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Director Leadership Development Jobs in Wisconsin

R&L Spring Company

HR Director

Lake Geneva, WI · On-site

Human Resources Director Full Time, Direct Lake Geneva, WI About R&L Spring Company and Medicoil ... Executive leadership team committed to employee development and succession planning * Collaborative ...

R&L Spring Company

HR Director

Lake Geneva, WI · On-site

Human Resources Director Full Time, Direct Lake Geneva, WI About R&L Spring Company and Medicoil ... Executive leadership team committed to employee development and succession planning * Collaborative ...

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Showing results 21-40

All JobsLeadership Development JobsDirector Leadership Development JobsDirector Leadership Development Jobs in Wisconsin

Director Leadership Development information

See Wisconsin salary details

$16.1K

$96.6K

$179.7K

How much do director leadership development jobs pay per year?

As of Aug 7, 2026, the average yearly pay for director leadership development in Wisconsin is $96,604.00, according to ZipRecruiter salary data. Most workers in this role earn between $74,700.00 and $115,600.00 per year, depending on experience, location, and employer.

How does a director of leadership development typically collaborate with senior executives and department heads?

A Director of Leadership Development works closely with senior executives and department heads to assess organizational needs, identify leadership gaps, and design targeted training programs. This role often involves facilitating workshops, providing strategic guidance on succession planning, and aligning development initiatives with business objectives. Regular meetings and open communication are essential for ensuring that leadership programs support both company goals and individual leader growth. Collaboration also extends to tracking program effectiveness and making data-driven adjustments based on feedback from key stakeholders.

What are the key skills and qualifications needed to thrive as a director of leadership development?

To thrive as a Director of Leadership Development, you need expertise in organizational development, talent management, and adult learning theory, often supported by a relevant master’s degree and experience in HR or leadership roles. Familiarity with learning management systems (LMS), assessment tools, and certifications such as SHRM-SCP or CPLP is highly valuable. Exceptional communication, strategic thinking, and the ability to influence and inspire others are standout soft skills for this position. These skills ensure effective leadership programs that drive organizational growth, foster high-potential talent, and support business objectives.

What is the difference between Director Leadership Development vs Learning and Development Manager?

AspectDirector Leadership DevelopmentLearning and Development Manager
CredentialsTypically requires a bachelor’s or master’s degree in HR, Organizational Development, or related fields; certifications like CPLP or SHRM-SCP are commonSimilar educational background; certifications like CPLP or SHRM-CP are often preferred
Work EnvironmentStrategic leadership role, often overseeing leadership programs across the organizationOperational role, focusing on designing and implementing training programs
Employer & Industry UsageUsed in corporate, nonprofit, and government sectors focusing on leadership growthCommon in corporate settings, especially in HR and training departments

The main difference is that the Director Leadership Development focuses on strategic leadership initiatives and organizational leadership growth, while the Learning and Development Manager handles day-to-day training programs and employee development activities. Both roles require similar credentials but differ in scope and strategic impact.

What does a director of leadership development do?

A Director of Leadership Development is responsible for designing and implementing programs that cultivate leadership skills within an organization. They assess the current and future leadership needs, create training initiatives, and provide coaching to develop high-potential employees. Their role often involves collaborating with senior management to align leadership development with business strategy, measuring the impact of programs, and ensuring a strong succession pipeline. By fostering leadership growth, they help organizations adapt to change and achieve long-term success.
What are the most commonly searched types of Leadership Development jobs in Wisconsin? The most popular types of Leadership Development jobs in Wisconsin are:
What are popular job titles related to Director Leadership Development jobs in Wisconsin? For Director Leadership Development jobs in Wisconsin, the most frequently searched job titles are:
What job categories do people searching Director Leadership Development jobs in Wisconsin look for? The top searched job categories for Director Leadership Development jobs in Wisconsin are:
What cities in Wisconsin are hiring for Director Leadership Development jobs? Cities in Wisconsin with the most Director Leadership Development job openings:
Director Leadership Development jobs near you
Infographic showing various Director Leadership Development job openings in Wisconsin as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $96,604 per year, or $46.4 per hour.

Kohler Leadership Development Program - Commercial (Sales & Marketing)

Kohler Co.

Kohler, WI • On-site

Other

Posted 18 days ago

Job description

Location:Onsite - 4 days, Kohler, WI

Early Talent at Kohler

Kohler'sLeadership Development Programs are designed to accelerate the development offuture leaders through structured, cross-functional rotational experiences thatdrive meaningful business impact. Participants join as full-time associates,gaining broad exposure across the organization while being supported throughintentional development, mentorship, and a strong cohort experience.
Program Overview

The CommercialLeadership Development Program (CLDP) is Kohler's rotational leadership programdesigned to develop the next generation of commercial leaders within theKitchen & Bath Americas business. Through four six-month rotations acrossfunctions such as Sales, Marketing, Category Management, and ProductManagement, participants gain broad business exposure while building a deepunderstanding of how Kohler develops products, serves customers, and drivesgrowth. The program is designed for high-potential early-career talent whodemonstrate strong leadership capability, intellectual curiosity, and anambition to grow into future commercial and business leadership roles.

What You'll Do

  • Complete four six-month rotations across Sales, Marketing, Category Management, and Product Management, gaining diverse commercial business experience.
  • Lead high-impact projects that address real business challenges and deliver measurable value to the organization.
  • Shape business decisions by analyzing consumer insights, market trends, and business performance data.
  • Influence cross-functional teams and stakeholders while driving initiatives that support growth and innovation.
  • Present recommendations and project outcomes to leaders, strengthening executive communication and strategic storytelling skills.
  • Develop leadership capabilities through mentorship, coaching, networking opportunities, and structured learning experiences.
  • Accelerate career growth while building the skills, business acumen, and experiences needed for future commercial leadership roles.

Program Structure & Experiences
Kohler'sLeadership Development Programs are designed as two-year, full-time rotationalexperiences that provide broad exposure to the business while acceleratingleadership readiness. Participants complete 3-4 cross-functional rotations,each lasting 6-8 months, where they contribute to impactful work aligned tobusiness priorities.
Beyondon-the-job experience, participants engage in a structured, enterprise-widedevelopment journey that includes:

  • A week-long immersive onboarding experience with their cross-functional cohort
  • Intentional semi-annual seminars and quarterly learning sessions throughout the program
  • Exposure to senior leaders and key stakeholders across the organization
  • Ongoing mentorship, coaching, and performance feedback
  • Opportunities to build community through a cohort-based experience and networking events

Theprogram culminates in a formal graduation experience, positioning participantsfor strategic placement into full-time roles aligned to their strengths,interests, and business priorities.

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