Talent Development Manager Jobs in Florida
Talent Development Manager jobs in Florida are in steady demand, with hiring concentrated in healthcare, hospitality, financial services, and large retail operations, and openings at every level from coordinator and associate to senior director. The most active markets are Miami, Orlando, and Tampa, where organizations like AdventHealth, Darden Restaurants, and Citigroup's Florida operations maintain ongoing learning and development functions. The most in-demand specialties include leadership development, onboarding program design, and learning management system administration. Find a role that fits below and apply directly.
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This role leads enterprise-wide organizational development and learning strategies that ensure CSCF employees are resilient, innovative, and equipped to deliver on our mission. Reporting to the Senior Director of Human Resources, the Director of Talent Development drives CSCF’s learning and talent development strategy—aligning workforce capability with business priorities, growth objectives, and cultural aspirations. This leader oversees the design and delivery of scalable, high-impact learning solutions that enhance leadership readiness, workforce capability, and performance outcomes. Core focus areas include employee onboarding and development, leadership and management development, career pathways and mobility, competency frameworks, and performance management. This role requires a systems thinker who can set strategy while remaining hands-on—comfortable building, implementing, and continuously improving solutions in a complex, evolving organization.
ESSENTIAL FUNCTIONS:
- Design and execute CSCF’s enterprise learning and talent development strategy aligned with organizational goals and priorities.
- Translate business needs into actionable learning, leadership, and capability-building initiatives.
- Identify emerging trends, performance expectations, and future skill needs to proactively address workforce gaps.
- Oversee instructional design, curriculum development, and learning technology platforms.
- Modernize learning delivery through digital, blended, and experiential approaches (e.g., microlearning, peer learning, communities of practice).
- Continuously evaluate and adapt programs to ensure relevance, scalability, and efficiency.
- Design and deliver leadership development programs across all levels (emerging leaders, supervisors, managers, and executives).
- Develop competency frameworks and career pathways aligned with CSCF’s value proposition.
- Create development pathways that support succession planning and prepare high-potential talent for future roles.
- Implement coaching, mentoring, and experiential learning opportunities, including stretch assignments and cross-functional projects.
- Oversee and continuously improve CSCF’s performance management system, including goal setting, reviews, and performance coaching, to reinforce accountability while building high-trust teams.
- Serve as a primary HR resource for employee relations matters by advising managers and employees on workplace concerns, policy interpretation, conflict resolution, and appropriate next steps.
- Conduct and document employee relations reviews or investigations involving workplace concerns, policy violations, performance issues, and employee complaints while maintaining confidentiality and consistency.
- Partner with leadership to implement equitable, legally compliant corrective action, disciplinary processes, and performance improvement plans that align with organizational values and reduce risk.
- Design and deliver comprehensive onboarding programs for both new employees and new executives to ensure strong integration into CSCF’s culture and ways of working.
- Establish metrics linking OD/L&D initiatives to business outcomes and workforce performance.
- Analyze performance data and translate insights into continuous improvement actions.
- Manage the L&D budget and resources effectively.
- Partner with senior leaders and managers to assess development needs and close capability gaps.
- Serve as a leadership development thought partner by applying best practices and innovative approaches to improve leader effectiveness.
- Other duties as assigned.
SUPERVISION:
MINIMUM QUALIFICATIONS:
- 7–10+ years of progressive experience in organizational development, learning, or talent development, including leadership-level responsibility.
- Proven ability to design and lead enterprise-wide learning and leadership development strategies.
- Strong instructional design expertise and experience with blended and digital learning approaches.
- Demonstrated success building leadership programs and talent development frameworks.
- Data-driven mindset with the ability to measure, analyze, and communicate program impact and ROI.
- Strong facilitation and communication skills with the ability to engage all organizational levels.
- Demonstrated leadership, collaboration, and project management capabilities.
- Bachelor’s degree in HR, Organizational Development, Psychology, Business Administration, or a related field from *an accredited institution.
Accreditation confirmed by USDOE Database of Accredited Postsecondary Institutions and Programs. http://ope.ed.gov/accreditation/GetDownLoadFile.aspx
PREFERRED QUALIFICATIONS:
- Experience leading OD/L&D in a complex or multi-stakeholder organization.
- Advanced degree or professional certifications (e.g., CPTD, SHRM-CP).
- Experience with learning management systems (LMS) and modern learning technologies.
- Proficiency with generative AI tools and workforce analytics platforms (e.g., Power BI, Tableau, Excel).
- Strong executive presence with the ability to influence, build trust, and partner effectively with senior leadership.
Demonstrated strategic and innovation competencies
- Analyze and evaluate complex plans and strategies related to workforce, business, and talent development
- Skilled in market analysis, planning and feasibility
- Strong analytical skills and experience interpreting a strategic vision into an operational model
- Skill in examining, developing, reengineering, and recommending talent development, business and operational policies and procedures
- Ability to use critical thinking to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems
- Solid ability to prioritize and plan work activities, use time efficiently, and develop realistic action plans
COMMUNICATION
- Excellent communication skills, both written and oral, with the ability to represent the organization externally across a wide range of stakeholders and constituencies
- Skilled in consensus building and public speaking
- Ability to communicate effectively verbally in meetings, presentations or individually with staff; communicate effectively in writing
- Excellent interpersonal skills coupled with a demonstrated ability to relate to people at all levels; Strong relationship building with the ability to find common ground, build consensus and strengthen collaboration among stakeholders
- The ability to quickly establish credibility and serve as an advocate of the organization
DECISIVE
- Ability to meet or exceed established performance goals and quality standards
- Ability to make timely decisions, and exhibit sound and accurate judgment that could lead to major community or organizational consequences
- Ability to oversee numerous projects and initiatives through direction and delegation
- Ability to successfully navigate in a dynamic, fast-paced, outcome-driven environment
LEADERSHIP
- Ability to formulate and initiate policies and procedures that result in a highly effective workforce services of excellence system, with continuous eye towards quality improvements
- Ability to develop and interpret budgets, contracts, personnel and financial reports
- Ability to effectively manage staff in planning, decision-making, facilitating and process improvement
- Have leadership abilities including the ability to effectively work with community, staff, and peers
- Demonstrate organizational values in actions, words and attitude of Purpose-Driven, Innovation, Integrity and Fun
- Demonstrated commitment to values of diversity, inclusiveness, and empowerment
- Possesses a strong business acumen and commitment to service of CSCF staff and community
- Understand CSCF, the workforce development system and various programs operated by the organization
- Models CareerSource Central Florida’s core values
- Maintains workplace culture by demonstrating the highest level of standards as defined by CSCF’s Trust Creeds and core values
PROBLEM-SOLVING
- Ability to synthesize complex information, analyze data, and forecast trends related to CSCF workforce and the labor market it serves
- Ability to establish and maintain effective and cooperative working relationships with a diverse workforce and community
TECHNICAL
- Extensive knowledge and experience in progressive talent development in either public, non-profit and/or private organizations
- Ability to manage a budget effectively and efficiently within a department or division
- Provide project focused support to CSCF’s organizational strategic goals and objectives
- Proficient in the use of technology, including Microsoft Office applications and web-based platforms
PHYSICAL REQUIREMENTS:
ENVIRONMENTAL REQUIREMENTS:
SENSORY REQUIREMENTS:
CareerSource Central Florida is an Equal Opportunity Employer. In compliance with United States Equal Employment Opportunity guidelines and the Americans with Disabilities Act, CareerSource Central Florida provides reasonable accommodation to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.
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Where Florida roles are concentrated, by current openings.
Talent Development Manager Job Market in Florida
A snapshot from current Florida openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Transportation & Logistics
- Automotive
- Consulting & Professional Services
What Florida Employers Look For
The qualifications that appear most often in talent development manager jobs across Florida.
- Bachelor's degree in human resources, organizational development, education, or a related field
- Three or more years of experience designing and delivering employee training programs
- Proficiency with learning management systems such as Workday Learning, Cornerstone, or SAP SuccessFactors
- Experience facilitating workshops, coaching sessions, or leadership development programs for adult learners
- Strong project management skills with the ability to run multiple training initiatives simultaneously
- Professional certification such as SHRM-CP, CPTD, or ATD credential preferred by Florida employers
Talent Development Manager Jobs in Florida: Frequently Asked Questions
How do you become a talent development manager in Florida?
A bachelor's degree in human resources, organizational development, or a closely related field is the standard entry point for this role in Florida. There is no state-issued license required to work as a talent development manager in Florida. Most Florida employers expect candidates to have progressively responsible experience in training, instructional design, or HR, and earning a credential such as the Certified Professional in Talent Development from ATD or a SHRM certification strengthens a candidate's profile considerably.
How much do talent development managers make in Florida?
Talent development managers in Florida earn a median of about $118,290 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $68,750 for the lowest 10% to over $207,030 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire talent development managers in Florida?
Employers hiring talent development managers in Florida right now include Royal Caribbean, CBIZ, and FrankCrum, based on current listings on Migrate Mate as of August 2026. Florida's concentration of large healthcare systems, hospitality groups, and financial services firms means ongoing demand for professionals who can build and run structured learning programs at scale.
Which Florida cities have the most talent development manager jobs?
Miami, Clearwater, and Orlando account for the most talent development manager openings in Florida. Miami's density of financial services, healthcare, and multinational corporate offices drives demand there, Orlando's hospitality and theme park industry creates a consistent need for large-scale onboarding and training programs, and Tampa's growing financial technology and healthcare sectors add steady volume to the market.
Are there remote talent development manager jobs in Florida?
Yes, and they are more common than in many comparable HR roles, since curriculum design, LMS administration, and virtual facilitation can be done entirely off-site. About 67% of talent development manager openings tied to Florida are remote or hybrid as of August 2026, reflecting how much of the work has shifted to digital delivery. Roles focused on in-person facilitation, new-hire orientation, or hands-on leadership coaching are more likely to require on-site presence.
How can I get hired as a talent development manager in Florida with little or no experience?
The most realistic entry path is moving into a talent development coordinator or training specialist role from a closely related position such as HR generalist, instructional designer, or corporate trainer. Large Florida employers in healthcare and hospitality, including hospital systems and hotel groups headquartered in Orlando and Miami, regularly hire for associate-level learning roles that build directly toward a manager track. Building a portfolio of training materials, completing an ATD or SHRM certificate program, and gaining experience with at least one major learning management system gives candidates a measurable edge over applicants without formal credentials.
Where can I find and apply to talent development manager jobs in Florida?
You can find and apply to talent development manager jobs in Florida on Migrate Mate, which lists current openings tied to Florida employers. Search by city, experience level, or specialty to narrow the results to roles that fit your background, then apply directly to the ones that match.
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