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Become A Talent Manager

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Working As A Talent Manager

  • Establishing and Maintaining Interpersonal Relationships
  • Communicating with Persons Outside Organization
  • Getting Information
  • Thinking Creatively
  • Selling or Influencing Others
  • Deal with People

  • Mostly Sitting

  • Make Decisions

  • Stressful

  • $74,500

    Average Salary

What Does A Talent Manager Do At Fiserv

* Coordinate the deployment and implementation of global talent management practices for the broader HR community, in particular, Fiserv’s annual Performance Management and Talent Review core processes
* Identify, recommend and participate in projects / initiatives to advance talent management practices and processes globally
* Create plans for deployment of global programs in support of talent priorities
* Collaborate with Human Resources leaders to diagnose business needs and create/support targeted talent management interventions
* Participate in project teams for enterprise wide projects / initiatives where appropriate
* Build, refine and support new assessment programs as required by organizational need
* Evaluate the effectiveness of the programs and facilitate improvements based on the evaluation
* Build tiered assessment strategy (e.g. pre-hire and post-hire leadership development assessments)
* Review and maintain database of all Talent Planning and Development actions
* Coordinate operation, evolution and management of an evidence-based succession planning process for critical roles including deep succession plans for executive leadership roles
* Develop and lead talent metrics and analytics strategy including insights about the potential/readiness of leadership potential successors
* The above statements are intended only to describe the general nature of the job, and should not be construed as an all-inclusive list of position responsibilities

What Does A Talent Manager Do At Masco Corporation

* Support the implementation, improvement, and measurement of core Talent programs such as performance, development, career, acquisition and diversity & inclusion.
* Manage the recruiting process including some recruiter responsibilities.
* Design and customization of talent work products such as presentations, trainings, reports and job aids.
* Assist with identified measurements of talent practices including analyzing survey data.
* Interface with various systems to store and share talent communications.
* Collaborate with HR and talent leads across Masco Cabinetry’s business operations to align on priorities, approaches, processes, and tools.
* Lead the facilitation of meetings, focus groups, and other working sessions to help collect data as well as train stakeholders on our talent processes.
* Partner across functions and other HR disciplines to ensure work is integrated.
* Conduct research on Talent/OD best practices to support continuous improvement.
* Work with vendor partners as needed

What Does A Talent Manager Do At Dollar General

* Maintain ongoing succession planning management for assigned area of responsibility and ensure adequate staffing for store level positions.
* Provide direction to opportunity markets including frequent market visits and strategic action planning in partnership with field operations leaders.
* Support the performance management processes for all field management roles which include performance appraisals, SMART coaching/counseling, performance improvement plans, terminations, and other related areas.
* Responsible for the creation and execution of engagement strategies to promote retention.
* Manage the development programs for store management roles and drive training compliance for assigned divisions.
* Manage field employee relations in partnership with the Employee Relations department.
* Responsible for recruiting District Manager and Regional Loss Prevention Manager positions through internal development and external sourcing

What Does A Talent Manager Do At Murphy USA

* Manage the Succession Management process, including co-facilitation of annual talent review sessions.
* Support the ongoing implementation of performance development and individual career planning to build overall organizational effectiveness and strength the talent pipeline.
* Support assessment and development of high potential talent.
* Manage, design and advise on organizational effectiveness tools and programs to support change management, team effectiveness and employee engagement. policies and processes related to organizational development.
* Administer company development and retention programs.
* Provide competency management and development and the expansion of the competency architecture based on the organization's needs.
* Use professional and technical capabilities to identify talent and develop cohesive succession planning, performance management and high potential programs to meet company needs.
* Identify leadership development needs within the organization through training needs analysis and regular consultation with business managers and HR business partners.
* Serve as subject matter expert and advisor for leadership development initiatives while sharing best practices internally with stakeholders.
* Evaluate the costs of planned programs and keep within budgets.
* Evaluate learning techniques and be involved in the creation of learning programs.
* Research new technologies and methodologies in workplace learning and present research to management.
* Ensure staff administers programs and provides analysis and reports that support department programs and initiatives.
* Maintain strategic partnering relationships with vendors.
* Perform any other related duties as required or assigned

What Does A Talent Manager Do At Comfort Systems USA South

* Continuous assessment of needed additional personnel by location and specific position, working with Sr Leadership, Management Teams, and Operations Managers to properly staff the workplace.
* Formally update “needs” list no less than quarterly.
* Assess long term/future needs of personnel accounting for turnover and retirements.
* Develop strategies and then champion the actions required to accommodate Company long term personnel needs.
* Improve visibility of the Company, to include recruitment needs, across social media platforms.
* Develop a recruitment plan and actively recruit (includes prospecting, warm/cold calling) in the markets where personnel are needed to fill various positions with the needed skill sets.
* Insure recruitment plan(s) are updated as needed and are targeting appropriate audience(s).
* Develop understanding of the needs for apprentice/entry level personnel both in the workforce and office environments, recruit to support the assessment, and work with local management to support their learning curve.
* Work with management to improve screening and skill level assessment when hiring.
* Engage with high schools and trade schools on potential candidates where Assess the viability of career days or job fairs; participate where beneficial.
* Establish a meaningful training program for entry level personnel (safety, basic skills, etc) working with Safety Director, HR, and local management on applicable topics and development of curriculum.
* Once developed, drive participation in the program to insure its success.
* Assess the viability of creating a mentor program to coach new hires.
* If viable, establish metrics for “mentors” and “participants” and how to make the program successful.
* Work with HR and local management to continue to improve the OnBoarding process for new hires, especially with regards to formalized 30/60/90 day expectations.
* Participate in annual review process, providing guidance to insure appropriate feedback is provided to individuals as well as understanding goals for the future.
* Work with HR and local management on updating or developing detailed job descriptions for all positions.
* Assist appropriate leadership in the development of a performance based bonus/review program for applicable positions.
* Assist leadership with succession planning.
* Establish career path matrixes to clearly define the various opportunities for growth within the Company and publish “at large” to encourage career growth from within the Company.
* Provide career coaching as applicable helping personnel understand skill gaps and methodology to overcome the gaps.
* Develop detailed skills expectations for each position along with input from managers.
* Assess and provide training/development required to fill gaps in skills for specific personnel (workforce as well as management).
* Track progress.
* Determine needs for internal management training; provide if applicable or coordinate as appropriate.
* Determine routine and specialized needs for workforce training and coordinate.
* Secondary Functions:
* Performs additional assignments as required by operating needs of the company or as directed by upper management, including but not exclusive to: hiring, retention, and development.
* Supports CSUSA Corporate Talent Management programs

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Talent Manager jobs

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Talent Manager Demographics


  • Female

  • Male

  • Unknown



  • White

  • Hispanic or Latino

  • Asian

  • Unknown

  • Black or African American

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Languages Spoken

  • Spanish

  • French

  • German

  • Japanese

  • Portuguese

  • Mandarin

  • Italian

  • Swedish

  • Indonesian

  • Chinese

  • Vietnamese

  • Dutch

  • Irish

  • Greek

  • Danish

  • Hindi

  • Norwegian

  • Russian

  • Polish

  • Cantonese

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Talent Manager

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Talent Manager Education

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Real Talent Manager Salaries

Job Title Company Location Start Date Salary
Pressure Pumping Training & Talent Manager Baker Hughes Incorporated Tomball, TX Jun 23, 2014 $156,933
Pressure Pumping Training &Talent Manager Baker Hughes Incorporated Tomball, TX May 15, 2014 $156,933
Talent Manager Anomaly Partners LLC New York, NY Nov 17, 2014 $145,000
Manager, Talent and Tours Move Concerts LLC Miami, FL Nov 03, 2016 $140,000
Manager Talent II Baker Hughes, Inc. Houston, TX Mar 30, 2016 $135,824
Global Talent Manager Baker Hughes Incorporated Tomball, TX Sep 10, 2014 $135,000
Talent Manager 72Andsunny Partners LLC New York, NY Sep 23, 2014 $130,000
Talent Manager, Recruiting JAND, Inc. New York, NY Aug 24, 2015 $125,000
Talent Manager Brunel Energy, Inc. Chelan, WA Jun 15, 2013 $120,000
Talent Manager Brunel Energy, Inc. South Jordan, UT Feb 20, 2012 $120,000
Manager, Human Capital, Org Transformation & Talent, Consumer & IND Prod Deloitte Consulting LLP Charlotte, NC Nov 19, 2015 $113,000 -
Talent Manager Naked New York LLC New York, NY Nov 22, 2013 $110,000
Global Talent Attraction Manager Anheuser-Busch Inbev Services, LLC New York, NY Jul 26, 2014 $107,099 -
Senior Talent Manager Saatchi & Saatchi North America, Inc. New York, NY Aug 20, 2012 $105,000
Americas Talent Manager Deloitte LLP Chicago, IL Aug 24, 2016 $97,125
Manager, Animation Talent Development Turner Broadcasting System, Inc. Burbank, CA Sep 02, 2015 $96,640 -
Manager, Animation Talent Development Turner Broadcasting System, Inc. Burbank, CA Feb 09, 2015 $96,640 -
Talent Manager Awesomeness TV Holdings, LLC Los Angeles, CA Jun 22, 2016 $90,000
Talent Manager Cinetic Media LLC New York, NY Apr 01, 2016 $90,000
Talent Manager Cinetic Media LLC New York, NY Apr 04, 2016 $90,000
Talent Manager Awesomeness TV Holdings, LLC Los Angeles, CA Mar 28, 2016 $90,000
Manager, Talent Management Hewlett-Packard Company New York, NY Aug 01, 2012 $85,842 -
Talent Relations Manager Plural Entertainment, Inc. Miami, FL Oct 26, 2010 $66,000
Talent Manager Origin Enteratainment Manhattan Beach, CA Jul 01, 2010 $62,923 -
Talent Manager Awesomenesstv Holdings LLC Los Angeles, CA Jan 18, 2015 $62,500
Talent Manager Big Frame, Inc. Los Angeles, CA Dec 02, 2014 $62,500
Talent Manager Dreamworks Animation LLC Los Angeles, CA Sep 17, 2014 $62,500
Junior Talent Manager Socialyte LLC New York, NY Apr 18, 2016 $60,000
Junior Talent Manager Socialyte LLC New York, NY Feb 05, 2016 $60,000

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Top Skills for A Talent Manager


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Top Talent Manager Skills

  1. Recruitment Strategies
  2. Performance Management Process
  3. Payroll Issues
You can check out examples of real life uses of top skills on resumes here:
  • Attract top talent via aggressive recruitment strategies in collaboration with the Employment team.
  • Conducted pilot and evaluation of a new performance management process and technology.
  • Provide advisory services on technical, human resources and payroll issues to support all recruitment and placement efforts.
  • Developed the company's current Talent Assessment, Talent Development and Succession Planning process that is being used across all brands.
  • Developed a cost efficient Workforce Planning Model for the Smelting System reducing succession gaps by 35%.

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