How to hire an employee development manager

How to hire an employee development manager, step by step

Here's a step-by-step employee development manager hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an employee development manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new employee development manager
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the employee development manager you need to hire. Certain employee development manager roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them an employee development manager to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an employee development manager that fits the bill.

   Here's a comparison of employee development manager salaries for various roles:

   Type of Employee Development Manager	Description	Hourly rate
   Employee Development Manager	Training and development managers plan, direct, and coordinate programs to enhance the knowledge and skills of an organization’s employees. They also oversee a staff of training and development specialists.	$25-47
   Training Administrator	Training administrators coordinate employees and management training programs. The administrators administer competency or skill assessments, outplacement, career counseling, and other specialized training for employees... Show more	$15-28
   Human Resources Business Partner	Human resource (HR) business partners' primary job is to ensure that business objectives are aligned with the management and employees within an organization. They typically focus more on developing HR strategy than implementing the company policies... Show more	$29-57

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Employee Development
   • Training Programs
   • Organizational Development
   • Needs Assessment
   • Customer Service
   • Employee Engagement
   • Learning Management System
   • Succession Planning
   • Performance Management
   • Regulatory Compliance
   • Employee Training
   • Instructional Design
   • Training Sessions
   • ISO

   Check all skills

   Responsibilities:

   • Manage the in-house production of eLearning training for staff; consisting of filming, editing and publishing training materials.
   • Coach leaders on appropriate employee relations practices, helping them to maintain strong working relationships and accountability while avoiding potential litigation.
   • Create and deploy learning to support the launch of new HRIS systems.
   • Develop and facilitate highly-interactive classes and events on product and industry knowledge, diversity and business ethics.

3. Make a budget

   Including a salary range in your employee development manager job description is one of the best ways to attract top talent. An employee development manager can vary based on:

   • Location. For example, employee development managers' average salary in nebraska is 38% less than in california.
   • Seniority. Entry-level employee development managers 45% less than senior-level employee development managers.
   • Certifications. An employee development manager with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an employee development manager's salary.

   Average employee development manager salary

   $73,031yearly

   $35.11 hourly rate

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   Entry-level employee development manager salary

   $54,000 yearly salary

   Updated December 16, 2025

4. Writing an employee development manager job description

   An employee development manager job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of an employee development manager job description:

   Employee development manager job description example

   Are you a natural leader with a passion to dig in and pioneer new technology-enabled methods and processes for some of the largest corporate entities in the world? Our team works to drive and support HR transformation through the operation and continuous innovation of the HR technology solutions to support business needs, create distinctive experiences and support adoption of HR technologies. We're looking for the very best individuals who thrive on what's possible.
   Work you'll do
   
   As an SAP/SF Employee Central Manager, you will use your knowledge and experience with SAP HCM and SuccessFactors technologies to help your clients maintain and optimize their system to fully realize their return on investment and improve HR processes, efficiencies and value provided to the business by:
   
   + Leading teams to provide the highest quality application management solutions related to SAP HCM and/or SuccessFactors; maintaining a hands-on role to manage operational performance including SLAs, efficiency measures, demand planning and profitability; leading the team in the identification of business requirements, functional and process design, prototyping, testing, training and defining support processes and procedure
   
   + Enjoying the opportunity to forge strong relationships with the clients and organize and lead pursuit teams, participate and lead aspects of the proposal development process
   
   + Performing the role of coach and mentor; provide input and guidance into the staffing process, participate in recruiting, retention, and reward activities, provide leadership and support for the delivery team(s)
   
   Qualifications
   
   Required:
   
   + 6+ years of experience configuring, implementing and/or supporting HR technologies SAP HCM or at least 4 implementation SF modules
   
   + 2+ years' experience leading teams or workstreams on larger implementations
   
   + 2+ years' experience leading or participating in business development and/or sales processes
   
   + Bachelor's degree required
   
   + Ability to travel up to 50%, on average, based on the work you do and the clients and industries/sectors you serve
   
   Preferred:
   
   + Superior communications skills, both verbal and written
   
   + Experience with Microsoft Office Products such as PowerPoint, Visio, and Excel
   
   + Consulting firm experience, preferably directly working for Big 4 firms supporting enterprise clients
   
   #LI-PN1
   
   All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

   Copy this example

   

5. Post your job

   There are a few common ways to find employee development managers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your employee development manager job on Zippia to find and recruit employee development manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit employee development managers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new employee development manager

   Once you've found the employee development manager candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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