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Development Supervisor Jobs in Wisconsin (NOW HIRING)

Racine County, WI

Youth Development Worker

Racine, WI · On-site

$29.37 - $41.12/hr

Supervision Received Receives supervision from a Youth Development Supervisor. Qualifications * High school diploma or GED equivalency. * Minimum age of 21. * No convictions of a felony, misdemeanor ...

New

Racine, County of (WI)

Youth Development Worker

Racine, WI · On-site

$29.37 - $41.12/hr

Supervision Received Receives supervision from a Youth Development Supervisor. Qualifications High school diploma or GED equivalency. Minimum age of 21. No convictions of a felony, misdemeanor or ...

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Development Supervisor information

What is a development supervisor?

Development Supervisors are professionals responsible for overseeing and guiding a team engaged in development projects, which may include software development, product development, or organizational growth initiatives. They manage day-to-day activities, ensure that goals and deadlines are met, and facilitate communication between team members and upper management. Additionally, Development Supervisors may be involved in training staff, resolving conflicts, and implementing best practices to improve productivity and quality. Their role is crucial in ensuring that development processes run smoothly and align with organizational objectives.

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

To thrive as a Development Supervisor, you need a solid background in project management, team leadership, and relevant industry experience, often supported by a bachelor’s degree in a related field. Familiarity with project management software (like Asana or Trello), budgeting tools, and possibly certifications such as PMP are valuable. Strong communication, conflict resolution, and motivational skills help you effectively guide teams and manage stakeholder relationships. These skills ensure projects are delivered efficiently, teams remain engaged, and organizational goals are consistently met.

What are some common challenges faced by development supervisors, and how can they be effectively managed?

Development Supervisors often encounter challenges such as balancing multiple projects, managing diverse team dynamics, and ensuring that deadlines and quality standards are consistently met. Effective communication, strong organizational skills, and the ability to delegate tasks appropriately are crucial for overcoming these challenges. Building trust within the team and providing clear guidance helps maintain productivity and morale, while regular check-ins and open feedback channels can address issues before they escalate. Continuous professional development and staying updated on industry best practices also support long-term success in this role.

What is the difference between Development Supervisor vs Development Coordinator?

AspectDevelopment SupervisorDevelopment Coordinator
CredentialsBachelor's degree in related field, experience in development rolesBachelor's degree often required, entry-level to mid-level experience
Work EnvironmentLeads teams, manages projects, oversees development activitiesSupports project execution, coordinates activities, assists in planning
Employer & Industry UsageNonprofits, educational institutions, corporate development teamsNonprofits, community organizations, corporate support teams

The Development Supervisor typically manages development projects and teams, requiring more experience and leadership skills. The Development Coordinator supports these efforts by assisting with planning and coordination. Both roles are essential in the development process but differ mainly in responsibility level and scope.

What cities in Wisconsin are hiring for Development Supervisor jobs?

Cities in Wisconsin with the most Development Supervisor job openings:

Development Supervisor jobs near you
Infographic showing various Development Supervisor job openings in Wisconsin as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 13% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution.

Performance & Talent Development Supervisor

Milwaukee, WI • On-site

Dr. Howard Fuller Collegiate Academy
Elementary and Secondary Schools • 11 - 50 employees
Learn more about Dr. Howard Fuller Collegiate Academyexternal

Full-time

Re-posted 25 days ago

Job description

Description
The Performance & Talent Development Supervisor is a district-level Human Resources leader responsible for designing, implementing, evaluating, and continuously improving comprehensive systems that support employee performance, professional learning, leadership development, talent advancement, and long-term workforce sustainability across Howard Fuller Collegiate Academy.
This position partners closely with Human Resources, school leaders, department leaders, and external organizations to ensure all employees receive meaningful onboarding, professional development, coaching, and growth opportunities while strengthening internal talent pipelines and organizational capacity. The supervisor oversees employee development, performance systems, onboarding, licensure and credentialing compliance, strategic partnerships, and workforce development initiatives that align with HFCA's mission, strategic priorities, and organizational goals.
The Performance & Talent Development Supervisor fosters a culture of continuous improvement, accountability, innovation, and lifelong learning while ensuring employees have the knowledge, skills, and support necessary to be successful in their current roles and prepared for future opportunities within the organization.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Professional Learning & Employee Development
  • Develop and implement a comprehensive professional learning strategy aligned to organizational priorities.
  • Establish annual learning and development goals aligned with HFCA strategic initiatives and KPIs.
  • Coordinate organization-wide professional learning calendars.
  • Design differentiated learning experiences for instructional staff, operations staff, school leaders, and central office employees.
  • Coordinate new employee onboarding and ongoing professional learning experiences.
  • Develop job-aligned learning pathways that strengthen employee effectiveness and support career advancement.
  • Evaluate the effectiveness of professional learning and recommend improvements based on employee feedback and organizational data.
Performance Management & Leadership Development
  • Lead the implementation and continuous improvement of employee performance management systems.
  • Coordinate employee evaluation processes in partnership with organizational leaders.
  • Support managers and supervisors in coaching employees, providing feedback, and developing performance improvement strategies.
  • Partner with leaders to identify professional growth opportunities for employees.
  • Develop leadership development opportunities for aspiring and current managers.
  • Build systems that strengthen employee engagement, retention, and internal mobility.
  • Serve as a member of the Regional Leadership Team.
Talent Pipeline & Partnership Development
  • Build and maintain strategic relationships with colleges, universities, certification providers, workforce development agencies, and professional organizations.
  • Develop and expand workforce pipeline initiatives, including internships, student teaching placements, residency programs, apprenticeships, and alternative certification pathways.
  • Establish and manage partnership agreements (MOUs) that support recruitment, workforce development, and employee advancement.
  • Collaborate with leaders to identify future workforce needs and proactively develop internal and external talent pipelines.
  • Represent HFCA at recruitment events, career fairs, networking opportunities, and partnership meetings.
  • Monitor workforce pipeline data and recommend strategies that strengthen recruitment and long-term staffing sustainability.
Employee Growth & Credential Support
  • Design systems that support employee onboarding, career progression, and long-term retention.
  • Oversee educator licensure, certification, and credential compliance while supporting employees in meeting required milestones.
  • Develop advancement pathways for Educational Assistants, paraprofessionals, operations staff, and other school-based employees interested in transitioning into instructional or leadership positions.
  • Partner with colleges, universities, and certification providers to increase access to degree completion, certification, and credentialing opportunities.
  • Maintain systems that monitor required licenses, certifications, credentials, and compliance requirements across applicable employee groups.
  • Ensure employees receive role-specific training that supports effectiveness, compliance, and professional growth.
  • Strengthen the organization's internal talent pipeline by identifying and developing high-potential employees.
Coaching & Organizational Learning
  • Design and deliver engaging professional learning experiences grounded in adult learning principles and best practices.
  • Facilitate workshops, seminars, webinars, leadership development sessions, and coaching opportunities that build employee knowledge and effectiveness.
  • Develop and manage self-paced, blended, and job-embedded learning opportunities to support continuous professional growth.
  • Partner with managers and school leaders to strengthen coaching practices, build leadership capacity, and develop high-performing teams.
  • Coordinate Employee Learning Cohorts, mentoring, peer learning opportunities, and cross-functional collaboration that promote knowledge sharing, continuous improvement, and organizational effectiveness.
  • Promote evidence-based instructional and operational best practices by supporting the implementation of organizational frameworks, initiatives, and continuous improvement strategies.
  • Collaborate with school and department leaders to support the implementation of instructional, operational, and organizational priorities that improve employee performance and student outcomes.
  • Lead organization-wide improvement initiatives by aligning professional learning, coaching, and employee development with the organization's strategic goals.
  • Foster a culture of feedback, reflection, innovation, and continuous learning that empowers employees to grow professionally, improve performance, and advance within the organization.
Data Analysis & Continuous Improvement
  • Evaluate the effectiveness of employee development initiatives using quantitative and qualitative data.
  • Monitor employee performance, onboarding, retention, promotion, and development metrics.
  • Develop reports measuring organizational learning outcomes and return on investment.
  • Recommend improvements to organizational systems based on performance trends and workforce data.
  • Support strategic workforce planning through data-informed decision making.
Budget & Resource Management
  • Develop and manage annual professional learning and employee development budgets.
  • Monitor expenditures and ensure responsible stewardship of organizational resources.
  • Manage grant-funded professional learning initiatives.
  • Coordinate contracts with consultants, higher education partners, and external training providers.

Requirements
QUALIFICATIONS & REQUIREMENTS
Required Qualifications
  • Master's degree in Human Resources, Education, Organizational Leadership, or a related field (or an equivalent combination of education and relevant experience).
  • Demonstrated experience leading employee performance management, professional learning, talent development, workforce planning, or organizational development initiatives.
  • Strong knowledge of adult learning principles, leadership development, change management, and continuous improvement practices.
  • Working knowledge of employee performance management systems, talent development strategies, and workforce planning methodologies.
  • Knowledge of educator licensure and certification requirements, employee credential tracking, and regulatory compliance preferred.
  • Proven ability to build and sustain collaborative relationships with school leaders, higher education institutions, certification providers, community partners, and other key stakeholders.
  • Excellent project management and organizational skills with the ability to manage multiple priorities, meet deadlines, and execute complex initiatives simultaneously.
  • Exceptional written, verbal, facilitation, and presentation skills with the ability to communicate effectively across all levels of the organization.
  • Strong analytical and data-driven decision-making skills with experience interpreting workforce, performance, and professional learning data to drive continuous improvement.
  • Proficiency in Human Resource Information Systems (HRIS), Applicant Tracking Systems (ATS), Learning Management Systems (LMS), and other workforce management technologies.
  • Advanced proficiency in Google Workspace (Docs, Sheets, Slides, Drive) and Microsoft Office applications.
  • Demonstrated ability to think strategically while executing operational priorities in a fast-paced, evolving environment.
  • High level of professionalism, integrity, sound judgment, and discretion when handling confidential information.
  • Commitment to equity, employee development, and fostering a culture of continuous learning and organizational excellence.
  • Reliable attendance, punctuality, and the flexibility to support occasional evening or weekend organizational events.
Physical Requirements
  • Ability to sit and work at a computer for extended periods of time
  • Ability to move between campuses and attend in-person meetings or events as needed
  • Ability to facilitate presentations and participate in recruiting events (career fairs, onboarding sessions, etc.)
  • Occasional lifting of materials up to 15-20 pounds (e.g., event supplies, recruitment materials)
  • Ability to work occasional evenings or weekends for recruiting events or organizational needs

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