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Director Learning Development Jobs in Wisconsin (NOW HIRING)

Trova

Director of Business Development

Holmen, WI · On-site

Director of Business Development (Cheese/Food/CPG) Employment Type: Direct Hire Location: Holmen ... Ability to spend initial onboarding months (3-6 months) immersed in learning products, team, and ...

kiinc

Director - Integrated Sales

Green Bay, WI

KI is seeking a Director of Integrated Sales to transform Inside Sales into a strategic growth ... Ongoing support for continuous learning, development, and professional growth. This is a rare ...

The Learning Experience

Preschool Director

Sun Prairie, WI · On-site

$57K - $62.50K/yr

Benefit from ongoing training and professional development, tuition reimbursement, and leadership pathways that support your goals as an educator. As a Preschool Assistant Director at The Learning ...

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Director Learning Development information

See Wisconsin salary details

$43.9K

$114.7K

$185.7K

How much do director learning development jobs pay per year?

As of May 30, 2026, the average yearly pay for director learning development in Wisconsin is $114,685.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,300.00 and $133,700.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Director of Learning and Development, and why are they important?

To thrive as a Director of Learning and Development, you need expertise in instructional design, organizational development, and adult learning theory, often supported by a degree in education, HR, or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications like CPLP or SHRM-CP is typically required. Strategic thinking, leadership, and strong communication skills help you drive change and foster a culture of continuous learning. These skills and qualities are crucial for aligning learning initiatives with business goals and ensuring workforce development.

What are the most common challenges faced by a Director of Learning and Development when implementing new training programs across an organization?

One of the main challenges for Directors of Learning and Development is gaining buy-in from both leadership and employees for new training initiatives. Balancing diverse learning needs across different departments while ensuring consistency in delivery can also be complex. Additionally, measuring the effectiveness of programs and demonstrating their impact on business outcomes often requires careful planning and ongoing evaluation. Successful Directors typically overcome these challenges through strong communication, collaboration with stakeholders, and leveraging data-driven approaches to tailor and refine development strategies.

What does a Director of Learning and Development do?

A Director of Learning and Development is responsible for overseeing the strategy, design, and implementation of employee training and professional development programs within an organization. Their role involves assessing skill gaps, developing training initiatives, managing budgets, and ensuring that learning programs align with business goals. They work closely with leadership and HR teams to foster a culture of continuous learning, enhance employee performance, and support organizational growth.

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

AspectDirector Learning DevelopmentLearning and Development Manager
CredentialsTypically requires a bachelor’s degree in education, HR, or related field; often prefers advanced certifications like CPLP or ATD certificationsSimilar educational background; certifications like CPLP or ATD are common but less frequently required
Work EnvironmentStrategic leadership role overseeing multiple teams or departments, involved in high-level planningOperational role focused on implementing training programs and managing teams
Employer & Industry UsageUsed in large organizations across various industries, especially where training is a strategic priorityCommon in organizations of all sizes, often as a mid-level position within HR or Learning departments

The main difference between a Director Learning Development and a Learning and Development Manager lies in scope and seniority. The Director typically leads strategic initiatives and manages multiple teams, while the Manager focuses on executing training programs and day-to-day operations. Both roles require similar credentials but differ in responsibilities and organizational level.

What are the most commonly searched types of Learning Development jobs in Wisconsin? The most popular types of Learning Development jobs in Wisconsin are:
What are popular job titles related to Director Learning Development jobs in Wisconsin? For Director Learning Development jobs in Wisconsin, the most frequently searched job titles are:
What job categories do people searching Director Learning Development jobs in Wisconsin look for? The top searched job categories for Director Learning Development jobs in Wisconsin are:
What cities in Wisconsin are hiring for Director Learning Development jobs? Cities in Wisconsin with the most Director Learning Development job openings:
Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Wisconsin as of May 2026, with employment types broken down into 75% Full Time, 23% Part Time, 1% Temporary, and 1% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $114,685 per year, or $55.1 per hour.
Development Associate

Development Associate

Continental Properties Company, Inc.

Menomonee Falls, WI • Hybrid

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 15 days ago

Job description

Continental Properties is looking for a Development Associate to join our Development team at our home office in Menomonee Falls, WI.
You will work with members of a cross-functional project team to facilitate several activities associated with the entitlements, permitting, and risk analysis of new multifamily development projects with an estimated cost of approximately $70 million. You will have the opportunity to obtain/review due diligence materials, prepare participate in negotiations directly with municipalities for required approvals, and work with several external partners such as land use attorneys, civil engineers, and architects as you work through multiple developments in different stages of the project lifecycle. As a Development Associate you will report to the Senior Development Director.

We are embracing a hybrid working environment and you can work a combination of in the office and remote. #LI-Hybrid

Essential Responsibilities:

  • Complete all due diligence required to move a project from development into construction 
  • Prepare and manage project budgets and schedules, work within the project proforma 
  • Lead entitlement and permitting activities for new multi-family developments 
  • Work directly with local officials, community partners, landowners, and legal representatives to coordinate all issues and bring projects to a successful completion 
  • Work as an important member of an internal development team that includes staff from several other disciplines – legal, accounting, finance, construction, and property management, among others 

    Skills for Success:

    • Bachelor's Degree in Architecture, Planning, Civil Engineering, Business or related field required 
    • Two plus years of related experience and an understanding of entitlement and due diligence process required 
    • Knowledge of zoning codes, municipal processes and real estate terminology necessary 
    • Understanding of environmental issues including wetlands and floodplains others 

    Why You'll Love Life at Continental:

    Our award-winning culture fosters innovation and empowers our team members to lead. Here are some of the reasons that our team members continue to vote for us as a Top Workplace:

    • Career Growth: You'll have the tools, training, and opportunities for a meaningful career with long-term growth potential. We invest in your learning & development with paid professional memberships, certifications, and tuition reimbursement.
    • Mental Health & Wellness: Your well-being matters. We provide comprehensive mental health support including but not limited to 8-free counseling sessions per year and access to additional wellness resources.
    • Balance: We recognize that balance varies for everyone, and we support our team members with that in mind. Recharge with generous vacation time, 9-paid holidays, and half-days on Fridays during designated months.
    • Community & Connection: Build relationships through informal gatherings, lunches, community and company events, volunteer opportunities, and a vibrant social culture. Learn more about recent Continental events here!
    • Culture of Belonging: The Continental IDEA (Inclusion, Diversity, Equity, & Allies) is our commitment to evolving our culture where team members feel a sense of belongingness each day. Our You Belong Here Initiative and Business Resource Groups focus on fostering an inclusive and equitable work environment for all.
    • Performance Incentives: Participate in our Building Above and Beyond (BAAB) incentive program that rewards team members annually based on company goals and achievements.
    • Industry-Leading Benefits: Enjoy a comprehensive benefits package, including Medical, Dental, and Vision Plans, flexible spending accounts, 401(k) with company match, and company-paid life and disability insurance.
    • Family Support: Support your growing family with 6-weeks paid parental leave and with family-forming & fertility resources (up to 12-weeks leave for birth mothers).

    We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace.

    We comply with the Americans with Disabilities Act (ADA), and all applicable state and local fair employment practices laws, and are committed to providing equal employment opportunities to qualified individuals with disabilities.

    For the benefit of our residents, the communities we serve, and our co-workers, all applicants are required to pass a post-offer criminal background check prior to joining the Continental team.

    We are committed to fair and equitable compensation practices. The posted salary range represents our good faith estimate of the base salary for this role at the time of posting. Final compensation is based on a variety of factors, including a candidate’s experience, skills, qualifications, and internal equity. This range does not include bonus potential or other forms of compensation and benefits.

    Pay Range: $90,000-$120,000

    Apply