Talent Development Manager Jobs in Washington
Talent development manager jobs in Washington are consistently active, concentrated in technology, aerospace, healthcare, and retail sectors that maintain large, permanent workforces requiring ongoing learning programs, with demand at every level from coordinator-track professionals through senior directors of learning. The heaviest hiring is in Seattle, Bellevue, and Tacoma, where employers like Microsoft, Boeing, and Amazon have long-established talent and people-development functions. The most in-demand specialties are leadership development, learning technology implementation, and organizational effectiveness. Find a role that fits below and apply directly.
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Showing 5 of 6+ Talent Development Manager jobs
About Craft3
Craft3 is on a mission to build a thriving, just, and empowered Pacific Northwest. As a nonprofit community lender founded in 1994, we provide responsible financing and support to entrepreneurs, businesses, and communities that traditional finance often overlook. We believe everyone deserves access to capital and the chance to succeed. We work with people who have been denied access to opportunity — helping them build wealth, strengthen their communities, and create lasting change across Oregon and Washington.
Our team is passionate about our mission and brings expertise from banking, community development, finance, accounting, natural resources, and regional planning. While they connect to our mission in different ways, all staff care deeply about using finance to expand opportunities and create a more inclusive world.
Ready to take the next step? We are looking for a Talent Development Business Partner to join our amazing Craft3 team in the WA or OR Area.
What We Offer
- At Craft3 we value our team members and offer a comprehensive benefits package that supports their health, well-being, and ongoing professional growth.
- Comprehensive Medical, Dental and Vision Coverage to keep you and your family healthy
- A 403(b) Retirement Plan with matching contribution to help secure your financial future
- Generous Paid Time Off (PTO) that includes 9 Company Holidays + 2 Paid Weeks of Rest annually to relax and recharge
- 32 hours of Paid Volunteer Time Off (VTO) – give back to the community while we support your time
- 12 weeks of Paid Parental Leave to support you through important family milestones
- $5,250 per year in Tuition Reimbursement to invest in your continuous learning
- $500 per year Wellness reimbursement each year to encourage your holistic health
- Sabbaticals for all employees after 7 years of service
- Flexible work arrangements including Hybrid and Remote Work Options to fit your lifestyle
- Access to welcoming physical office spaces in Seattle, Portland, and Astoria.
For more information about Craft3 culture, philosophy, and our Benefits visit our website at: www.craft3.org/about/careers
About the Job:
Reporting to the Chief People and Technology Officer, the Talent Development Business Partner serves as a trusted advisor to leaders and staff, helping teams strengthen performance, resolve employee concerns, and build inclusive, high-performing work environments. This role partners closely with all leaders and their teams to understand their goals, day-to-day operations, workforce needs, and team dynamics, while providing practical guidance on employee relations, leadership effectiveness, performance management, talent development, and organizational effectiveness. The role also owns leadership development programming for current and emerging leaders, ensuring managers have the tools, confidence, and support to lead people effectively.
The ideal candidate brings strong judgment, emotional intelligence, business acumen, and a commitment to fairness, accountability, and continuous improvement. They are equally comfortable coaching a manager through a difficult conversation, conducting an objective workplace investigation, identifying development opportunities for emerging talent, and using workforce data to help leaders make informed decisions.
Essential Duties and Responsibilities:
Craft3 reserves the right to change, add, or delete responsibilities and duties. Essential duties and responsibilities include some or all of the preceding; these are not, however, intended to be all-inclusive.
The essential duties and responsibilities for this position are:
Business Partnership and Team Support
- Serve as a go-to people partner for leaders and teams, offering guidance on employee relations, performance coaching, change management, team effectiveness, and morale.
- Develop a strong understanding of Craft3 teams, including their goals, operating rhythms, staffing needs, challenges, and opportunities.
- Build trusted relationships with leaders and staff by providing responsive, practical, and value- driven support.
- Partner with managers to strengthen team communication, engagement, recognition, and accountability.
- Support leaders through organizational changes in collaboration with the Organizational Development Manager and leadership by anticipating employee impacts, and sustain trust, engagement, and morale.
Employee Relations and Performance Coaching
- Guide managers through the full spectrum of employee relations matters, including performance improvement, coaching, disciplinary actions, investigations, and separations.
- Manage and resolve employee complaints and workplace concerns with objectivity and empathy, thorough documentation, and sound judgment.
- Coach front-line and mid-level managers on leadership effectiveness, difficult conversations, feedback, documentation, and employee engagement to guarantee consistency.
- Support performance management processes by helping leaders set meaningful goals, deliver constructive feedback, address performance gaps, and differentiate performance.
- Help build inclusive, positive work environments where employees feel respected, recognized, supported, and accountable for results.
Talent Management and Development
- Own the design, coordination, delivery, and continuous improvement of leadership development programs for emerging, new, and current leaders and managers.
- Build practical learning pathways that help managers strengthen core people leadership capabilities, including coaching, feedback, goal setting, performance management, delegation, accountability, inclusion, change leadership, and employee engagement.
- Partner with senior leaders and HR colleagues to assess leadership development needs, identify capability gaps, and create and align development programs with organizational priorities and culture.
- Facilitate talent review discussions to identify high-potential employees, succession risks, readiness levels, and development priorities.
- Support succession planning and workforce planning efforts by helping leaders assess current talent, future needs, readiness, and development gaps.
- Develop and deliver targeted training for managers on topics such as new-manager orientation, documentation best practices, interviewing skills, goal setting, feedback, effective coaching, and leading through change.
- Create and maintain leadership development tools, resources, discussion guides, learning plans, and manager enablement materials that support consistent leadership practices across the organization.
- Measure the effectiveness of leadership development programs through participant feedback, manager adoption, engagement trends, retention indicators, and other relevant people metrics.
- Assist managers in developing ramp plans, job descriptions, onboarding tools, and other workforce resources that support employee success.
- Promote a culture of continuous learning by connecting individual development needs with team and organizational priorities.
HR Data, Insights, and Continuous Improvement
- Leverage HR data and analytics to identify trends, diagnose root causes, and present actionable insights on turnover, engagement, headcount, workforce demographics, and related people metrics.
- Prepare recommendations and business cases for senior leadership to support informed decision-making on policy, compensation, organizational changes, and people strategies.
- Proactively identify opportunities to improve HR processes, tools, service delivery, and manager resources.
- Champion a mindset of continuous improvement across the HR function by simplifying processes, strengthening consistency, and improving the employee and manager experience.
- Contribute to Employee Handbook updates, organizational policies, and enterprise HR initiatives by providing field insight, practical recommendations, and implementation support.
Direct / Indirect Reports: This position is not responsible for supervising direct reports.
Knowledge and Experience:
- Experience conducting or supporting workplace investigations and preparing clear, objective documentation.
- Experience designing, facilitating, or managing leadership development programs for new, emerging, and current managers.
- Knowledge of employment laws, HR policies, and compliance practices; ability to apply guidance with fairness, consistency, and discretion.
- Bachelor’s degree in human resources, business, organizational development, or a related field preferred; equivalent experience may be considered.
- Strong proficiency with Microsoft Office Suite, Adobe, SharePoint
- Bilingual (English/Spanish) a plus.
Preferred Skills and Abilities:
We encourage all candidates with diverse perspectives and backgrounds to apply regardless of whether you meet all the requirements of the job description. Some specific things we are looking for in this role are candidates who demonstrate:
- Progressive experience in human resources, talent development, employee relations, organizational development, or a related people-focused role.
- Demonstrated ability to coach managers through complex employee relations, performance, and engagement matters.
- Strong understanding of performance management, talent development, succession planning, manager enablement, and organizational effectiveness practices.
- Ability to analyze workforce data, identify trends, and translate insights into practical recommendations for leaders.
- Excellent communication, facilitation, relationship-building, and problem-solving skills.
- Comfort working with HR systems, reporting tools, Microsoft Office applications, and related technology platforms.
Certiļ¬cates, Licenses, Registrations -
- HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred but not required.
- Change Management certification a plus.
Travel:
A level of travel is to be expected with job responsibilities covering a geographic area that includes the States of Oregon and Washington, branch office visits and company events.
Physical Demands
Frequently requires use of manual dexterity and repetitive motions, primarily with the wrists, hands, and/or fingers. Must be able to occasionally list and/or move up to 10 pounds.
Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
Craft3 is an Equal Opportunity Employer
Craft3 is an Equal Opportunity Employer. We comply with all applicable laws prohibiting discrimination and make all hiring and employment decisions based on individual qualifications and merit. Veterans and individuals with disabilities are encouraged to apply. If accommodation is needed to participate in the job application or interview process, or to perform essential job functions, please contact our Talent Acquisition Team at recruitment@craft3.org, 888-231-2170.
Employment offers may require final candidates to successfully complete and pass a background check prior to employment, consistent with business necessity and applicable federal, state and local law. We're actively working to create a workplace where everyone can thrive. We believe different perspectives make us stronger and help us better serve the Pacific Northwest.
The pay range for this role is:
92,000 - 115,000 USD per year(Remote )
About Craft3
Craft3 is on a mission to build a thriving, just, and empowered Pacific Northwest. As a nonprofit community lender founded in 1994, we provide responsible financing and support to entrepreneurs, businesses, and communities that traditional finance often overlook. We believe everyone deserves access to capital and the chance to succeed. We work with people who have been denied access to opportunity — helping them build wealth, strengthen their communities, and create lasting change across Oregon and Washington.
Our team is passionate about our mission and brings expertise from banking, community development, finance, accounting, natural resources, and regional planning. While they connect to our mission in different ways, all staff care deeply about using finance to expand opportunities and create a more inclusive world.
Ready to take the next step? We are looking for a Talent Development Business Partner to join our amazing Craft3 team in the WA or OR Area.
What We Offer
- At Craft3 we value our team members and offer a comprehensive benefits package that supports their health, well-being, and ongoing professional growth.
- Comprehensive Medical, Dental and Vision Coverage to keep you and your family healthy
- A 403(b) Retirement Plan with matching contribution to help secure your financial future
- Generous Paid Time Off (PTO) that includes 9 Company Holidays + 2 Paid Weeks of Rest annually to relax and recharge
- 32 hours of Paid Volunteer Time Off (VTO) – give back to the community while we support your time
- 12 weeks of Paid Parental Leave to support you through important family milestones
- $5,250 per year in Tuition Reimbursement to invest in your continuous learning
- $500 per year Wellness reimbursement each year to encourage your holistic health
- Sabbaticals for all employees after 7 years of service
- Flexible work arrangements including Hybrid and Remote Work Options to fit your lifestyle
- Access to welcoming physical office spaces in Seattle, Portland, and Astoria.
For more information about Craft3 culture, philosophy, and our Benefits visit our website at: www.craft3.org/about/careers
About the Job:
Reporting to the Chief People and Technology Officer, the Talent Development Business Partner serves as a trusted advisor to leaders and staff, helping teams strengthen performance, resolve employee concerns, and build inclusive, high-performing work environments. This role partners closely with all leaders and their teams to understand their goals, day-to-day operations, workforce needs, and team dynamics, while providing practical guidance on employee relations, leadership effectiveness, performance management, talent development, and organizational effectiveness. The role also owns leadership development programming for current and emerging leaders, ensuring managers have the tools, confidence, and support to lead people effectively.
The ideal candidate brings strong judgment, emotional intelligence, business acumen, and a commitment to fairness, accountability, and continuous improvement. They are equally comfortable coaching a manager through a difficult conversation, conducting an objective workplace investigation, identifying development opportunities for emerging talent, and using workforce data to help leaders make informed decisions.
Essential Duties and Responsibilities:
Craft3 reserves the right to change, add, or delete responsibilities and duties. Essential duties and responsibilities include some or all of the preceding; these are not, however, intended to be all-inclusive.
The essential duties and responsibilities for this position are:
Business Partnership and Team Support
- Serve as a go-to people partner for leaders and teams, offering guidance on employee relations, performance coaching, change management, team effectiveness, and morale.
- Develop a strong understanding of Craft3 teams, including their goals, operating rhythms, staffing needs, challenges, and opportunities.
- Build trusted relationships with leaders and staff by providing responsive, practical, and value- driven support.
- Partner with managers to strengthen team communication, engagement, recognition, and accountability.
- Support leaders through organizational changes in collaboration with the Organizational Development Manager and leadership by anticipating employee impacts, and sustain trust, engagement, and morale.
Employee Relations and Performance Coaching
- Guide managers through the full spectrum of employee relations matters, including performance improvement, coaching, disciplinary actions, investigations, and separations.
- Manage and resolve employee complaints and workplace concerns with objectivity and empathy, thorough documentation, and sound judgment.
- Coach front-line and mid-level managers on leadership effectiveness, difficult conversations, feedback, documentation, and employee engagement to guarantee consistency.
- Support performance management processes by helping leaders set meaningful goals, deliver constructive feedback, address performance gaps, and differentiate performance.
- Help build inclusive, positive work environments where employees feel respected, recognized, supported, and accountable for results.
Talent Management and Development
- Own the design, coordination, delivery, and continuous improvement of leadership development programs for emerging, new, and current leaders and managers.
- Build practical learning pathways that help managers strengthen core people leadership capabilities, including coaching, feedback, goal setting, performance management, delegation, accountability, inclusion, change leadership, and employee engagement.
- Partner with senior leaders and HR colleagues to assess leadership development needs, identify capability gaps, and create and align development programs with organizational priorities and culture.
- Facilitate talent review discussions to identify high-potential employees, succession risks, readiness levels, and development priorities.
- Support succession planning and workforce planning efforts by helping leaders assess current talent, future needs, readiness, and development gaps.
- Develop and deliver targeted training for managers on topics such as new-manager orientation, documentation best practices, interviewing skills, goal setting, feedback, effective coaching, and leading through change.
- Create and maintain leadership development tools, resources, discussion guides, learning plans, and manager enablement materials that support consistent leadership practices across the organization.
- Measure the effectiveness of leadership development programs through participant feedback, manager adoption, engagement trends, retention indicators, and other relevant people metrics.
- Assist managers in developing ramp plans, job descriptions, onboarding tools, and other workforce resources that support employee success.
- Promote a culture of continuous learning by connecting individual development needs with team and organizational priorities.
HR Data, Insights, and Continuous Improvement
- Leverage HR data and analytics to identify trends, diagnose root causes, and present actionable insights on turnover, engagement, headcount, workforce demographics, and related people metrics.
- Prepare recommendations and business cases for senior leadership to support informed decision-making on policy, compensation, organizational changes, and people strategies.
- Proactively identify opportunities to improve HR processes, tools, service delivery, and manager resources.
- Champion a mindset of continuous improvement across the HR function by simplifying processes, strengthening consistency, and improving the employee and manager experience.
- Contribute to Employee Handbook updates, organizational policies, and enterprise HR initiatives by providing field insight, practical recommendations, and implementation support.
Direct / Indirect Reports: This position is not responsible for supervising direct reports.
Knowledge and Experience:
- Experience conducting or supporting workplace investigations and preparing clear, objective documentation.
- Experience designing, facilitating, or managing leadership development programs for new, emerging, and current managers.
- Knowledge of employment laws, HR policies, and compliance practices; ability to apply guidance with fairness, consistency, and discretion.
- Bachelor’s degree in human resources, business, organizational development, or a related field preferred; equivalent experience may be considered.
- Strong proficiency with Microsoft Office Suite, Adobe, SharePoint
- Bilingual (English/Spanish) a plus.
Preferred Skills and Abilities:
We encourage all candidates with diverse perspectives and backgrounds to apply regardless of whether you meet all the requirements of the job description. Some specific things we are looking for in this role are candidates who demonstrate:
- Progressive experience in human resources, talent development, employee relations, organizational development, or a related people-focused role.
- Demonstrated ability to coach managers through complex employee relations, performance, and engagement matters.
- Strong understanding of performance management, talent development, succession planning, manager enablement, and organizational effectiveness practices.
- Ability to analyze workforce data, identify trends, and translate insights into practical recommendations for leaders.
- Excellent communication, facilitation, relationship-building, and problem-solving skills.
- Comfort working with HR systems, reporting tools, Microsoft Office applications, and related technology platforms.
Certiļ¬cates, Licenses, Registrations -
- HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred but not required.
- Change Management certification a plus.
Travel:
A level of travel is to be expected with job responsibilities covering a geographic area that includes the States of Oregon and Washington, branch office visits and company events.
Physical Demands
Frequently requires use of manual dexterity and repetitive motions, primarily with the wrists, hands, and/or fingers. Must be able to occasionally list and/or move up to 10 pounds.
Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
Craft3 is an Equal Opportunity Employer
Craft3 is an Equal Opportunity Employer. We comply with all applicable laws prohibiting discrimination and make all hiring and employment decisions based on individual qualifications and merit. Veterans and individuals with disabilities are encouraged to apply. If accommodation is needed to participate in the job application or interview process, or to perform essential job functions, please contact our Talent Acquisition Team at recruitment@craft3.org, 888-231-2170.
Employment offers may require final candidates to successfully complete and pass a background check prior to employment, consistent with business necessity and applicable federal, state and local law. We're actively working to create a workplace where everyone can thrive. We believe different perspectives make us stronger and help us better serve the Pacific Northwest.
The pay range for this role is:
92,000 - 115,000 USD per year(Remote )
See All 6 Talent Development Manager Jobs in Washington
Find roles in Washington that match your experience and apply in just a few clicks.
Find JobsTalent Development Manager Jobs by City in Washington
Where Washington roles are concentrated, by current openings.
Talent Development Manager Job Market in Washington
A snapshot from current Washington openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Retail
- Technology & Software
- Distribution & Wholesale
- E-Commerce & Online Marketplaces
What Washington Employers Look For
The qualifications that appear most often in talent development manager jobs across Washington.
- Bachelor's degree in human resources, organizational development, education, or a related field
- Three or more years designing and facilitating corporate training or learning programs
- Experience with a learning management system such as Workday Learning, Cornerstone, or similar
- Demonstrated ability to build and measure learning programs tied to business outcomes
- Professional certification such as ATD CPTD or SHRM-CP is strongly preferred
- Strong stakeholder management and consulting skills across multiple business units
Talent Development Manager Jobs in Washington: Frequently Asked Questions
How do you become a talent development manager in Washington?
Washington does not require a state-issued license to work as a talent development manager. The standard path is a bachelor's degree in human resources, organizational development, or business, followed by progressively responsible experience in training coordination or HR generalist roles. Earning the Association for Talent Development's Certified Professional in Talent Development credential or a SHRM certification strengthens candidacy significantly with Washington's large technology and healthcare employers, who frequently list those credentials as preferred.
How much do talent development managers make in Washington?
Talent development managers in Washington earn a median of about $163,360 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $101,680 for the lowest 10% to over $249,030 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire talent development managers in Washington?
Employers hiring talent development managers in Washington right now include Amazon, WSECU, and Rippling, based on current listings on Migrate Mate as of August 2026. Washington's concentration of large technology headquarters, major aerospace employers, and regional healthcare systems means demand for structured learning and development functions remains steady throughout the year.
Which Washington cities have the most talent development manager jobs?
The cities with the most talent development manager openings in Washington are Seattle, Washington State, and Olympia. Seattle and Bellevue drive the majority of demand because of the dense concentration of technology and retail corporate headquarters there, while Tacoma and Renton generate consistent openings through Boeing's manufacturing and engineering workforce and large regional healthcare networks operating in the South Sound.
Are there remote talent development manager jobs in Washington?
Yes, and more than most fields, since instructional design, curriculum development, and virtual facilitation are well suited to remote work. About 100% of talent development manager openings tied to Washington are remote or hybrid as of August 2026, reflecting the prevalence of technology employers in the state. Roles focused on in-person leadership coaching or new-hire onboarding tend to require at least partial on-site presence.
How can I get hired as a talent development manager in Washington with little or no experience?
The most realistic entry path is a training coordinator or HR coordinator role at a mid-size Washington employer, which exposes you to LMS administration and facilitation without requiring prior management experience. Large Washington employers in technology and healthcare frequently hire for early-career learning program specialist or people-development associate positions. Building a portfolio of one or two training projects, even volunteer or internal initiatives, and pursuing the ATD APTD credential gives candidates a concrete edge when applying to competitive openings.
Where can I find and apply to talent development manager jobs in Washington?
You can find and apply to talent development manager jobs in Washington on Migrate Mate, which lists current Washington openings from employers actively hiring for this role. Find the roles that fit your background and apply directly.
See All 6 Talent Development Manager Jobs in Washington
Find roles in Washington that match your experience and apply in just a few clicks.
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