HR Development Manager: a key role in corporate strategy

In an ever-changing economic landscape, companies must continually anticipate and strengthen the skills of their employees. The HR Development Manager plays a central role in this process. As a true architect of talent, they design training, mobility, and skill-management policies to support the organisation’s growth.

Combining technical expertise, a deep understanding of human dynamics, and strategic vision, this professional contributes directly to the company’s performance and adaptability. It is a pivotal role for addressing the challenges of organisational transformation and the evolution of professions.

What is an HR Development Manager?

The HR Development Manager holds a strategic position within the human resources department. Their main role is to support the company’s growth by developing employees’ skills and talents. Unlike a purely administrative HR function, this role focuses on people’s development and the anticipation of future skill needs.

Positioned at the crossroads of executive leadership, operational managers, and employee representatives, the HR Development Manager acts as a true driver of organisational change. They design policies related to career development, performance evaluation, and continuous training. By ensuring that employees’ skills continuously match the company’s needs, they contribute directly to organisational performance and competitiveness.

This position is particularly crucial in companies undergoing major transformations.

Difference from Other HR Roles (HR Manager, HR Consultant, etc.)

While the HR Manager and the HR Development Manager share common goals related to human resources management, their responsibilities differ.

The HR Manager oversees all HR activities, including recruitment, administrative management, and labour relations.
The HR Development Manager focuses specifically on training, career management, and skill development.
The HR Consultant, on the other hand, typically works externally, providing expertise on specific issues without being permanently integrated into the organisation.

What are the main responsibilities of an HR Development Manager?

Designing and Leading Talent Development Strategies

The HR Development Manager develops strategies to identify, attract, and retain talent within the company. They implement personalised development programmes, succession plans, and initiatives aimed at boosting employee engagement and motivation.

This includes selecting talent (recent graduates or experienced professionals) and ensuring their integration so their potential can grow and contribute meaningfully to existing teams.

Implementing Training Plans and Skill-Development Strategies

A key responsibility of the HR Development Manager is to analyse training needs and design appropriate development plans. They ensure that employees acquire the necessary skills to progress in their roles and adapt to market changes.

Training plans help structure workforce upskilling—for instance, during the roll-out of a new digital tool—or support individuals facing role transitions or job changes.

Optimising Internal Mobility Processes

The HR Development Manager encourages internal mobility by identifying career opportunities for employees within the organisation. They establish transparent processes allowing staff to apply for internal positions, promoting career growth and strengthening engagement.

Internal mobility is extremely valuable for companies: it helps retain high-performing employees seeking new roles and ensures fairness by giving all employees access to the same opportunities.

Contributing to Employer Branding

By developing innovative HR programmes and communicating effectively about internal initiatives, the HR Development Manager plays an active role in strengthening the employer brand.

A strong employer brand attracts external talent and reinforces retention among current employees. Knowing that the company invests in training for future needs, tools, and technologies—or supports internal mobility—creates a strong sense of belonging and commitment among staff.

What skills are required to become an HR Development Manager?

Technical HR skills

The HR Development Manager must master core HR fundamentals, including training, career management, and workforce planning (GPEC).

They must also have solid knowledge of labour law to ensure compliance with HR policies. Their expertise enables them to anticipate skill needs, optimise career paths, and design effective development programmes.

This role also involves supporting employees and promoting talent across the organisation, requiring strong interpersonal skills, active listening, and the ability to provide personalised guidance.

Leadership and managerial capabilities

The HR Development Manager occupies a leadership role and must demonstrate strong managerial skills. They lead teams, oversee cross-functional projects, and work closely with executives to align HR strategy with business goals.

Their position also requires influence, as they must convince decision-makers on key topics such as talent management, training, and skill evolution. Communication, negotiation, and change-management skills are essential.

Proficiency in digital HR tools and HR data

With the increasing digitalisation of HR, the HR Development Manager must be proficient in digital tools dedicated to talent management, HR analytics, and online training platforms. Knowledge of HRIS, skill-assessment software, and e-learning systems is a major asset.

They must also be capable of using analytical tools to improve career management and anticipate skill demands.

AI and automation are transforming the profession, making digital skills indispensable.

What training leads to an HR Development Manager position?

Required degrees (Master’s in HR, MBA in HR Management, Master’s in Psychology, etc.)

A Master’s degree (Bac+5) is generally required for this role. Three main profiles are particularly valued:

Master’s in Human Resources, offering a broad HR foundation and strong expertise in labour law
Business school Master/MBA, combining strategic/business vision with HR leadership
Master’s in Psychology, offering deep human-centred expertise (recruitment, skill assessment, personalised employee analysis)

Among the most relevant programmes, the ESPÉ Psychology & HR Management programme (dual degree with EBS Paris) is an excellent pathway. This unique curriculum combines advanced training in applied psychology and strategic HR management, enabling students to acquire highly sought-after dual expertise.

A first experience as an HR Development Officer or Junior HR Manager is often needed before stepping into the position. Skills in talent management, training, and HR digitalisation are increasingly in demand.

Specialisations in management, training, and HR strategy

Specialisations in management, training engineering, or HR strategy provide additional value. Combined with psychology-related skills, they enable future HR Development Managers to master programme design, change management, and strategic alignment between HR policies and business objectives.

Importance of internships and rarly HR rxperience

Internships and early professional experience in HR are essential to develop a practical understanding of the field. They offer valuable exposure to real-world challenges, help build a professional network, and often act as a stepping stone to more senior responsibilities.

What is the salary of an HR Development Manager?

Salary progression by experience and sector

The salary depends on experience, company size, and industry. A beginner earns €35,000 to €45,000 gross per year. An experienced profile can reach €60,000 to €70,000 in large companies.

Large organisations typically offer higher salaries, including bonuses and profit-sharing. Industries such as finance, luxury, and manufacturing pay above average, while the public and non-profit sectors tend to pay less.

Additional compensation may include bonuses, benefits, and career progression toward HR Director roles.

Salary differences by region and type of company

Salary levels vary by geographic region and company profile. In major metropolitan areas like Paris, salaries are generally higher due to the cost of living and the concentration of large companies.

Conversely, smaller cities offer lower salaries but often a more affordable lifestyle. Large international groups typically offer higher salaries than SMEs or startups, which operate with more limited budgets.

Some industries—such as finance or tech—show even stronger regional differences in compensation.