Talent Development Manager Jobs for OPT Students
Talent Development Manager roles on OPT require employers to support training design, L&D strategy, or organizational capability work. Most positions fall under CIP code 52.1003 or 13.1299, making STEM OPT extension eligible for qualifying graduates. CPT experience in HR or instructional design strengthens your candidacy significantly.
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Get Access To All JobsCOMPENSATION RANGE
$90,000.00 - $110,000.00 Annual Salary
JOB DESCRIPTION SUMMARY
This position will support the Pacific Northwest talent recruiting, development, and retention efforts by aligning goals, objectives, and practices with management, Talent Acquisition, Marketing, and Learning & Development teams to ensure a more significant and rich employee experience.
JOB DESCRIPTION
POSITION RESPONSIBILITIES AND DUTIES:
- Work with Talent Acquisition team and local operations leadership to align regional hiring goals and objectives for talent needs
- Spearhead regional recruiting efforts, supporting management, Talent Acquisition, and Marketing teams
- Oversee execution of regional recruiting events and strategically participate in high impact events
- Establish and prep assessment best practices for screening and interviewing candidates and other strategies to drive an excellent candidate experience
- Partner with Sustainability Team and Operations Leaders to promote diversity, equity, inclusion, and belonging (DEIB) efforts within region
- Support preboarding and onboarding efforts and logistics in partnership with Operations and Administrative managers
- Facilitate new employee check-in meetings
- Develop and implement annual summer intern program to provide fundamental training, regional consistency, and enhanced internship experience
- Identify skill requirements and gaps for new hires and current employees, identify necessary training and discussion topics, and monitor employees’ development to ensure continued opportunities for professional growth
- Establish mentor-mentee relationships when needed
- Coordinate with Operations Leadership to create, maintain, and update Intern rotation mapping log
- Facilitate routine employee engagement check-in meetings, along with condition of satisfaction workshops to identify areas for improvement
- Summarize findings and make recommendations to improve candidate and employee experiences thru qualitative and quantitative data
- Conduct and analyze exit interview details to identify areas of opportunity for improvement, as well as strength points
- Research industry and workforce trends to continuously evolve and elevate employee experience
- Drive collaboration and communication to remove silos and facilitate idea sharing
- Serve as liaison between junior and senior level leadership
- Share data, insight, and feedback with Strategic Talent Partner to support leadership conversations around further improvements of employee experience and culture
- Travel as required, 20 – 30% of the time
- Complete other responsibilities as assigned
SKILLS OR EXPERIENCE REQUIREMENTS:
- 3-5 years in human resources or related field of work, with people-facing experience
- 2-3 years leading and engaging with early career individuals preferred
- College education or equivalent combination of education and work experience preferred
- Ability to work independently
- Excellent verbal and written communication skills
- Excellent interpersonal and customer service skills
- Excellent organizational skills and attention to detail
- Passion for growth and development
- Excellent time management skills with a proven ability to meet deadlines
- Strong analytical and problem-solving skills
- Proficient with Microsoft Office Suite or related software
- Ability to travel 20-30% of the time
SUMMARY OF BENEFITS
This role is eligible for the following benefits: medical, dental, vision, 401(k) with company matching, Employee Stock Ownership Program (ESOP), individual stock ownership, paid vacation, paid sick leave, paid holidays, bereavement leave, employee assistance program, pre-tax flexible spending accounts, basic term life insurance and AD&D, business travel accident insurance, short and long term disability, financial wellness coaching, educational assistance, Care.com membership, ClassPass fitness membership, and DashPass delivery membership. Voluntary benefits include additional term life insurance, long term care insurance, critical illness and accidental injury insurance, pet insurance, legal plan, identity theft protection, and other voluntary benefit options.
About us
Swinerton provides commercial construction services throughout the United States, delivering innovative solutions and outstanding service to our customers for time-tested buildings and facilities. Over our 138-year history, Swinerton has earned a strong reputation as the Premier Builder in the West. As a 100% employee-owned quality contractor, we hire the best people, give them exceptional training, and provide robust opportunities for professional growth.
Swinerton has built a strong reputation as an employee-owned quality contractor. We hire the best people, give them exceptional training and provide them with the opportunities and the responsibilities that allow them to learn and develop professionally. Swinerton values and recognizes our employees as the essential ingredient to our lasting success. As a 100% employee-owned company, we invest greatly in the personal and professional well-being of our people. Together, we have created an excellent place to work; when people join Swinerton, they tend to stay. We strive for a positive work environment that encourages outstanding performance while making room for fun. We also believe that happy, healthy employees lead to a highly productive company, and we are proud to offer a robust benefits package to support individual and collective success.
Swinerton is an Equal Employment Opportunity, Minority, Women, Disability, and Veteran Employer. Our Company is an equal opportunity and affirmative action employer. We have a commitment to provide equal hiring, training, compensation, promotion, transfer, layoff and recall benefits to all individuals without regard to gender, race, color, religion, age, mental or physical disability, medical condition, genetic information, sex, sexual orientation, gender identity and expression, national origin, marital or domestic partner status, veteran status, or any other characteristic protected under federal or state laws or local ordinance or regulation.
We are committed to the safety and security of everyone interested in our company–including those who visit us online. Please note that Swinerton will only invite you to submit work history and personal information related to employment through our career portal WorkDay (which requires the set-up of a login) and communication will only come from individuals with an email address ending in @swinerton.com. If you receive fraudulent communication please inform us by emailing reportissues@swinerton.com.
COMPENSATION RANGE
$90,000.00 - $110,000.00 Annual Salary
JOB DESCRIPTION SUMMARY
This position will support the Pacific Northwest talent recruiting, development, and retention efforts by aligning goals, objectives, and practices with management, Talent Acquisition, Marketing, and Learning & Development teams to ensure a more significant and rich employee experience.
JOB DESCRIPTION
POSITION RESPONSIBILITIES AND DUTIES:
- Work with Talent Acquisition team and local operations leadership to align regional hiring goals and objectives for talent needs
- Spearhead regional recruiting efforts, supporting management, Talent Acquisition, and Marketing teams
- Oversee execution of regional recruiting events and strategically participate in high impact events
- Establish and prep assessment best practices for screening and interviewing candidates and other strategies to drive an excellent candidate experience
- Partner with Sustainability Team and Operations Leaders to promote diversity, equity, inclusion, and belonging (DEIB) efforts within region
- Support preboarding and onboarding efforts and logistics in partnership with Operations and Administrative managers
- Facilitate new employee check-in meetings
- Develop and implement annual summer intern program to provide fundamental training, regional consistency, and enhanced internship experience
- Identify skill requirements and gaps for new hires and current employees, identify necessary training and discussion topics, and monitor employees’ development to ensure continued opportunities for professional growth
- Establish mentor-mentee relationships when needed
- Coordinate with Operations Leadership to create, maintain, and update Intern rotation mapping log
- Facilitate routine employee engagement check-in meetings, along with condition of satisfaction workshops to identify areas for improvement
- Summarize findings and make recommendations to improve candidate and employee experiences thru qualitative and quantitative data
- Conduct and analyze exit interview details to identify areas of opportunity for improvement, as well as strength points
- Research industry and workforce trends to continuously evolve and elevate employee experience
- Drive collaboration and communication to remove silos and facilitate idea sharing
- Serve as liaison between junior and senior level leadership
- Share data, insight, and feedback with Strategic Talent Partner to support leadership conversations around further improvements of employee experience and culture
- Travel as required, 20 – 30% of the time
- Complete other responsibilities as assigned
SKILLS OR EXPERIENCE REQUIREMENTS:
- 3-5 years in human resources or related field of work, with people-facing experience
- 2-3 years leading and engaging with early career individuals preferred
- College education or equivalent combination of education and work experience preferred
- Ability to work independently
- Excellent verbal and written communication skills
- Excellent interpersonal and customer service skills
- Excellent organizational skills and attention to detail
- Passion for growth and development
- Excellent time management skills with a proven ability to meet deadlines
- Strong analytical and problem-solving skills
- Proficient with Microsoft Office Suite or related software
- Ability to travel 20-30% of the time
SUMMARY OF BENEFITS
This role is eligible for the following benefits: medical, dental, vision, 401(k) with company matching, Employee Stock Ownership Program (ESOP), individual stock ownership, paid vacation, paid sick leave, paid holidays, bereavement leave, employee assistance program, pre-tax flexible spending accounts, basic term life insurance and AD&D, business travel accident insurance, short and long term disability, financial wellness coaching, educational assistance, Care.com membership, ClassPass fitness membership, and DashPass delivery membership. Voluntary benefits include additional term life insurance, long term care insurance, critical illness and accidental injury insurance, pet insurance, legal plan, identity theft protection, and other voluntary benefit options.
About us
Swinerton provides commercial construction services throughout the United States, delivering innovative solutions and outstanding service to our customers for time-tested buildings and facilities. Over our 138-year history, Swinerton has earned a strong reputation as the Premier Builder in the West. As a 100% employee-owned quality contractor, we hire the best people, give them exceptional training, and provide robust opportunities for professional growth.
Swinerton has built a strong reputation as an employee-owned quality contractor. We hire the best people, give them exceptional training and provide them with the opportunities and the responsibilities that allow them to learn and develop professionally. Swinerton values and recognizes our employees as the essential ingredient to our lasting success. As a 100% employee-owned company, we invest greatly in the personal and professional well-being of our people. Together, we have created an excellent place to work; when people join Swinerton, they tend to stay. We strive for a positive work environment that encourages outstanding performance while making room for fun. We also believe that happy, healthy employees lead to a highly productive company, and we are proud to offer a robust benefits package to support individual and collective success.
Swinerton is an Equal Employment Opportunity, Minority, Women, Disability, and Veteran Employer. Our Company is an equal opportunity and affirmative action employer. We have a commitment to provide equal hiring, training, compensation, promotion, transfer, layoff and recall benefits to all individuals without regard to gender, race, color, religion, age, mental or physical disability, medical condition, genetic information, sex, sexual orientation, gender identity and expression, national origin, marital or domestic partner status, veteran status, or any other characteristic protected under federal or state laws or local ordinance or regulation.
We are committed to the safety and security of everyone interested in our company–including those who visit us online. Please note that Swinerton will only invite you to submit work history and personal information related to employment through our career portal WorkDay (which requires the set-up of a login) and communication will only come from individuals with an email address ending in @swinerton.com. If you receive fraudulent communication please inform us by emailing reportissues@swinerton.com.
How to Get Visa Sponsorship as a Talent Development Manager
Target companies with established L&D functions
Large enterprises with dedicated learning and development teams are more likely to have HR infrastructure to support OPT paperwork. Look for companies with L&D, talent management, or people development listed as a distinct department, not just a recruiter title.
Clarify your OPT timeline upfront
Talent development hiring cycles can run 6 to 10 weeks. If your OPT authorization window is shorter than that, say so early. Employers appreciate transparency and can sometimes accelerate timelines when they understand the constraint you're working with.
Frame your degree as directly relevant
Employers need your role to relate to your field of study for OPT to be valid. Degrees in HR, industrial-organizational psychology, education, or organizational behavior align cleanly. Make that connection explicit in your cover letter and interviews.
Pursue STEM OPT extension if your degree qualifies
IO psychology, HR analytics, and some education technology degrees qualify for the 24-month STEM OPT extension. This gives employers a three-year authorization window, which meaningfully increases your appeal compared to candidates on standard 12-month OPT.
Highlight measurable L&D outcomes in your application
Talent development hiring managers respond to metrics: completion rates, engagement scores, time-to-productivity improvements. If you have numbers from previous roles, internships, or academic projects, lead with them. Vague claims about improving learning culture rarely stand out.
Prepare to explain OPT to non-HR interviewers
In many companies, a hiring manager outside HR makes the final call. Have a one-sentence explanation ready: OPT is federal authorization for recent graduates to work in their field of study. Calm, clear explanations reduce hesitation from interviewers unfamiliar with the process.
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Get Access To All JobsFrequently Asked Questions
Can I work as a Talent Development Manager on OPT?
Yes, provided the role directly relates to your field of study. Degrees in human resources, organizational behavior, industrial-organizational psychology, instructional design, or education align well. The work you perform must connect to your academic background, not just your job title. If your degree is in an unrelated field, the position may not satisfy OPT authorization requirements.
Do Talent Development Manager roles typically lead to H-1B sponsorship?
Many do, particularly at mid-size and large companies with dedicated HR or people operations teams. Talent development is generally considered a specialty occupation under H-1B rules because it requires a bachelor's degree or higher in a specific field. That said, sponsorship policies vary widely by employer. Browsing verified sponsoring employers on Migrate Mate is the most efficient way to identify companies that have sponsored these roles before.
Does a Talent Development Manager role qualify for STEM OPT extension?
It depends on your degree, not the job title. If your degree is in a STEM-designated field, such as HR analytics, applied psychology, or certain education technology programs, and the role involves data-driven or technical L&D work, a STEM extension may be appropriate. Your DSO must confirm the CIP code match. Not all HR degrees are STEM-designated, so verify with your international student office before assuming you qualify.
How early should I start applying for Talent Development Manager roles on OPT?
At least three to four months before your program end date. Hiring cycles for talent development positions at larger organizations can take six to ten weeks from application to offer. Add time for background checks and onboarding paperwork, and the window tightens quickly. Applying early also gives you room to negotiate a start date that aligns with your OPT authorization start without creating gaps.
What types of employers hire Talent Development Managers who need OPT work authorization?
Technology companies, healthcare systems, financial services firms, and large consulting organizations are the most consistent sponsors. These industries have structured L&D functions and existing processes for supporting international employees. Startups and small businesses rarely have the HR infrastructure to navigate OPT documentation comfortably. Filtering by sponsorship history before applying saves time and reduces the frustration of late-stage rejections due to authorization concerns.
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