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Director Learning Development Jobs in Abrams, WI

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 ...

KI

Director - Integrated Sales

Green Bay, WI · On-site

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 ...

TTEC

Quality Analyst

Krakow, WI

... through direct involvement and practical sales execution. This role is focused on enabling ... Collaborate with Learning & Development to refine training programs using real-world quality ...

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Director Learning Development information

See Abrams, WI salary details

$40.7K

$106.4K

$172.3K

How much do director learning development jobs pay per year?

As of May 29, 2026, the average yearly pay for director learning development in Abrams, WI is $106,383.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,700.00 and $124,100.00 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 cities near Abrams, WI are hiring for Director Learning Development jobs? Cities near Abrams, WI with the most Director Learning Development job openings:
Director Learning Development jobs near you
VP Director of Learning and Development

VP Director of Learning and Development

Nicolet National Bank

Green Bay, WI • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 10 days ago

Nicolet National Bank rating

8.4

Company rating: 8.4 out of 10

Based on 11 frontline employees who took The Breakroom Quiz

29th of 141 rated banks

Job description

Are you a visionary L&D leader who's passionate about building high-impact learning cultures? Do you thrive in fast-growing organizations where your ideas shape the future? If so, this is your moment!
Our Green Bay-based, high-performing financial institution is expanding rapidly - and we're looking for a Director of Learning & Development who's ready to elevate our people, reinforce our culture, and drive organizational excellence.
At Nicolet National Bank, our culture is based on the principles of community banking, putting the needs of our customers at the forefront of our decision-making. Our Core Values drive everything we do, and we are committed to serving our customers with excellence. We believe that every job in our organization is critical to our success, and we are dedicated to creating a work environment where our employees feel valued, respected, and supported. With locations in Wisconsin, Michigan, Minnesota, and Florida we are proud to service our local communities and make a positive impact on the lives of our customers. At Nicolet National Bank, we believe that our people are our most valuable asset, and we are committed to investing in their growth and development.
The Director of Learning & Development leads the enterprise learning strategy and oversees the full L&D function. This role is responsible for building organizational capability, strengthening leadership pipelines, ensuring regulatory compliance, and cultivating a culture of continuous learning. The Director provides strategic direction and hands-on leadership to the L&D team, ensuring high performance, operational excellence, and alignment with business priorities. The is a full-time, 100% in-office position, located in Green Bay, WI.
As a Director of Learning & Development, you will:
Strategic Leadership:
  • Lead the enterprise learning strategy to support corporate goals, regulatory expectations, and workforce capability needs.
  • Partner with senior executives to conduct workforce capability planning and identify critical skill gaps.
  • Drive leadership development initiatives, including succession planning and talent pipelines.

Leadership & Management of the L&D Team:
  • Provide strategic leadership to the L&D team, including managers, instructional designers, facilitators, and learning operations staff.
  • Provide operational leadership to direct reports.
  • Set clear goals, performance expectations, and development plans for team members.
  • Build a high-performing, collaborative team culture that emphasizes innovation, accountability, and service excellence.
  • Coach and mentor L&D staff to strengthen capabilities in instructional design, facilitation, consulting, and learning technology.
  • Oversee team capacity planning, workload distribution, and resource allocation to ensure timely delivery of enterprise learning initiatives.
  • Recruit, onboard, and develop L&D talent to support organizational growth and evolving business needs.

Learning Compliance:
  • In coordination with the CRO, oversee all regulatory and compliance training, ensuring adherence to BSA/AML, cybersecurity, consumer protection, and other mandated requirements.
  • Ensure audit readiness and maintain documentation for regulatory examinations.

Program Development & Delivery:
  • Direct the design and deployment of enterprise learning programs, including curriculum architecture for frontline, corporate, and specialized roles.
  • Integrate modern instructional design, digital learning, and blended learning methodologies.

Learning Technology & Operations:
  • Lead the strategy and optimization of the LMS, including vendor management and digital learning tools.
  • Ensure efficient learning operations, including scheduling, reporting, and content lifecycle management.

Measurement & Analytics:
  • Use learning analytics to measure program effectiveness, workforce capability, and ROI.
  • Provide data-driven insights to senior leadership to inform talent and business decisions.

Organizational Influence:
  • Serve as a strategic advisor to Executive Management, CHRO and business line leaders.
  • Support enterprise transformation initiatives, including mergers, through change leadership, communication, and adoption strategies.
  • Promote a culture of continuous learning, innovation, and professional development.

General:
  • Uphold Nicolet's philosophy and policies by maintaining appropriate controls to ensure full compliance with applicable laws and regulations, thereby fulfilling legal responsibilities and enhancing the quality of services provided by Nicolet.
  • Understand and communicate the value of diversity within the workplace and to work successfully with others without regard to age, gender, race, sexual orientation, ethnicity, culture, religion, disability status, socioeconomic status, or other non-job-related classification, including a commitment to Nicolet's policies on equal employment opportunities and non-discrimination with a willingness to pursue efforts of inclusion and respect toward different perspectives.
  • Performs all other duties as assigned.

Supervisory Responsibilities:
  • Directly supervise the L&D team in accordance with Nicolet's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; coaching, mentoring and development planning; rewarding and disciplining employees; addressing complaints and resolving problems.

Qualifications:
  • Bachelor's degree required; Master's degree in HR, Organizational Development, Business, or related field preferred.
  • Professional certifications (e.g., Certified Professional for Learning and Performance, SHRM-SCP, ATD) are a plus.
  • At least 7 years of progressive experience in learning, talent development, or organizational development.
  • Experience leading L&D teams in a regulated financial institution or similarly complex environment strongly preferred.
  • Ability to travel throughout our Bank footprint as needed.
  • Ability to use discretion and independent judgment in carrying out tasks.
  • Positive attitude that will encourage and motivate employees to expand their knowledge and experience.
  • Strong interpersonal, consultative, analytical, and organizational skills.
  • Ability to relate to people at all levels of an organization, and to work cooperatively.
  • Excellent written and verbal communication skills.
  • Excellent presentation skills, both in-person and virtually.
  • Ability to analyze data and exercise good judgment that balances needs of employes with those of Nicolet.
  • Creative thinker with an ability to propose energetic and forward-thinking solutions
  • High ethical standards.
  • Collaborates effectively and provides timely solutions.
  • Proficient knowledge of bank products and banking industry.
  • Proficient in Word, PowerPoint, Excel and other graphic and written formats.

Benefits:
  • Medical, Dental, Vision, & Life Insurance
  • 401(k) with a company match
  • PTO & 11 1/2 Paid Holidays

The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities and skills required for the position.
Equal Opportunity Employer/Veterans/Disabled

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