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Learning And Development Director Jobs in Wisconsin

Continental

Development Manager

Menomonee Falls, WI · On-site

$90K - $120K/yr

As a Development Manager you will report to the Senior Development Director. We embrace a hybrid ... We invest in your learning & development with paid professional memberships, certifications, and ...

CPM, Inc

Development Associate

Menomonee Falls, WI · On-site

$66 - $82/hr

... Director. Why You'll Love Life at Continental: Our award-winning culture fosters innovation and ... We invest in your learning & development with paid professional memberships, certifications, and ...

Continental

Development Associate

Menomonee Falls, WI · On-site

$66K - $82K/yr

... Director. Why You'll Love Life at Continental: Our award-winning culture fosters innovation and ... We invest in your learning & development with paid professional memberships, certifications, and ...

101 Rogers Memorial Hospital, Inc.

WI · On-site

$90 - $140/hr

... future direct care professionals, clinicians, and leaders across the organization. Working collaboratively with Talent Acquisition, Learning & Development, operational leadership, and academic ...

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All JobsLearning And Development JobsLearning And Development Director JobsLearning And Development Director Jobs in Wisconsin

Learning And Development Director information

See Wisconsin salary details

$43.9K

$114.7K

$185.7K

How much do learning and development director jobs pay per year?

As of Sep 5, 2026, the average yearly pay for learning and development director 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 does a learning and development director do?

As a learning and development director, your responsibilities are to analyze existing training programs to determine whether they provide employees with the skills needed to perform their jobs. Your duties include evaluating instructor performance, determining whether the company should add new training programs, and helping prepare a training budget for a department or organization. You must often communicate with vendors and customers to understand their needs, discuss issues with management, conduct surveys within the company, and determine which types of training are most suitable for the company and the way its employees tend to learn. In large organizations, learning and development directors frequently travel to visit other offices.

What does a learning and development director do?

A Learning and Development Director oversees the creation, implementation, and management of training programs within an organization. They work to identify skill gaps, develop strategies for employee growth, and ensure that training initiatives align with business goals. Their role often involves collaborating with department heads, managing budgets, and assessing the effectiveness of learning programs to drive organizational success.

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

To thrive as a Learning and Development Director, you need expertise in instructional design, adult learning principles, and organizational development, usually supported by a relevant degree and substantial experience in training or HR. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications like CPLP or SHRM are commonly required. Strong leadership, strategic thinking, and excellent communication skills are vital soft skills that help drive learning initiatives and engage stakeholders. These skills are crucial for designing effective development programs that align with organizational goals and foster employee growth.

What are some typical challenges a learning and development director faces when implementing new training programs across multiple departments?

A Learning and Development Director often encounters challenges such as varying departmental priorities, differing skill levels among employees, and resistance to change. Coordinating schedules and ensuring consistent communication across teams can be complex, especially in larger organizations. Success in this role relies on strong stakeholder engagement, adaptability, and the ability to tailor learning initiatives to meet diverse needs while aligning with overall business goals.

What is the difference between Learning And Development Director vs Training Manager?

AspectLearning And Development DirectorTraining Manager
ResponsibilitiesOversees organizational learning strategies, develops leadership programs, aligns L&D with business goalsManages training programs, coordinates workshops, ensures employee skill development
Required CredentialsBachelor’s or Master’s in HR, Education, or related field; certifications like CPLP or SHRM-SCPBachelor’s in HR, Education, or related; certifications like CPT or ATD certifications
Work EnvironmentStrategic, leadership-focused, often in corporate officesOperational, training delivery-focused, often in training centers or corporate settings

The Learning And Development Director focuses on strategic organizational learning initiatives and leadership development, while the Training Manager handles day-to-day training programs and employee skill enhancement. Both roles require similar credentials and work in corporate environments, but differ in scope and strategic impact.

More about Learning And Development Director jobs

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Learning And Development Director jobs near you
Infographic showing various Learning And Development Director job openings in Wisconsin as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 86% Physical, 2% Hybrid, and 12% Remote job distribution, with an average salary of $114,685 per year, or $55.1 per hour.

Director Organizational Development

Stoughton Trailers

Stoughton, WI • On-site

Full-time

Re-posted 6 days ago

Stoughton Trailers rating

5.3

Company rating: 5.3 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

481st of 499 rated machine equipment manufacturers

Job description

The Director of Organizational Development is responsible for leading the enterprise talent and development strategy to strengthen organizational capability, leadership effectiveness, and employee performance. This role designs and executes scalable organizational development, leadership, and training initiatives that align with business strategy and drive measurable outcomes in engagement, retention, and productivity.

As a strategic partner to senior leadership, this role provides expertise in talent planning, leadership development, organizational effectiveness, and change management. The Director integrates development programs, communication strategies, and HR technology to build a high-performing, growth-oriented organization.

Key Responsibilities

Talent Strategy & Organizational Development

  • Own and lead the enterprise talent and organizational development strategy, including philosophy, multi-year roadmap, and supporting initiatives aligned to business goals
  • Partner with senior leaders to identify organizational capability gaps and design targeted solutions to enhance leadership effectiveness and workforce performance
  • Lead succession planning and talent review processes; build leadership pipelines and accelerate development of high-potential talent
  • Design and implement leadership development programs, including coaching, assessments, and structured learning experiences
  • Integrate behavioral competencies across the employee lifecycle, including hiring, onboarding, performance management, development, and retention
  • Develop and manage career development frameworks that support internal mobility and long-term talent growth

Training & Leadership Development

  • Lead the training and organizational development function; establish strategy and deliver programs that enable employees to perform at a high level
  • Conduct enterprise training and development needs assessments; design solutions that enhance employee performance and organizational effectiveness
  • Design, implement, and evaluate training programs across all levels of the organization, including leadership, frontline, and technical capabilities
  • Administer leadership assessments and design programs that reinforce continuous learning and development
  • Facilitate tailored development programs to address specific team, leadership, or organizational needs
  • Drive ongoing improvement of training methods, leveraging multimedia platforms and innovative learning approaches

Organizational Effectiveness & Change Management

  • Serve as a strategic advisor to leadership on organizational design, workforce planning, and change management initiatives
  • Lead and support enterprise change initiatives, including communication strategies, coaching, and adoption plans
  • Apply organizational assessment methodologies to diagnose issues and design targeted interventions to improve performance
  • Identify organizational risks (e.g., culture, morale, retention, productivity) and develop mitigation strategies
  • Lead or support cross-functional initiatives aimed at improving workforce performance and customer outcomes

Employee Experience & Communications

  • Develop and execute communication strategies that support talent initiatives and reinforce culture and engagement
  • Ensure consistent, high-impact messaging across the employee lifecycle using a broad mix of channels (digital, in-person, video, etc.)
  • Partner across HR and the business to drive awareness, understanding, and adoption of talent programs and expectations
  • Support onboarding and preboarding strategies to create consistent and engaging employee experience

Leadership Partnership & Advisory

  • Serve as a trusted advisor to senior leadership on performance, organizational, and leadership matters
  • Provide coaching and guidance on leading change, building high-performing teams, and improving organizational outcomes
  • Facilitate talent discussions, leadership alignment sessions, and cross-functional collaboration

Experience & Qualifications

  • Bachelor’s degree required; advanced degree preferred (Organizational Development, Human Resources, Business, Psychology, or related field)
  • 10+ years of progressive experience in organizational development, talent management, training, leadership development, and/or HR strategy
  • Demonstrated success designing and executing enterprise-wide development strategies and programs
  • Strong expertise in leadership development, change management, organizational design, and performance improvement
  • Proven ability to influence and partner with senior leaders on strategic initiatives
  • Experience conducting organizational assessments and translating insights into actionable solutions
  • Exceptional communication and presentation skills with the ability to engage diverse audiences
  • Strong project management capabilities with ability to lead complex, cross-functional initiatives
  • Experience with learning platforms, HR systems, and multimedia training tools

Core Competencies

  • Strategic thinking and business acumen
  • Change management and organizational effectiveness
  • Leadership development and coaching
  • Data-driven decision making
  • Collaboration and influence
  • Continuous improvement mindset

Success Profile

  • Builds scalable leadership and development programs that strengthen organizational capability
  • Improves leadership effectiveness, employee performance, and succession readiness
  • Drives adoption of change initiatives with measurable business impact
  • Enhances employee experience through intentional development and communication strategies
  • Aligns talent development strategy directly to business growth and operational priorities

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