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Capability Development Manager Jobs in Wisconsin

Stella SA

WI · On-site

$110 - $170/hr

Support leaders in developing coaching and people development capabilities. Partnerships, Budget & Performance Management * Build and maintain strong relationships with external learning partners ...

Socket.dev

R&D Manager

Madison, WI · On-site

$125 - $140/hr

As the Research & Development Manager, you will lead the R&D function and team, providing technical ... Develop team capabilities that strengthen GoMacro's technical expertise and support future growth.

Abbott

Commercial Development Manager

Madison, WI · On-site

Career development with an international company where you can grow the career you dream of. * An ... capabilities via guidance, planning, communications, and relationship management. Navigate across ...

Pennsylvania Food Corporation

R&D Manager

Portage, WI · On-site

$110 - $160/hr

... capabilities, and financial targets. The R&D Manager serves as the technical bridge between ... Commercial, Operations, Quality Assurance, Regulatory, Procurement, Supply Chain, Finance, and ...

GoMacro

R&D Manager

Madison, WI · On-site

As the Research & Development Manager, you will lead the R&D function and team, providing technical ... Develop team capabilities that strengthen GoMacro's technical expertise and support future growth.

GoMacro LLC

R&D Manager

Madison, WI · On-site

As the Research & Development Manager, you will lead the R&D function and team, providing technical ... Develop team capabilities that strengthen GoMacro's technical expertise and support future growth.

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Capability Development Manager information

What does a capability development manager do?

A Capability Development Manager is responsible for identifying, developing, and implementing programs that enhance the skills and competencies of an organization's workforce. They assess current capabilities, analyze business needs, and design training or development initiatives to close skill gaps. Their work ensures that employees are equipped to meet current and future business objectives, contributing to the organization's overall growth and competitiveness.

What are the key skills and qualifications needed to thrive as a capability development manager?

To thrive as a Capability Development Manager, you need expertise in learning and development strategy, project management, and organizational change, typically supported by a degree in HR, business, or a related field. Familiarity with learning management systems (LMS), training needs analysis tools, and relevant certifications such as CIPD or ATD is highly valuable. Excellent communication, leadership, and stakeholder management skills help drive engagement and effective collaboration. These skills ensure that workforce capabilities align with organizational goals, fostering growth and competitive advantage.

How does a capability development manager typically collaborate with other departments to drive organizational growth?

A Capability Development Manager works closely with leaders from various departments such as HR, operations, and business units to identify skill gaps and align development initiatives with organizational goals. They facilitate cross-functional workshops, coordinate training programs, and ensure that learning solutions are tailored to the specific needs of each team. This collaborative approach not only supports employee growth but also helps drive overall business performance by ensuring that the workforce is equipped with the necessary skills to meet strategic objectives.

What is the difference between Capability Development Manager vs Learning and Development Specialist?

AspectCapability Development ManagerLearning and Development Specialist
CredentialsOften requires a bachelor's degree in HR, Business, or related field; certifications like CPLP or ATD are commonTypically holds a degree in HR, Education, or related; certifications like CPLP or ATD are also common
Work EnvironmentStrategic focus on organizational capabilities, working with leadership to develop skills at a broad levelOperational focus on delivering training programs, workshops, and learning initiatives
Employer & Industry UsageUsed across corporate sectors to enhance workforce capabilitiesCommon in HR departments, training firms, and corporate learning teams

The Capability Development Manager focuses on strategic planning and organizational growth by developing workforce capabilities, while the Learning and Development Specialist concentrates on implementing specific training programs to improve employee skills. Both roles require similar credentials but differ in scope and focus.

What is the role of a capability development manager?

A capability development manager is responsible for identifying skill gaps within an organization and designing training programs to enhance employee capabilities. They often collaborate with HR and leadership to align development initiatives with business goals and may utilize tools like learning management systems. The role requires strong project management and communication skills to ensure effective implementation of development strategies.

What are popular job titles related to Capability Development Manager jobs in Wisconsin?

For Capability Development Manager jobs in Wisconsin, the most frequently searched job titles are:

What job categories do people searching Capability Development Manager jobs in Wisconsin look for?

The top searched job categories for Capability Development Manager jobs in Wisconsin are:

What cities in Wisconsin are hiring for Capability Development Manager jobs?

Cities in Wisconsin with the most Capability Development Manager job openings:

Capability Development Manager jobs near you

Talent Development Manager

Milwaukee, WI • On-site

Global Power Components
Industrial Machinery Manufacturing • 51 - 200 employees

8.4

Company rating: 8.4 out of 10

Based on 15 frontline employees who took The Breakroom Quiz

98th of 495 rated machine equipment manufacturers

People enjoy working here

Good employer

Respectful managers

Learn more about Global Power Componentsexternal

Full-time

Re-posted 11 days ago

Job description

Title: Talent Development Manager
Company: Global Power Components - www.globalpowercomponents.com
Location: Milwaukee, WI (onsite 5-days/week)
Hire Type: Direct Hire
Position Summary
The Talent Development Manager is responsible for building and leading Global Power Components' talent development strategy, programs, and infrastructure to support the organization's continued growth and workforce expansion. This role will oversee workforce development, leadership development, succession planning, career pathing, onboarding strategy, training effectiveness, and workforce capability initiatives across the organization. The Talent Development Manager will lead the Workforce Academy function and partner closely with HR, Operations, Safety, and executive leadership to develop scalable talent processes that improve retention, workforce readiness, internal development, leadership effectiveness, and organizational capability. This is a highly visible role that will help establish the systems, programs, and processes needed to support GPC's continued growth.
Key Responsibilities
Talent Development Strategy
  • Develop and execute GPC's talent development strategy in alignment with organizational growth objectives
  • Build scalable workforce development programs that support business expansion, workforce readiness, and long-term capability building
  • Establish and maintain a roadmap for learning, development, onboarding, and talent management initiatives
  • Partner with senior leaders to identify workforce capability gaps and organizational development opportunities
Workforce Academy Leadership
  • Provide strategic oversight of the Workforce Academy and related workforce development programs
  • Establish academy goals, performance measures, and success metrics
  • Evaluate program effectiveness, throughput, quality, retention outcomes, and workforce readiness results
  • Support expansion of academy programs as hiring and business needs evolve
Talent Management & Succession Planning
  • Design and implement succession planning processes across the organization
  • Partner with leaders to identify critical roles, successors, and development needs
  • Develop talent review processes and workforce planning tools
  • Establish career pathing and development frameworks for key employee populations
  • Support internal mobility and employee growth initiatives
Leadership Development
  • Design and implement leadership development programs for supervisors, managers, and emerging leaders
  • Create development resources, learning programs, and leadership tools that improve organizational effectiveness
  • Partner with business leaders to strengthen leadership capability and bench strength
  • Support coaching and development initiatives across the organization
Learning & Development
  • Establish enterprise learning strategies and training frameworks
  • Identify learning needs across departments and workforce populations
  • Evaluate and implement development solutions that improve employee and leadership effectiveness
  • Support development of competency models, skills frameworks, and learning pathways
  • Ensure learning initiatives align with operational and strategic priorities
Talent Analytics & Program Effectiveness
  • Develop talent development metrics, dashboards, and reporting
  • Track key indicators including onboarding effectiveness, retention, training completion, workforce readiness, leadership development participation, and succession coverage
  • Evaluate return on investment and effectiveness of development initiatives
  • Provide insights and recommendations to executive leadership regarding talent trends and workforce capability
HR Technology & Process Ownership
  • Serve as the primary business owner for talent development-related functionality within Workday
  • Support implementation and administration of talent, performance, learning, development, and succession planning processes
  • Partner with HRIS and HR leadership to ensure data integrity and reporting effectiveness
  • Leverage technology to improve employee development experiences and organizational insights
Cross-Functional Partnership
  • Partner with HR, Operations, Safety, Quality, and executive leadership to ensure development programs support organizational objectives
  • Collaborate with department leaders to identify workforce needs and development opportunities
  • Support strategic workforce planning initiatives and organizational growth efforts
  • Contribute to broader HR initiatives and organizational effectiveness projects

What We're Looking For
  • 7+ years of progressive experience in talent development, learning and development, workforce development, organizational development, training leadership, manufacturing operations, or a related field
  • Experience building talent development programs and processes from the ground up
  • Experience with succession planning, career pathing, talent management, or leadership development initiatives
  • Strong analytical, reporting, and problem-solving skills
  • Experience creating executive-level presentations, metrics, and recommendations
  • Strong project management and change management capabilities
  • Ability to influence and partner effectively with leaders at all organizational levels
  • Experience in manufacturing, skilled trades, industrial, or high-growth environments preferred
  • Experience with Workday Talent, Learning, Performance, or related HR technology platforms preferred
  • Bilingual Spanish preferred
  • Bachelor's degree in Human Resources, Organizational Development, Business, Education, Industrial Psychology, or a related field preferred; or an equivalent combination of education, training, and experience.

Equal Opportunity Employer/Minorities/Women/Veterans/Disabled
Global Power Components is an Equal Opportunity and Affirmative Action Employer. Global Power Components is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.

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