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Learning And Development Manager Jobs in Wisconsin

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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Learning And Development Manager information

See Wisconsin salary details

$51.5K

$100.6K

$135.8K

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

As of Aug 18, 2026, the average yearly pay for learning and development manager in Wisconsin is $100,631.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,300.00 and $116,600.00 per year, depending on experience, location, and employer.

What is a learning and development manager?

A learning and development manager builds training programs for employees within a business or organization. This training focuses on helping employees understand and work towards the organization’s goals. A learning and development manager may also work with the training and development staff to create instructional videos, schedule and develop in-class lectures, and create online learning environments.

What does a learning and development manager do?

A Learning and Development Manager is responsible for designing, implementing, and overseeing training programs within an organization. They assess training needs, develop educational materials, and coordinate workshops or courses to support employee growth and organizational goals. Their role often involves collaborating with department heads, evaluating the effectiveness of training initiatives, and ensuring that employees have the skills and knowledge needed to excel in their roles.

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

To thrive as a Learning and Development Manager, you need expertise in instructional design, adult learning theory, and organizational development, usually backed by a relevant degree or HR certification. Familiarity with learning management systems (LMS), e-learning authoring tools, and assessment platforms is typically required. Exceptional communication, leadership, and analytical skills help you engage stakeholders and tailor programs to organizational needs. These capabilities ensure effective talent development, improved employee performance, and support for overall business goals.

How does a learning and development manager typically collaborate with other departments to assess and address training needs?

Learning and Development Managers work closely with department heads and team leaders to identify skill gaps and align training programs with business goals. They often conduct needs assessments through surveys, interviews, and performance data analysis, then design tailored learning interventions. Regular collaboration ensures training initiatives remain relevant and have measurable impact, and managers may also coordinate with HR to track progress and gather feedback for continuous improvement.

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

AspectLearning And Development ManagerTraining Coordinator
CredentialsBachelor's degree, often certifications in L&D or HRHigh school diploma or equivalent, some roles prefer certifications
Work EnvironmentStrategic planning, overseeing programs, managementOrganizing and delivering training sessions, administrative tasks
Employer & Industry UsageCorporate, educational, nonprofit sectorsCorporate, healthcare, retail sectors

The Learning And Development Manager focuses on designing, implementing, and overseeing training strategies at a strategic level, while the Training Coordinator handles the logistics and delivery of training sessions. Both roles require strong communication skills, but the manager's role is more strategic and managerial, whereas the coordinator's role is more operational and execution-focused.

What are the most commonly searched types of Learning And Development jobs in Wisconsin?

The most popular types of Learning And Development jobs in Wisconsin are:

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

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

Infographic showing various Learning And Development Manager job openings in Wisconsin as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 13% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $100,631 per year, or $48.4 per hour.

Learning & Development Lead

Stella SA

WI • On-site

$110 - $170/hr

Other

Posted 13 days ago


Job description

Your purpose at Stanley/Stella

As Learning & Development Lead, your mission is to shape and drive Stanley/Stella's learning and development strategy, ensuring our people, leaders and future talents have the capabilities needed to support our growth ambitions and transformation journey.

You will design and implement a modern and impactful learning ecosystem that combines leadership development, career growth, capability building and knowledge sharing across the organisation.

A key part of the role is the development of the Stanley/Stella Academy, creating scalable learning experiences that support employee development, leadership effectiveness, business performance and long‑term succession readiness.

Working closely with business leaders and HR stakeholders, you will ensure learning remains a strategic lever to support organisational transformation, strengthen our culture and prepare Stanley/Stella for the future.

Your role and impact

Learning Strategy & Capability Development

  • Define and implement Stanley/Stella's learning and development strategy, aligned with business priorities and future capability needs.
  • Ensure learning initiatives support major business transformations, organisational changes and the adoption of new processes, systems and ways of working.
  • Promote a blended learning approach combining experiential learning, peer learning, coaching, digital learning and classroom training, in line with the 70/20/10 learning philosophy.
  • Build a comprehensive learning framework covering the entire employee lifecycle, from onboarding to leadership development, career growth, talent acceleration and succession readiness.
  • Establish learning governance, methodologies and processes that ensure consistency, scalability and business impact.

Stanley/Stella Academy

  • Lead the design, deployment and continuous evolution of the Stanley/Stella Academy.
  • Create engaging learning journeys, curricula and development pathways for employees, managers and future leaders.
  • Ensure learning content remains relevant, modern and aligned with business priorities.
  • Develop scalable programmes that strengthen organisational capabilities and support long-term growth.

Learning Experience & Digital Learning

  • Lead the continuous development and optimisation of the Learning Management System (LMS).
  • Ensure a seamless, engaging and user-friendly learning experience that drives adoption and knowledge retention.
  • Explore innovative learning technologies, tools and best practices to continuously enhance learning effectiveness.
  • Monitor learning participation, engagement and effectiveness through meaningful KPIs and reporting.

Commercial & Dealer Capability Development

  • Partner with Business Unit leaders to design learning solutions that support commercial performance and business growth.
  • Develop content and programmes that strengthen sales capabilities and customer engagement.
  • In a second phase, design and implement dedicated learning journeys for Stanley/Stella Official Dealers, reinforcing product knowledge, commercial expertise and alignment with the Stanley/Stella brand experience.
  • Ensure dealers become strong ambassadors of the brand and its values.

Facilitation & Knowledge Sharing

  • Deliver selected learning initiatives directly as trainer or facilitator.
  • Develop a network of internal facilitators and subject‑matter experts capable of deploying learning programmes across functions, countries and languages.
  • Promote a culture of continuous learning, feedback and knowledge sharing throughout the organisation.
  • Support leaders in developing coaching and people development capabilities.

Partnerships, Budget & Performance Management

  • Build and maintain strong relationships with external learning partners, content providers and digital learning platforms.
  • Evaluate and select learning solutions, methodologies and tools that support business needs.
  • Define and manage the learning and development budget.
  • Establish KPIs, dashboards and success measures to demonstrate learning impact and return on investment.
  • Continuously assess and improve programme effectiveness through data, feedback and business outcomes.
About you
  • University degree in Human Resources, Learning & Development, Psychology, Education, Business or a related field.
  • Minimum 7 years of experience in Learning & Development, Talent Development or a related field.
  • Proven experience designing and implementing learning strategies and development programmes in a dynamic and evolving environment.
  • Experience building learning academies, frameworks or capability development programmes is a strong asset.
  • Strong understanding of adult learning principles, blended learning methodologies and leadership development.
  • Experience working with Learning Management Systems and digital learning solutions.
  • Ability to translate business priorities into impactful learning initiatives.
  • Strong project management and stakeholder management capabilities.
  • Experience working in an international and multicultural environment is a plus.
  • Fluent in English, with a strong command of French. Additional languages are considered an asset.

Leadership & Personal Skills

  • Strong communication, presentation and facilitation skills.
  • Business-oriented mindset with the ability to connect learning to performance and organisational objectives.
  • Highly collaborative and able to influence stakeholders at all levels.
  • Creative and innovative in designing engaging learning experiences.
  • Structured and process-oriented, while maintaining a pragmatic approach.
  • Strong listening skills and genuine curiosity.
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