Mid Level Talent Development Manager Jobs
Mid level talent development manager jobs go to professionals ready to own learning programs end to end, guide junior team members, and shape organizational development strategy with limited day-to-day oversight. Openings run across Insurance, Healthcare & Medical Services, and Retail, with employers like McCain Foods, CNA Insurance, and CEVA Logistics hiring at this level now.
Find JobsOverview
Showing 5 of 8+ Mid Level Talent Development Manager jobs
Do your Best Work in Mooresville
This position is based at our headquarters in Mooresville, North Carolina. Our corporate office is a space where you can collaborate and do your best work. Take a walk, grab a bite (or a cup of coffee), work out or get a check-up – we invest in you so you can find your inspiration.
Your Impact
The primary purpose of this role is to lead talent initiatives and their team, to support Lowe's business objectives, as part of the global talent management function. This position will support all talent management functions, including skills and career development, performance development, organizational effectiveness, talent assessment, talent planning, succession, leadership programs and executive development. The Sr. Manager, Talent Management will be an advisor to the HRBPs, COE partners and business leaders, providing guidance on talent management strategies aligned with Lowe's overarching business objectives. The position will lead and develop a team of associates and will work in a highly collaborative manner with the Sr. Director, Talent Management and respective function leads. Additionally, this position will partner closely with people analytics, HRIS, talent acquisition, associate learning and culture, diversity & inclusion, as critical partners in support of an integrated talent function.
The Sr. Manager, Talent Management will lead their team to conduct discovery, develop strategy, design solutions and lead delivery of key objectives for the talent management function. The position will continuously evaluate the effectiveness of all key process and programs that support organization performance, develop solutions, utilize automation, innovative technology and implement key metrics to measure outcomes. The Sr. Manager, Talent Management will have a deep understanding of the company and HR strategy, and relevant insights on the external talent landscape, applying this knowledge to their work. Overall, this position will proactively lead the steady state and changing business needs through process, programs and partnership that develop strong pipelines of talented associates with potential to grow with the company.
What You Will Do
- Lead talent management initiatives and a team, to support Lowe’s business objectives which include skills and career development, performance development, organizational effectiveness, talent assessment, talent planning, succession, leadership programs and executive development.
- Serve as a lead advisor to the HRBPs, COE partners and business leaders, providing guidance on effective and integrated talent initiatives that support the delivery of business objectives.
- Collaborate frequently with the Sr. Director, Talent Management, team and other COE function leads such as people analytics, HRIS, talent acquisition, associate learning and culture, diversity & inclusion.
- Lead their team for the discovery, development of strategy, solution design and delivery of key objectives for the talent management function, identifying trends, patterns and opportunities for optimization.
- Evaluate the effectiveness of all key process and programs that support organization performance, develop solutions for improvement, utilize automation and implement key metrics to measure outcomes.
- Maintain a deep understanding of the company and HR strategy, and research relevant insights on the external talent landscape, applying this knowledge to the work.
- Partner with key functions, including people analytics and HRIS to design automated talent solutions using innovative technology.
- Hire, coach, develop and retain a team dedicated to Lowe’s Winning Culture, foster inclusion and promote engagement.
- At times, manage vendor relationships, including outside consultants in partnership with Enterprise Strategic Sourcing to ensure that Lowe's receives the best ROI.
Minimum Qualifications
- Bachelor’s degree HR, Business or related field or equivalent years of experience in lieu of education requirement, if applicable
- 5 Years of experience consulting with HR partners and leaders on strategic talent initiatives, leading to the development, design and delivery of key outcomes to support company objectives
- 5 Years of experience supporting talent management and/or learning programs, such as talent planning, leadership development, performance management, org effectiveness, talent assessment and training
- 3 Years of experience building measurement strategy including data, analytics and insights using excel and other tools
- 3 Years of experience leading others, both directly or indirectly.
- 3 Years of experience in project and program management
- Experience advising and consulting with senior business leaders
- Experience utilizing Workday or other HR management system/tool
Preferred Skills/Education
About Lowe’s
Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company with total fiscal year 2025 sales of more than $86 billion. Lowe’s employs approximately 300,000 associates and operates over 1,750 home improvement stores, 540 branches and 120 distribution centers. Lowe’s is a core value S&P 500 equity stock and a dividend aristocrat. Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com.
Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.
Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit https://talent.lowes.com/us/en/benefits.Do your Best Work in Mooresville
This position is based at our headquarters in Mooresville, North Carolina. Our corporate office is a space where you can collaborate and do your best work. Take a walk, grab a bite (or a cup of coffee), work out or get a check-up – we invest in you so you can find your inspiration.
Your Impact
The primary purpose of this role is to lead talent initiatives and their team, to support Lowe's business objectives, as part of the global talent management function. This position will support all talent management functions, including skills and career development, performance development, organizational effectiveness, talent assessment, talent planning, succession, leadership programs and executive development. The Sr. Manager, Talent Management will be an advisor to the HRBPs, COE partners and business leaders, providing guidance on talent management strategies aligned with Lowe's overarching business objectives. The position will lead and develop a team of associates and will work in a highly collaborative manner with the Sr. Director, Talent Management and respective function leads. Additionally, this position will partner closely with people analytics, HRIS, talent acquisition, associate learning and culture, diversity & inclusion, as critical partners in support of an integrated talent function.
The Sr. Manager, Talent Management will lead their team to conduct discovery, develop strategy, design solutions and lead delivery of key objectives for the talent management function. The position will continuously evaluate the effectiveness of all key process and programs that support organization performance, develop solutions, utilize automation, innovative technology and implement key metrics to measure outcomes. The Sr. Manager, Talent Management will have a deep understanding of the company and HR strategy, and relevant insights on the external talent landscape, applying this knowledge to their work. Overall, this position will proactively lead the steady state and changing business needs through process, programs and partnership that develop strong pipelines of talented associates with potential to grow with the company.
What You Will Do
- Lead talent management initiatives and a team, to support Lowe’s business objectives which include skills and career development, performance development, organizational effectiveness, talent assessment, talent planning, succession, leadership programs and executive development.
- Serve as a lead advisor to the HRBPs, COE partners and business leaders, providing guidance on effective and integrated talent initiatives that support the delivery of business objectives.
- Collaborate frequently with the Sr. Director, Talent Management, team and other COE function leads such as people analytics, HRIS, talent acquisition, associate learning and culture, diversity & inclusion.
- Lead their team for the discovery, development of strategy, solution design and delivery of key objectives for the talent management function, identifying trends, patterns and opportunities for optimization.
- Evaluate the effectiveness of all key process and programs that support organization performance, develop solutions for improvement, utilize automation and implement key metrics to measure outcomes.
- Maintain a deep understanding of the company and HR strategy, and research relevant insights on the external talent landscape, applying this knowledge to the work.
- Partner with key functions, including people analytics and HRIS to design automated talent solutions using innovative technology.
- Hire, coach, develop and retain a team dedicated to Lowe’s Winning Culture, foster inclusion and promote engagement.
- At times, manage vendor relationships, including outside consultants in partnership with Enterprise Strategic Sourcing to ensure that Lowe's receives the best ROI.
Minimum Qualifications
- Bachelor’s degree HR, Business or related field or equivalent years of experience in lieu of education requirement, if applicable
- 5 Years of experience consulting with HR partners and leaders on strategic talent initiatives, leading to the development, design and delivery of key outcomes to support company objectives
- 5 Years of experience supporting talent management and/or learning programs, such as talent planning, leadership development, performance management, org effectiveness, talent assessment and training
- 3 Years of experience building measurement strategy including data, analytics and insights using excel and other tools
- 3 Years of experience leading others, both directly or indirectly.
- 3 Years of experience in project and program management
- Experience advising and consulting with senior business leaders
- Experience utilizing Workday or other HR management system/tool
Preferred Skills/Education
About Lowe’s
Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company with total fiscal year 2025 sales of more than $86 billion. Lowe’s employs approximately 300,000 associates and operates over 1,750 home improvement stores, 540 branches and 120 distribution centers. Lowe’s is a core value S&P 500 equity stock and a dividend aristocrat. Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com.
Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.
Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit https://talent.lowes.com/us/en/benefits.See All 8 Mid Level Talent Development Manager Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsMid Level Talent Development Manager Job Market
Who's Hiring
Top Industries Hiring
- Insurance
- Healthcare & Medical Services
- Retail
- Education
- Automotive
Mid Level Talent Development Manager Jobs: Frequently Asked Questions
How do I get a mid level talent development manager job?
Position your existing experience around program ownership, not just execution. Highlight learning initiatives you designed and led, metrics that show measurable impact on employee performance or retention, and any cross-functional collaboration you drove. Applications that demonstrate you can manage a project from needs assessment through evaluation, without heavy supervision, stand out most at this level.
Which companies hire mid level talent development managers?
Companies hiring mid level talent development managers right now include McCain Foods, CNA Insurance, and CEVA Logistics, based on current listings on Migrate Mate as of September 2026. Both large enterprises with dedicated learning and development functions and mid-size organizations building out their people-development capabilities actively recruit at this level.
Are there remote mid level talent development manager jobs?
Yes, though availability varies by employer and industry. About 25% of mid level talent development manager openings are remote or hybrid as of September 2026, reflecting how many organizations have adopted flexible delivery models for learning and development work. On-site roles remain common where facilitation and in-person training are central to the position.
How do I move up to a mid level talent development manager role?
The path typically involves deepening your instructional design or facilitation skills, then taking ownership of a full learning program rather than contributing to pieces of one. Building a portfolio of initiatives with documented outcomes, earning a credential like a CPLP or similar, and demonstrating you can manage stakeholder relationships and vendor partnerships all signal readiness for mid level responsibility.
Which industries hire the most mid level talent development managers?
Mid Level talent development manager roles concentrate in Insurance, Healthcare & Medical Services, and Retail, based on current listings on Migrate Mate as of September 2026. These sectors tend to invest heavily in structured onboarding, compliance training, and leadership development programs, creating consistent demand for professionals who can manage those efforts at scale.