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Global Learning Development Manager Jobs in Wisconsin

Stella SA

WI · On-site

$110 - $170/hr

Create engaging learning journeys, curricula and development pathways for employees, managers and future leaders. * Ensure learning content remains relevant, modern and aligned with business ...

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Global Learning Development Manager information

What is a global learning development manager?

A Global Learning Development Manager is a professional responsible for designing, implementing, and overseeing training and development programs across multiple countries or regions within an organization. They ensure that employees worldwide have access to effective learning opportunities, align training strategies with business goals, and promote a culture of continuous development. Their role often involves collaborating with international teams, adapting content to various cultures, and measuring the impact of learning initiatives on organizational performance.

What are the key skills and qualifications needed to thrive as a global learning development manager?

To thrive as a Global Learning Development Manager, you need expertise in instructional design, adult learning principles, and often a background in HR or education, usually supported by a bachelor’s or master’s degree. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications such as CPLP or ATD are commonly required. Strong cross-cultural communication, stakeholder management, and leadership abilities set top candidates apart. These skills ensure the effective design and global implementation of learning strategies that drive organizational growth and employee development.

How does a global learning development manager collaborate with international teams to ensure training programs are effective across different regions?

A Global Learning Development Manager works closely with regional HR partners, local managers, and subject matter experts to tailor training programs that address cultural nuances and specific business needs in each region. They often coordinate virtual meetings and workshops across time zones, collect feedback from diverse employees, and ensure that learning materials are accessible and relevant globally. This collaborative approach ensures that training initiatives are both consistent with the company's objectives and adaptable to local contexts, making the role both dynamic and rewarding.

What is the difference between Global Learning Development Manager vs Learning and Development Specialist?

AspectGlobal Learning Development ManagerLearning and Development Specialist
CredentialsTypically requires a bachelor’s or master’s in education, HR, or related field; certifications like CPLP or ATD are commonUsually holds a bachelor’s degree in HR, education, or related area; certifications like CPLP are also valued
Work EnvironmentWorks across multiple regions or globally, coordinating large-scale training programsFocuses on specific departments or local teams within an organization
Employer & Industry UsageCommon in multinational corporations, global organizations, and industries with international presenceFound in various industries, often within HR or training departments of companies of all sizes

The Global Learning Development Manager and Learning and Development Specialist roles share foundational skills in training and development but differ mainly in scope and scale. The manager oversees global or regional initiatives, while the specialist focuses on localized training efforts. Both roles are essential for organizational growth, with the manager requiring broader strategic skills and the specialist emphasizing detailed program execution.

What does a global learning development manager do?

A global learning development manager oversees the design, implementation, and management of training programs across multiple regions to ensure consistent skill development and organizational growth. They analyze learning needs, collaborate with stakeholders, and utilize learning management systems (LMS) to deliver effective training solutions. Strong project management, cultural awareness, and communication skills are essential for success in this role.

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For Global Learning Development Manager jobs in Wisconsin, the most frequently searched job titles are:

What job categories do people searching Global Learning Development Manager jobs in Wisconsin look for?

The top searched job categories for Global Learning Development Manager jobs in Wisconsin are:

What cities in Wisconsin are hiring for Global Learning Development Manager jobs?

Cities in Wisconsin with the most Global Learning Development Manager job openings:

Global Learning Development Manager jobs near you

Talent Development Manager

Milwaukee, WI • Hybrid

Global Power Components
Industrial Machinery Manufacturing • 51 - 200 employees

8.4

Company rating: 8.4 out of 10

Based on 15 frontline employees who took The Breakroom Quiz

98th of 494 rated machine equipment manufacturers

People enjoy working here

Good employer

Respectful managers

Learn more about Global Power Componentsexternal

Full-time

Re-posted 9 days ago

Job description

Title: Talent Development Manager
Company: Global Power Components – www.globalpowercomponents.com
Location: Milwaukee, WI (onsite 5-days/week)
Hire Type: Direct Hire
Position Summary
The Talent Development Manager is responsible for building and leading Global Power Components' talent development strategy, programs, and infrastructure to support the organization's continued growth and workforce expansion. This role will oversee workforce development, leadership development, succession planning, career pathing, onboarding strategy, training effectiveness, and workforce capability initiatives across the organization. The Talent Development Manager will lead the Workforce Academy function and partner closely with HR, Operations, Safety, and executive leadership to develop scalable talent processes that improve retention, workforce readiness, internal development, leadership effectiveness, and organizational capability. This is a highly visible role that will help establish the systems, programs, and processes needed to support GPC's continued growth.
Key Responsibilities
Talent Development Strategy
  • Develop and execute GPC's talent development strategy in alignment with organizational growth objectives
  • Build scalable workforce development programs that support business expansion, workforce readiness, and long-term capability building
  • Establish and maintain a roadmap for learning, development, onboarding, and talent management initiatives
  • Partner with senior leaders to identify workforce capability gaps and organizational development opportunities
Workforce Academy Leadership
  • Provide strategic oversight of the Workforce Academy and related workforce development programs
  • Establish academy goals, performance measures, and success metrics
  • Evaluate program effectiveness, throughput, quality, retention outcomes, and workforce readiness results
  • Support expansion of academy programs as hiring and business needs evolve
Talent Management & Succession Planning
  • Design and implement succession planning processes across the organization
  • Partner with leaders to identify critical roles, successors, and development needs
  • Develop talent review processes and workforce planning tools
  • Establish career pathing and development frameworks for key employee populations
  • Support internal mobility and employee growth initiatives
Leadership Development
  • Design and implement leadership development programs for supervisors, managers, and emerging leaders
  • Create development resources, learning programs, and leadership tools that improve organizational effectiveness
  • Partner with business leaders to strengthen leadership capability and bench strength
  • Support coaching and development initiatives across the organization
Learning & Development
  • Establish enterprise learning strategies and training frameworks
  • Identify learning needs across departments and workforce populations
  • Evaluate and implement development solutions that improve employee and leadership effectiveness
  • Support development of competency models, skills frameworks, and learning pathways
  • Ensure learning initiatives align with operational and strategic priorities
Talent Analytics & Program Effectiveness
  • Develop talent development metrics, dashboards, and reporting
  • Track key indicators including onboarding effectiveness, retention, training completion, workforce readiness, leadership development participation, and succession coverage
  • Evaluate return on investment and effectiveness of development initiatives
  • Provide insights and recommendations to executive leadership regarding talent trends and workforce capability
HR Technology & Process Ownership
  • Serve as the primary business owner for talent development-related functionality within Workday
  • Support implementation and administration of talent, performance, learning, development, and succession planning processes
  • Partner with HRIS and HR leadership to ensure data integrity and reporting effectiveness
  • Leverage technology to improve employee development experiences and organizational insights
Cross-Functional Partnership
  • Partner with HR, Operations, Safety, Quality, and executive leadership to ensure development programs support organizational objectives
  • Collaborate with department leaders to identify workforce needs and development opportunities
  • Support strategic workforce planning initiatives and organizational growth efforts
  • Contribute to broader HR initiatives and organizational effectiveness projects

What We're Looking For
  • 7+ years of progressive experience in talent development, learning and development, workforce development, organizational development, training leadership, manufacturing operations, or a related field
  • Experience building talent development programs and processes from the ground up
  • Experience with succession planning, career pathing, talent management, or leadership development initiatives
  • Strong analytical, reporting, and problem-solving skills
  • Experience creating executive-level presentations, metrics, and recommendations
  • Strong project management and change management capabilities
  • Ability to influence and partner effectively with leaders at all organizational levels
  • Experience in manufacturing, skilled trades, industrial, or high-growth environments preferred
  • Experience with Workday Talent, Learning, Performance, or related HR technology platforms preferred
  • Bilingual Spanish preferred
  • Bachelor's degree in Human Resources, Organizational Development, Business, Education, Industrial Psychology, or a related field preferred; or an equivalent combination of education, training, and experience.

Equal Opportunity Employer/Minorities/Women/Veterans/Disabled
Global Power Components is an Equal Opportunity and Affirmative Action Employer. Global Power Components is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.

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