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Learning Development Trainer Jobs in Chippewa Falls, WI

Ttmtech

Site Training Supervisor

Chippewa Falls, WI

Identify and implement best practices in adult learning and workforce development; evaluate and update training programs regularly to reflect process changes, new equipment, and evolving business ...

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All JobsLearning Development Trainer JobsLearning Development Trainer Jobs in Chippewa Falls, WI

Learning Development Trainer information

See Chippewa Falls, WI salary details

$27.2K

$84.7K

$109.2K

How much do learning development trainer jobs pay per year?

As of Jul 29, 2026, the average yearly pay for learning development trainer in Chippewa Falls, WI is $84,735.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,200.00 and $107,700.00 per year, depending on experience, location, and employer.

What does a Learning Development Trainer do?

A Learning Development Trainer designs, delivers, and evaluates training programs to help employees improve their skills and knowledge. Their role often includes assessing training needs, creating instructional materials, and facilitating workshops or seminars. They work closely with employees and management to ensure that training aligns with organizational goals and leads to professional growth. Learning Development Trainers may also track progress and adapt their methods to meet evolving needs.

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

To thrive as a Learning Development Trainer, you need expertise in instructional design, adult learning principles, and a background in education or training, often supported by a relevant degree or certification. Familiarity with learning management systems (LMS), e-learning authoring tools (like Articulate or Captivate), and virtual training platforms is typically required. Outstanding communication, facilitation, and adaptability are crucial soft skills that help engage diverse learners and adjust to different training environments. These skills and qualities are essential for delivering impactful training programs that drive employee development and organizational growth.

How does a Learning Development Trainer typically collaborate with subject matter experts (SMEs) and other departments to create effective training programs?

A Learning Development Trainer frequently works closely with subject matter experts (SMEs) and various departments to ensure training content is accurate, relevant, and aligned with organizational goals. Collaboration often involves conducting needs assessments, co-developing curriculum, and gathering feedback to refine training materials. Trainers also coordinate with HR, management, and technical teams to schedule sessions and measure training effectiveness. This cross-functional collaboration helps create comprehensive learning experiences that address both employee skill gaps and business objectives.

What is the difference between Learning Development Trainer vs Training Coordinator?

AspectLearning Development TrainerTraining Coordinator
CredentialsTypically requires certifications in training or education, such as CPLP or ATD certificationsOften requires organizational or administrative certifications, like PMP or HR certifications
Work EnvironmentConducts training sessions, workshops, and seminars, often in corporate or educational settingsCoordinates training schedules, manages logistics, and supports training programs
Employer & Industry UsageUsed in corporate, educational, and nonprofit sectors for skill developmentCommon in HR departments, training departments, and large organizations

While both roles focus on employee development, Learning Development Trainers primarily deliver training content and facilitate learning sessions. Training Coordinators handle the logistical and administrative aspects of training programs. Understanding these differences helps organizations assign the right responsibilities and professionals for effective workforce development.

What job categories do people searching Learning Development Trainer jobs in Chippewa Falls, WI look for? The top searched job categories for Learning Development Trainer jobs in Chippewa Falls, WI are:
What cities near Chippewa Falls, WI are hiring for Learning Development Trainer jobs? Cities near Chippewa Falls, WI with the most Learning Development Trainer job openings:
Learning Development Trainer jobs near you
Infographic showing various Learning Development Trainer job openings in Chippewa Falls, WI as of July 2026, with employment types broken down into 1% As Needed, 73% Full Time, 24% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $84,735 per year, or $40.7 per hour.

Human Resources Manager

W S DARLEY & CO

Chippewa Falls, WI • On-site

$100K - $125K/yr

Other

Medical, Dental, Vision, Life, Retirement, PTO

Posted 19 days ago

Job description

Description

Darley is seeking a strategic and hands-on Human Resources Manager to support our Chippewa Falls manufacturing operation. This role serves as a trusted business partner and advisor to leadership in our Pump and Tactical divisions while executing core HR generalist responsibilities with a strong emphasis on union/labor relations, talent acquisition, talent management, learning & development, HR operations, and safety & compliance.


The ideal candidate brings deep HR expertise within a manufacturing and unionized environment, combining operational excellence with the ability to influence leaders, build high-performing teams, and drive organizational effectiveness.

Requirements

Business Partnership

  • Translate business strategy into HR strategy
  • Align local initiatives with corporate HR strategy and key business objectives
  • Build trust and credibility through proactive planning, effective communications, flawless execution, and responsive support

Labor & Employee Relations (Primary Focus)

  • Ensure compliance with applicable employment laws and regulations, staying updated on changes and leading the development of new policies and/or revisions as necessary.
  • Serve as the primary HR lead for union and labor relations, maintaining a constructive partnership with union leadership.
  • Support and participate in collective bargaining negotiations, and ensure compliance with bargaining agreements, contract administration, and interpretation.
  • Lead grievance management, including investigation, documentation, and resolution.
  • Provide coaching and guidance to leaders on employee relations issues, discipline, and performance management.
  • Ensure consistent and fair application of policies, procedures, and labor agreements.

Talent Acquisition

  • Lead full-cycle recruitment efforts for hourly and salaried roles.
  • Partner with hiring managers to define workforce needs and develop proactive staffing strategies.
  • Enhance employer branding and community engagement to attract top manufacturing talent.
  • Implement efficient, data-driven recruiting processes to improve time-to-fill and quality of hire.

Talent Management & Organizational Development

  • Drive performance management processes and foster a high-performance culture.
  • Partner with local leadership to identify and develop succession plans and talent pipelines.
  • Support leadership development initiatives to build management capability.
  • Use workforce analytics to inform decision-making and long-range planning.

Learning & Development

  • Develop and implement training programs aligned with business needs, including: 
    • Leadership development
    • Compliance and safety training
    • Skills development for manufacturing employees
  • Support onboarding and continuous learning initiatives to improve retention and engagement.
  • Promote a culture of growth, accountability, and continuous improvement.

HR Operations

  • Oversee day-to-day HR operations including onboarding, benefits administration, payroll coordination, and HRIS management.
  • Ensure accurate employee records and compliance with company policies and regulatory requirements.
  • Drive process improvements to enhance efficiency and employee experience.
  • Partner with corporate HR to align local practices with enterprise standards.

Safety & Compliance

  • Partner with operations to reinforce a strong safety culture and ensure compliance with OSHA and other regulatory requirements.
  • Support safety programs, training, and incident investigations.
  • Ensure compliance with federal, state, and local employment laws.
  • Conduct audits and implement corrective actions as needed.

Qualifications

Required

  • Bachelor's degree in Human Resources, Business Administration, or related field
  • 10+ years of progressive HR experience, including leadership responsibilities
  • Experience in a manufacturing environment preferred
  • Demonstrated experience supporting: 
    • Union relations
    • Grievance handling
    • Collective bargaining / contract negotiations
  • Strong knowledge of employment law and HR best practices

Preferred

  • MBA or other relevant advanced degree
  • HR certification (e.g., SHRM-CP, SHRM-SCP, SPHR)
  • Experience working in a multi-site or matrix organization

Key Skills & Competencies

  • Strong business acumen and ability to align HR strategies with operational goals
  • Exceptional interpersonal, coaching, and conflict-resolution skills
  • Ability to influence and build trust at all levels of the organization
  • Analytical mindset with experience using HR metrics and data
  • High level of integrity, discretion, and professionalism

Attributes of Successful HR Leaders

Successful HR leaders in this role will demonstrate:

  • Strategic Agility: Ability to balance long-term workforce planning with day-to-day operational needs
  • Credibility & Trust-Building: Acts as a trusted advisor to leaders and employees, especially in a unionized environment
  • Courageous Leadership: Willingness to address difficult issues directly and make principled decisions; successful track      record in conflict management
  • Operational Excellence: Strong execution skills with attention to detail and process discipline
  • Change Leadership: Ability to guide teams through change and foster adaptability
  • Employee Advocacy: Champions a positive, inclusive, and safe workplace culture
  • Continuous Improvement Mindset: Seeks opportunities to enhance processes, engagement, and performance
  • Collaboration: Builds strong partnerships across functions and with union representatives

Reporting Relationship & Scope

  • Reports to: CHRO (dotted line to divisional leadership)
  • Direct Reports: 1 - Operations Assistant; leadership through influence
  • Location: Onsite / office-based in Chippewa Falls, WI (flexible 1 day per week)
  • Travel: Occasional travel to Darley sites, customers, local/community events, leadership meetings

Compensation: 

$100K-$125K Base salary plus bonus eligibility 



Benefits

  • PTO
  • Paid Holidays
  • Tuition Reimbursement
  • Health & Wellness Reimbursement
  • Medical
  • Dental
  • Vision
  • Life & Disability
  • HSA with Darley contribution
  • FSA
  • 401K/Roth with match and profit sharing
  • Darley paid life insurance


AAP/EEO Statement

Darley is an equal opportunity organization. We recruit, employ, train, compensate, and promote without regard to race, religion, color, national origin, age, gender, sexual orientation, gender identity, marital status, disability, protected veteran status, or any other basis protected by applicable federal, state, or local law

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