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Vice President Talent Development Jobs in Nevada

Amh

VP - National Leasing

Las Vegas, NV

The VP leads sales organization development by advancing leasing quality standards, training initiatives, talent development, and continuous performance improvement to build a high-performing ...

Osaic

Vice President, Advisory Consulting

Las Vegas, NV · On-site

$140K - $175K/yr

Support professional development through coaching, training, and skill-building; conduct tandem travel with Regional Vice Presidents. * Field Strategy & Execution * Oversee territory planning ...

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Vice President Talent Development information

See Nevada salary details

$66.7K

$150.1K

$251K

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

As of Sep 2, 2026, the average yearly pay for vice president talent development in Nevada is $150,127.00, according to ZipRecruiter salary data. Most workers in this role earn between $117,100.00 and $178,700.00 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 are the most commonly searched types of Talent Development jobs in Nevada?

The most popular types of Talent Development jobs in Nevada are:

What are popular job titles related to Vice President Talent Development jobs in Nevada?

For Vice President Talent Development jobs in Nevada, the most frequently searched job titles are:

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

The top searched job categories for Vice President Talent Development jobs in Nevada are:

What cities in Nevada are hiring for Vice President Talent Development jobs?

Cities in Nevada with the most Vice President Talent Development job openings:

Vice President Talent Development jobs near you
Infographic showing various Vice President Talent Development job openings in Nevada as of August 2026, with employment types broken down into 1% As Needed, 85% Full Time, 12% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $150,127 per year, or $72.2 per hour.

VP - National Leasing

American Homes 4 Rent

Las Vegas, NV • On-site

Full-time

Dental, Vision, Retirement, PTO

Posted 21 days ago

American Homes 4 Rent rating

8.9

Company rating: 8.9 out of 10

Based on 10 frontline employees who took The Breakroom Quiz

13th of 207 rated real estate companies

Job description

Since 2012, we've grown to become one of the leading single-family rental companies and homebuilders in the country, recently recognized as a top employer by Fortune and Great Place To Work®. At AMH, our goal is to simplify the experience of leasing a home through professional management and maintenance support, so our residents can focus on what really matters to them, wherever they are in life.
The Vice President (VP), National Leasing leads the company's national leasing strategy and execution, driving occupancy, revenue growth, and operational performance across all markets. Serving as the senior leasing authority within field operations, this role partners with Regional Vice Presidents and Divisional Senior Vice Presidents to align leasing initiatives with enterprise goals, inform strategic decision-making, and maximize portfolio performance. The VP leads sales organization development by advancing leasing quality standards, training initiatives, talent development, and continuous performance improvement to build a high-performing national leasing organization.
Responsibilities:
  • Leads the development and execution of the company's national leasing strategy, defining the vision, market positioning, and performance framework for leasing operations across all markets. Uses market intelligence, demand trends, and competitive insights to guide strategic decisions and maintain a strong market position. Measures the effectiveness of leasing initiatives to ensure investments deliver business value and support strategic priorities. Partners with Finance, Revenue Management, and other stakeholders to align occupancy forecasts, revenue projections, and leasing objectives with enterprise growth goals.
  • Leads the national leasing team, establishing performance expectations, quality standards, training programs, and sales organization development initiatives to build a high-performing, customer-focused leasing organization. Develops talent and capabilities through coaching and continuous improvement while ensuring strategic initiatives, reporting, and analytics align with divisional needs and enterprise priorities. Partners cross-functionally to coordinate resources, strengthen collaboration, and drive consistent execution of leasing strategies that support occupancy, revenue, and operational excellence.
  • Acts as the primary leasing business partner to Regional Vice Presidents and Divisional Senior Vice Presidents, providing strategic insights and recommendations to support decision-making and portfolio performance. Represents the leasing function in senior leadership discussions, ensuring leasing priorities align with business objectives and operational strategies. Proactively identifies trends, risks, and opportunities while fostering strong partnerships across divisional leadership to drive results.
  • Owns the strategy and continuous improvement of the resident leasing experience, ensuring a seamless and consistent leasing journey that supports conversion, resident satisfaction, and brand reputation. Identifies and implements enhancements to leasing processes and service delivery across all markets and channels. Leads the evaluation and adoption of leasing technologies to improve operational effectiveness, data visibility, and the overall leasing experience.
  • Directs the company's enterprise pre-leasing strategy for the build-to-rent portfolio, establishing enterprise-wide objectives, performance standards, and operational frameworks. Collaborates with Development and Construction leadership to align pre-leasing activities with asset delivery schedules and optimize revenue generation before homes are completed. Evaluates portfolio performance to identify opportunities that improve conversion, accelerate occupancy, and enhance the financial performance of new communities.

Requirements:
  • Bachelor's degree required
  • Minimum ten (10) years of progressive sales and revenue generation experience required
  • Minimum seven (7) years of senior leadership experience required
  • Leasing, real estate, or property management leadership experience preferred
  • Real Estate License may be required based on applicable state regulations
  • Deep knowledge of leasing operations, sales strategy, and revenue generation within a large-scale, multi-market residential portfolio
  • Demonstrated ability to develop and execute multi-year national leasing strategies informed by market trends, customer demand, and competitive dynamics
  • Strong analytical and financial acumen, including expertise in leasing performance metrics, occupancy forecasting, revenue projections, and return-on-investment analysis, with the ability to translate data into strategic business decisions
  • Demonstrated experience evaluating, implementing, and optimizing leasing technology solutions to improve operational effectiveness, pipeline visibility, and the resident leasing experience
  • Ability to assess and elevate the end-to-end leasing experience, identifying gaps in the prospect and resident journey that impact conversion, satisfaction, and brand perception
  • Exceptional communication (written and verbal) and executive influencing skills, with the ability to build trusted relationships and present complex information clearly to senior leadership
  • Strong cross-functional collaboration skills, with experience partnering with Marketing, Operations, Pricing, Finance, and Human Resources to align enterprise resources behind leasing priorities
  • Proven track record of leading, developing, and holding accountable high-performing teams in a fast-paced, results-driven environment
  • Working knowledge of Fair Housing Laws and applicable leasing compliance requirements
  • Proficient in Microsoft Office, specifically Word, Excel, and CRM platforms
  • Ability to manage multiple strategic priorities simultaneously while maintaining focus on enterprise performance goal

Compensation
The anticipated pay range/scale for this position is commensurate with experience. Actual starting base pay within this range will depend on factors including geographic location, education, training, skills, and relevant experience.
Additional Compensation
This position is eligible to receive an annual target bonus payment.
Perks and Benefits
Employees have the opportunity to participate in medical, dental and vision insurance; flexible spending accounts and/or health savings accounts; dependent savings accounts; 401(k) with company matching contributions; employee stock purchase plan; and a tuition reimbursement program. The Company provides 9 paid holidays per year, and, upon hire, new employees will accrue paid time off (PTO) at a rate of 0.0577 hours of PTO per hour worked, up to a maximum of 120 hours per year.
CA Privacy Notice: To learn more about what information we collect when you apply for a job, and how we use that information, please see our CA Job Applicant Privacy Notice found at https://www.amh.com/ca-privacy-notice.
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