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Chief Learning Officer Jobs in Wisconsin (NOW HIRING)

Wisconsin

Chief of Staff

Madison, WI · On-site

$100K/yr

The Division of Teaching and Learning is seeking a dynamic, highly organized, and relational Chief ... Serves as a chief advisor to the executive officer and main point of contact between university ...

University of Wisconsin

Chief of Staff

Madison, WI · On-site

$100 - $125/hr

The Division of Teaching and Learning is seeking a dynamic, highly organized, and relational Chief ... Serves as a chief advisor to the executive officer and main point of contact between university ...

3M HEALTHCARE

WI · On-site

$125 - $150/hr

We're seeking a Head of Machine Learning to own and scale the ML function at Prodigal. This is the ... Partner with the CTO as the senior ML leader to set company‑wide technical direction and shape ...

City of Sheboygan

Police Officer

Sheboygan, WI · On-site

$65K - $87K/yr

Perform all lawful assignments as prescribed by the Chief of Police or his designee and perform ... learning No felony or domestic abuse convictions. Legally able to possess a firearm. Ability to ...

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All JobsChief Learning Officer JobsChief Learning Officer Jobs in Wisconsin

Chief Learning Officer information

See Wisconsin salary details

$97.9K

$127.4K

$158K

How much do chief learning officer jobs pay per year?

As of Sep 8, 2026, the average yearly pay for chief learning officer in Wisconsin is $127,373.00, according to ZipRecruiter salary data. Most workers in this role earn between $105,000.00 and $157,000.00 per year, depending on experience, location, and employer.

What is a chief learning officer?

A Chief Learning Officer (CLO) is an executive responsible for overseeing an organization’s learning and development strategy. The CLO ensures that employees have access to training and educational opportunities that align with the company’s goals and objectives. This role involves managing corporate universities, e-learning programs, leadership development, and talent management initiatives. CLOs also measure the impact of learning programs on business performance and help foster a culture of continuous learning throughout the organization.

What is a chief learning officer?

A Chief Learning Officer, or CLO, is responsible for guiding and directing corporate learning goals and developing directions and policies related to those goals. It is a leadership position, and you work closely with a Chief Technology Officer and Chief Information Officer. As a CLO, you develop training mandates, create a clear path of leadership succession, and integrate new learning development officers into the corporate hierarchy. You also oversee the development and adaptation of new technology across the corporation. A CLO’s other responsibilities include communicating with investors to educate them on the importance of corporate strategies, such as return on investment policies and other policies related to training and aligning employees with company guidelines for efficiency and productivity.

What are the key challenges a chief learning officer faces when aligning learning strategies with organizational goals?

One of the main challenges for a Chief Learning Officer (CLO) is ensuring that learning and development initiatives directly support the company's strategic objectives. This requires close collaboration with executive leadership and department heads to understand evolving business needs. CLOs must also balance the customization of training for diverse teams while managing budgets and demonstrating the return on investment. Additionally, keeping pace with technological advancements and integrating new learning platforms can present ongoing hurdles.

What are the key skills and qualifications needed to thrive as a chief learning officer, and why are they important?

To thrive as a Chief Learning Officer, you need expertise in organizational learning, talent development, and change management, typically supported by an advanced degree in education, HR, or business. Familiarity with learning management systems (LMS), e-learning platforms, and data analytics tools is critical for designing and measuring effective learning strategies. Strong leadership, strategic vision, and excellent communication skills help foster a culture of continuous learning and drive alignment across the organization. These competencies are vital for ensuring workforce development aligns with business goals and supports long-term organizational growth.

What is the difference between Chief Learning Officer vs Learning and Development Director?

AspectChief Learning OfficerLearning and Development Director
CredentialsTypically requires advanced degrees in education, HR, or business; certifications like CPLP or SHRM-SCPSimilar credentials, often with HR or training certifications
Work EnvironmentExecutive-level, strategic role involved in organizational learning initiativesOperational role focused on implementing training programs within departments
Employer & IndustryLarge corporations, educational institutions, or government agenciesCorporations, nonprofits, and educational organizations
Search & Comparison IntentHigh-level strategic learning leadershipTraining program management and development

The Chief Learning Officer oversees the organization's overall learning strategy, focusing on aligning learning initiatives with business goals. In contrast, the Learning and Development Director manages day-to-day training programs and staff. While both roles require similar credentials and work in related environments, the CLO has a broader, strategic focus, whereas the Director concentrates on operational execution.

More about Chief Learning Officer jobs

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For Chief Learning Officer jobs in Wisconsin, the most frequently searched job titles are:

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Cities in Wisconsin with the most Chief Learning Officer job openings:

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Chief Learning Officer jobs near you
Infographic showing various Chief Learning Officer job openings in Wisconsin as of September 2026, with employment types broken down into 1% Internship, 1% As Needed, 74% Full Time, 22% Part Time, 1% Temporary, and 1% Contract. Highlights an 82% Physical, 3% Hybrid, and 15% Remote job distribution, with an average salary of $127,373 per year, or $61.2 per hour.

Deputy Chief Human Resources Officer (Madison)

Madison, WI • On-site

University of Wisconsin Colleges
Colleges, Universities, and Professional Schools • 501 - 1,000 employees
Learn more about University of Wisconsin Collegesexternal

Full-time

Retirement

Posted 4 days ago

Job description

Deputy Chief Human Resources Officer

Current Employees: If you are currently employed at any of the Universities of Wisconsin, log in to Workday to apply through the internal application process.

Position Title: Deputy Chief Human Resources Officer

Job Category: Limited

Employment Type: Regular

Job Profile: Deputy Chief Human Resources Officer (Inst)

Job Duties: The Deputy Chief Human Resources Officer (Deputy CHRO) reports to the Associate Vice President, Human Resources, and provides strategic leadership across the institution's human resources, compensation and benefits functions. This role leads the development and implementation of key HR strategies, programs, and policies, with oversight of talent acquisition, onboarding, performance management, learning and development, employee engagement, compliance, and compensation and benefits. Acting on behalf of the Associate Vice President, Human Resources, as needed, the Deputy CHRO represents and leads the organization in the AVP's absence. The position also partners with UW System institution Human Resources leaders on systemwide policy development, projects, and strategic initiatives.

Key Job Responsibilities:Benefits, Leave & Retirement Administration

Provide strategic leadership and oversight for benefits, retirement, leave, and well-being programs across the Universities of Wisconsin.

Strategic oversight of the administration of insurance programs, retirement programs, and leave structures for employees across all employment categories.

Lead the strategic oversight of the Universities of Wisconsin's centralized benefits counseling function to ensure exceptional customer service and support.

Evaluate benefits administration processes and service delivery models and identify opportunities to improve efficiency, consistency, and employee experience.

Strategic oversight of the development of resources, communication strategies, and educational programs that help employees understand and maximize the value of available benefits and retirement offerings.

Partner with UW universities to support effective administration and communication of benefits and total rewards programs.

Compensation Strategy, Classification & Workforce Analytics

Lead the development, implementation, administration, and continuous improvement of compensation strategies, policies, and programs across the Universities of Wisconsin.

Oversee the maintenance and administration of compensation structures, salary schedules, title frameworks, and classification systems to support institutional needs and workforce objectives.

Direct compensation studies, market benchmarking initiatives, salary analyses, and labour market assessments to support recruitment, retention, and workforce competitiveness.

Strategic oversight of pay equity reviews and compensation analyses to identify trends, inform decision-making, and support equitable compensation practices.

Partner with UW university leaders and human resources professionals to provide consultation and guidance on compensation, classification, organisational structure, and workforce planning matters.

Oversight of development and maintenance of workforce analytics, dashboards, reports, and metrics that provide meaningful insights for executive leadership and support data-driven decision-making.

Analyse workforce trends related to recruitment, retention, turnover, compensation, and employee demographics and provide strategic recommendations based on findings.

Monitor emerging compensation and workforce trends, best practices, and regulatory developments and recommend appropriate actions.

Leadership & External Relations

Provide leadership, supervision, coaching, and professional development for staff responsible for HR, compensation, analytics, benefits, and retirement administration.

Develops system-wide strategies and policies by engaging system-wide stakeholders, including human resources professionals from across the system.

Serves as the de facto director of human resources at UW System Administration and oversees day-to-day functions of providing human resources service to UWSA.

In collaboration with the Wisconsin Department of Administration, Employee Trust Funds, and other state agencies, provides strategic oversight and guidance for the Universities of Wisconsin on compensation, benefits and workforce-related matters.

Convene and participate in committees, workgroups, and strategic initiatives related to Human Resources, compensation, classification, benefits, retirement, and workforce planning.

Provide strategic oversight and guidance on compensation and benefits matters related to collective bargaining agreements, ensuring compliance with negotiated contract provisions and applicable laws and policies.

Build and maintain strong relationships with university leaders, human resources professionals, governance groups, and external stakeholders.

Ensures compliance with federal and state statutes and UW System policies.

Human Resources

Provides leadership and management in support of the development of strategy and implementation of programming for the talent management and employee relations functions, including talent acquisition, onboarding, talent development, performance management, employee engagement, and compliance.

Design, develop and support organization-wide talent management programs, tactics and strategies that include talent acquisition, onboarding, performance management, talent development, coaching and succession planning.

Department

UW System Human Resources is the strategic partner to the UW System Administration and its 13 universities. We consult, partner and collaborate to provide strategy and leadership support to advance the mission of UW System. To that end, we provide expertise across the employee life cycle, including talent acquisition, employee engagement, learning and development, performance management, compensation and total benefits. These services are designed to foster employee engagement within a respectful environment that promotes healthy and productive employees and inspires excellence.

Compensation

The Deputy, CHRO is a full-time, salaried (exempt), limited appointee position. Well-qualified candidates can expect a starting annual salary within a range of $140,000 - $160,000, commensurate with the candidate’s education, related experience, and qualifications.

Required Qualifications

Bachelor's degree from an accredited institution

Seven + years of broad human resources experience and current knowledge across the functional areas of human resources, including compensation and benefits; three years must have been managing, coaching, training and evaluating direct reports in multiple HR functional areas

Experience leading organizational change initiatives and workforce planning efforts

Preferred Qualifications

Master’s degree from an accredited institution in a related field.

SHRM-CP or SHRM-SCP certification is highly desirable.

Demonstrated comprehensive understanding of both business and academic issues related to human resources.

Experience utilizing Workday or other integrated Human Capital Management (HCM) systems to support strategic workforce planning, talent management, and organizational decision-making.

Knowledge, Skills and Abilities

Advanced computer skills and proficiency in Workday, or other similar system, and Microsoft Office Suite.

Skill in consensus-building, managing change and delivering communication to diverse audiences.

High comfort level with public speaking.

Approachable with superior interpersonal skills and the ability to interact tactfully and professionally with staff and leadership.

Appreciation, commitment and respect for diverse views, perspectives and people; models inclusion and respect.

Knowledge of federal and state laws and regulations related to compensation, benefits, leave administration, and employment practices.

Demonstrated ability to get things done within a team environment.

Work Location

The office is located at 780 Regent Street, Madison, WI. An in-office requirement is expected four days per week and one day may be worked off-site/remote. Telecommuting agreements are subject to change at any time.

Contact Information

Questions may be addressed to Sarah Haen, HR Manager, at sarah.haen@wisconsin.edu.

Accommodation Request

If you need to request an accommodation because of a disability, you can find information about how to make a request by contacting uwshr@wisconsin.edu.

Criminal Background Check and Reference Check Policy

This offer of employment is conditional pending the results of a criminal background check and a reference check process that includes questions regarding employee misconduct, sexual violence, and sexual harassment. If you have prior work history within the past 7 years with the Universities of Wisconsin, your personnel file will also be reviewed for employee misconduct. If the results are unacceptable, the offer will be withdrawn or, if you have started employment, your employment will be terminated.

Employment Authorization

Please note that successful applicants are responsible for ensuring their eligibility to work in the United States (i.e., a citizen or national of the United States, a lawful permanent resident, a foreign national authorized to work in the United States without the need of employer sponsorship) on, before, or after the effective date of appointment.

Confidentiality

The Universities of Wisconsin will not reveal the identities of applicants who request confidentiality in writing, except

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