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Vice President Talent Development Jobs (NOW HIRING)

ADB

Vice President, Talent Development

Chicago, IL · On-site

Vice President, Talent Development REPORTS TO: Chief Administrative Officer DIRECT REPORTS: Academy Lead CLASSIFICATION: Exempt POSITION OVERVIEW: ADB is a Nationwide full turnkey provider of ...

ADB

Vice President, Talent Development

Atlanta, GA · On-site

Vice President, Talent Development REPORTS TO: Chief Administrative Officer DIRECT REPORTS: Academy Lead CLASSIFICATION: Exempt POSITION OVERVIEW: ADB is a Nationwide full turnkey provider of ...

Horizon Media

VP, Talent Acquisition

New York, NY · On-site

Reporting to the Senior Vice President, Talent Acquisition & Learning and Development, the VP leads through Directors and other TA leaders, advises senior executives on workforce and talent tradeoffs ...

KnowBe4

VP Talent Management

Clearwater Beach, FL

VP Talent Management Clearwater, Florida KnowBe4 empowers the modern workforce to make smarter ... Build and sustain career development frameworks -- including career pathing, competency models, and ...

KnowBe4

VP Talent Management

Clearwater Beach, FL

VP Talent Management Clearwater, Florida KnowBe4 empowers the modern workforce to make smarter ... Build and sustain career development frameworks -- including career pathing, competency models, and ...

Horizon Media

VP, Talent Acquisition

New York, NY · On-site

Reporting to the Senior Vice President, Talent Acquisition & Learning and Development, the VP leads through Directors and other TA leaders, advises senior executives on workforce and talent tradeoffs ...

KnowBe4

VP Talent Management

Clearwater, FL · On-site

The Vice President of Talent Management is taking on a function that has historically been focused ... Build and sustain career development frameworks - including career pathing, competency models, and ...

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Vice President Talent Development information

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$65.5K

$147.4K

$246.5K

How much do vice president talent development jobs pay per year?

As of Aug 21, 2026, the average yearly pay for vice president talent development in the United States is $147,428.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $175,500.00 per year, depending on experience, location, and employer.

What does a vice president talent development do?

A Vice President of Talent Development is responsible for creating and executing strategies to attract, develop, and retain top talent within an organization. They oversee programs related to employee training, leadership development, succession planning, and performance management. Their role involves collaborating with senior leaders to align talent initiatives with business goals and ensuring the workforce is prepared to meet organizational challenges. They also analyze talent metrics to assess program effectiveness and drive continuous improvement.

What are the key skills and qualifications needed to thrive as a vice president talent development?

To excel as a Vice President Talent Development, you need expertise in organizational development, talent management strategies, and a strong background in HR, often supported by advanced degrees or certifications such as SHRM-SCP or SPHR. Familiarity with learning management systems (LMS), HR analytics tools, and leadership assessment platforms is typically required. Outstanding interpersonal skills, strategic thinking, and the ability to influence and inspire teams are crucial soft skills in this role. These competencies ensure the effective growth and retention of talent, driving organizational performance and aligning workforce development with business goals.

How does a vice president talent development typically collaborate with other departments to drive organizational growth?

A Vice President of Talent Development works closely with leaders across departments such as HR, operations, and business strategy to ensure talent initiatives align with organizational goals. They frequently partner with department heads to assess skill gaps, design leadership programs, and implement succession planning. Regular collaboration ensures that development programs are relevant, effective, and support both individual and company-wide growth. This cross-functional approach helps create a culture of continuous learning and positions the company for long-term success.

What is the difference between Vice President Talent Development vs Director of Talent Development?

AspectVice President Talent DevelopmentDirector of Talent Development
ResponsibilitiesStrategic planning, executive leadership, overseeing entire talent development programsImplementing programs, managing teams, executing development initiatives
Required CredentialsBachelor's/Master's degree, extensive experience in HR or talent development, leadership skillsBachelor's degree, experience in talent development or HR, strong communication skills
Work EnvironmentExecutive-level, strategic focus, cross-department collaborationOperational role, team management, program execution
Industry UsageCommon in large organizations, corporate HR departmentsWidely used across industries, especially in mid to large companies

The Vice President Talent Development typically holds a strategic, executive role focused on shaping organizational talent strategies, while the Director of Talent Development manages the implementation and daily operations of talent programs. Both roles require relevant experience and credentials, but the VP is more involved in high-level planning and leadership.

What cities are hiring for Vice President Talent Development jobs?

Cities with the most Vice President Talent Development job openings:

What are the most commonly searched types of Talent Development jobs?

The most popular types of Talent Development jobs are:

What states have the most Vice President Talent Development jobs?

States with the most job openings for Vice President Talent Development jobs include:

What job categories do people searching Vice President Talent Development jobs look for?

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Vice President Talent Development jobs near you
Infographic showing various Vice President Talent Development job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $147,428 per year, or $70.9 per hour.

Vice President, Talent Development

ADB Wireless

Saint Louis, MO • On-site

Full-time

Posted 10 days ago

Job description

To be a team member at ADB Companies, or as we call it, part of the A-Team, you must be ALL IN to support the company's mission, vision, and values.
OUR MISSION: We are a customer-centric partner providing innovative solutions. The safety, well-being, and career growth of our team members are the benchmarks of our success.
POSITION TITLE: Vice President, Talent Development
REPORTS TO: Chief Administrative Officer
DIRECT REPORTS: Academy Lead
CLASSIFICATION: Exempt
POSITION OVERVIEW:
ADB is a Nationwide full turnkey provider of technology infrastructure solutions including Wireline, Wireless, Technology, Critical Infrastructure, and Engineering. Our customer centric approach has ensured long-term relationships with commercial clients, service providers, local, state, and federal government organizations. We recognize our team members as our greatest asset, ensuring that their safety, well-being, and career growth are always our number one priority. Our ALL IN culture includes a focus on Safety, Wellness, Learning, Diversity and Inclusion, and giving back to our communities.
The Vice President of Talent Development owns the strategy, budget, and execution of ADB's culture and workforce development agenda. This leader is singularly accountable for ADB Academy, the enterprise workforce development architecture that builds leaders from within and creates pathways from the field to the executive suite. The role exists to solve a specific problem: workforce development at ADB has historically lacked a single owner, and accountability has fallen through the cracks. This position ends that.
The VP leads a dedicated department that sits alongside Marketing and Corporate Communications as a peer function with executive sponsorship. Every program, platform, and recognition initiative under this role is designed field first, so that construction crews, foremen, and boots on the ground Team Members have an equal seat at the culture table.
ROLES AND RESPONSIBILITIES:
Academy | Grow
Purpose: Build leaders from within, eliminate skill gaps, and create pathways from the field to the executive suite
  • Own the internal leadership program portfolio, including PM Boot Camp, Frontline Leadership Academy, and Extreme Ownership Academy, with incentives tied to completion
  • Direct the LMS revamp in partnership with BTS: mobile first, gamified, and built to work on a job site, with standardized onboarding and real time progress tracking
  • Rebuild CAM development plans with clear field to leader pathways and defined learning modules, in strong partnership with HR on new Team Member onboarding
  • Deploy tailored programs including the College Graduate Supervisor Program, licensed apprenticeships (TIRAP model), tuition reimbursement, and SkillBridge for military to civilian transitions

Workforce Development Responsibilities
The VP owns the ADB Academy, the company's six level workforce development architecture spanning L1 Field Ready through L6 Executive Development. This is not an HR training program. It is a business performance engine with direct outputs in project margin, forecast accuracy, and retention.
  • Architect and govern the six-level pathway: Field Ready, Field Excellence, PM Boot Camp, Emerging Leaders, Manager Excellence, and Executive Development, with defined competency gates at every level
  • Deliver PM Boot Camp as the highest priority program: financial management, contract administration, project controls, risk management, and customer management, delivered in 90-day sprint cohorts with senior PM mentorship and margin performance tracked as a KPI
  • Launch and sustain the New Hire Academy so every incoming Team Member receives standardized onboarding, safety and compliance training, and grounding in ADB culture and values
  • Own succession planning tools and CAM development plans, ensuring visible internal pipelines for L3 and above roles so internal promotion becomes ADB's primary talent strategy
  • Manage the annual program investment budget across LMS, course content, recognition platforms, and culture activation, and deliver quarterly executive impact reports with ROI against baseline KPIs
  • Benchmark continuously against direct competitors and enterprise leaders to keep ADB's development offering competitive for talent

SUCCESS FACTORS:
  • Ability to travel nationwide
  • A strong belief in ZERO - Being safe 100% of the time is the expectation
  • Alignment with company mission, vision, and values
  • A high level of customer centricity
  • Proven ability to lead leaders; builds and develops managers, not just individual contributors
  • Ability to perform in a fast-paced work environment
  • A high level of time management, accountability, and prioritization skills
  • Self-motivated, goal-oriented, and driven to accomplish department goals
  • Ability to be organized, problem solve, and be solution oriented
  • Strong ability to influence desired outcomes by master relationship building
  • Exceptional verbal and written communication skills
  • Strategic and forward thinking with strong business and financial acumen
  • Proficient with Microsoft Office (PowerPoint, Word, Excel, etc.)

WORK ENVIRONMENT:
  • This role operates out of ADB's corporate headquarters located in Pacific, MO or one of our offices in Dallas, San Antonio, Atlanta, Houston, Lockport, or remote depending on location
  • This role operates out of a temperature-controlled office environment
  • This role routinely uses standard office equipment such as laptops, copiers, and cell phones

KEY PERFORMANCE INDICATORS:
  • Program completion rates and promotions from across all Academy levels
  • Turnover reduction and cost of replacement savings against the construction industry baseline
  • New hire time to full productivity and year 1 program ROI delivered against approved investment

EXPERIENCE AND EDUCATION:
Required
  • 10+ years of progressive experience in talent development, learning and development, organizational development, or culture leadership, with at least 5 years leading a function or department.
  • Demonstrated success building leadership development programs, academies, or structured career pathways in a distributed, field-based workforce
  • Experience selecting and implementing enterprise platforms such as LMS and recognition systems, including RFP leadership and vendor management
  • Proven budget ownership with the ability to build and defend a ROI case to executive leadership
  • Willingness to travel nationwide to regional offices and job sites; programs are designed where the work happens
  • Proven record of working independently to prioritize and build processes from the ground up

Preferred
  • Experience in construction, telecom infrastructure, utilities, or another skilled trades environment
  • Experience in a private equity backed or high growth company where talent and culture outcomes are measured as business outcomes
  • SHRM SCP, SPHR, CPTD, or comparable certification
  • Experience standing up or governing a corporate foundation or structured volunteerism program

CORE COMPETENTCIES:
  • Extreme Ownership: Takes full accountability for outcomes across every pillar; no excuses, no side projects
  • Field First Orientation: Designs for the trailer, the job site, and the crew, not just the corporate office
  • Executive Communication: Translates culture and development work into business language: margin, retention, ramp time, and ROI
  • Builder's Mindset: Comfortable creating structure where none exists, then holding it accountable to KPIs
  • Cross Functional Influence: Partners effectively with HR, Safety, BTS, Corporate Communications, Marketing, and regional operations leadership

ADB Companies, LLC is an equal opportunity employer. All candidates agree to complete a selection assessment and pre-employment drug screen.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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