Talent Program Manager jobs in Utah are:
What cities in Utah are hiring for Talent Program Manager jobs? Cities in Utah with the most Talent Program Manager job openings:
Talent Program Manager jobs near you

Talent Transformation Program Manager

Everpure

Lehi, UT

Other

PTO

Posted 27 days ago

Job description

THE ROLE

Join the Talent Transformation team at Everpure to drive global employee growth during an ambitious scaling phase. As a Program Manager, you will own the end-to-end execution of high-visibility development programs like AI-ready workforce, Career Week and key talent cycle moments, collaborating cross-functionally with senior HR partners, internal stakeholders, and external vendors. By transforming complex learning designs into seamless, scalable corporate initiatives, you will directly influence learner engagement and foster a high-performance culture across our international workforce.

WHAT YOU'LL DO

  • Execute Scaled Talent Initiatives: Own the global orchestration and seamless launch of marquee development programs-such as AI-ready workforce, Career Week and core Talent Cycle milestones (Goal Setting, Mid-Year Check-Ins, and Annual Reviews)-to maximize employee participation and retention outcomes.
  • Champion PMO Excellence: Lead the end-to-end project management, governance, and structural rollout of high-visibility global talent transformation portfolios to ensure seamless execution, on-time delivery, and optimized participant tracking.
  • Drive Content Generation & Strategy: Partner with subject matter experts to design and deploy forward-looking professional development curriculums-such as AI-ready workforce strategies and leadership development frameworks-that measurably upskill our teams around the globe.
  • Collaboration with Stakeholders: Partner cross-functionally across HR and broader business units to align talent cycle milestones-including Goal Setting and Annual Reviews-while establishing rigorous programmatic measurement frameworks to track performance metrics and deliver clear data analytics for Quarterly Business Reviews (QBRs).
  • Data & Reporting: Direct the comprehensive data aggregation and analytical modeling to demonstrate business outcomes driven by Talent Transformation initiatives. 
  • Workday Learning Operations: Own the functional administration of the Workday Learning modules, orchestrating end-to-end system testing during upgrades, executing automated campaign management, managing compliance tracking, handling course reporting requests, and driving continuous process improvements to ensure a frictionless user support experience.
  • We are primarily an in-office environment and therefore, you will be expected to work from the Lehi office in compliance with Everpure's policies, unless you are on PTO, or work travel, or other approved leave.

WHAT YOU BRING

  • Learning & Enablement Program Management: Proven capability to project manage and scale corporate professional development programs simultaneously within an agile, fast-paced corporate environment.
  • Data Synthesis & Executive Storytelling: Analytical expertise in gathering complex learner data, tracking program KPIs, and translating metrics into clear visual narratives to demonstrate business impact during leadership reviews.
  • Cross-Functional Relationship Building: Highly collaborative communication style with the ability to manage external learning vendors and build consensus with matrixed internal HR stakeholders.
  • Workday Proficiency: Technical proficiency navigating automated campaign setups, course architecture configurations, user-acceptance testing, and platform reporting features within the Workday Learning platform.

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