OPT Talent Development Manager Jobs
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 JobsINTRODUCTION
The Talent Alignment Group (TAG) ensures talent strategies align with Forvis Mazars' vision, placing people at the heart of every initiative. Through collaboration and personalized support, they foster a culture where diverse perspectives thrive and innovation flourishes. By empowering employees to reach their full potential, they help build a workplace where careers grow and leadership is cultivated.
ROLE AND RESPONSIBILITIES
- The Talent Alignment Senior Associate professional works closely with Managers and Partners to ensure engagements are staffed appropriately and enables our practices to leverage the right talent, on the right clients, at the right time. Our team strives for the efficient and effective deployment of our firm’s talent with a strong focus on ensuring people are provided with opportunities to grow professionally while balancing the needs of the business and the firm’s clients.
- Scheduling of talent to appropriate client assignments based on timing, travel, levels, skills, and other necessary requirements at the direction of the Talent Alignment Resource Manager
- Utilizing scheduling tools to forecast hours, track/manage utilization, and monitor overall headcount, chargeable hours, and overtime to ensure work is distributed
- Managing open needs by identifying solutions as well as anticipating potential conflicts and proactively managing them by generating ideas and surfacing alternative solutions
- Collaborating with engagement teams to maintain an updated scheduling system with realistic information to ensure accurate reporting and forecasting
- Maintaining an understanding of the skills, experiences, and career goals of professional staff to ensure optimal client assignments alignments; ensuring skills and interest profiles are updated regularly as required
- Maintaining a strong pulse on current and future needs and capacity
- Analyzing resource data / identifying trends around key data and metrics such as availability, utilization, actual vs scheduled variance data, team leverage, and open needs
- Collaborating with the leaders to ensure consistency and alignment with strategy, elevating areas of opportunity, concern, or performance challenges
- Building strong relationships with client serving personnel at all levels as well as collaborating closely with other Internal Firm Services teams (e.g., Human Resources, Talent Acquisition, Learning & Development, Operations)
MINIMUM QUALIFICATIONS
- Bachelor’s Degree
- 3+ years of experience in a similar role
- Proficient in Microsoft Office Suite
PREFERRED QUALIFICATIONS
- Current and valid CPA or RMCP
INTRODUCTION
The Talent Alignment Group (TAG) ensures talent strategies align with Forvis Mazars' vision, placing people at the heart of every initiative. Through collaboration and personalized support, they foster a culture where diverse perspectives thrive and innovation flourishes. By empowering employees to reach their full potential, they help build a workplace where careers grow and leadership is cultivated.
ROLE AND RESPONSIBILITIES
- The Talent Alignment Senior Associate professional works closely with Managers and Partners to ensure engagements are staffed appropriately and enables our practices to leverage the right talent, on the right clients, at the right time. Our team strives for the efficient and effective deployment of our firm’s talent with a strong focus on ensuring people are provided with opportunities to grow professionally while balancing the needs of the business and the firm’s clients.
- Scheduling of talent to appropriate client assignments based on timing, travel, levels, skills, and other necessary requirements at the direction of the Talent Alignment Resource Manager
- Utilizing scheduling tools to forecast hours, track/manage utilization, and monitor overall headcount, chargeable hours, and overtime to ensure work is distributed
- Managing open needs by identifying solutions as well as anticipating potential conflicts and proactively managing them by generating ideas and surfacing alternative solutions
- Collaborating with engagement teams to maintain an updated scheduling system with realistic information to ensure accurate reporting and forecasting
- Maintaining an understanding of the skills, experiences, and career goals of professional staff to ensure optimal client assignments alignments; ensuring skills and interest profiles are updated regularly as required
- Maintaining a strong pulse on current and future needs and capacity
- Analyzing resource data / identifying trends around key data and metrics such as availability, utilization, actual vs scheduled variance data, team leverage, and open needs
- Collaborating with the leaders to ensure consistency and alignment with strategy, elevating areas of opportunity, concern, or performance challenges
- Building strong relationships with client serving personnel at all levels as well as collaborating closely with other Internal Firm Services teams (e.g., Human Resources, Talent Acquisition, Learning & Development, Operations)
MINIMUM QUALIFICATIONS
- Bachelor’s Degree
- 3+ years of experience in a similar role
- Proficient in Microsoft Office Suite
PREFERRED QUALIFICATIONS
- Current and valid CPA or RMCP
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Get Access To All JobsTips for Finding OPT 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.
Talent Development Manager OPT: Frequently 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 visa 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.