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Learning Manager Jobs in Racine, WI (NOW HIRING)

CLA (CliftonLarsonAllen)

Architecture Manager

Milwaukee, WI · On-site

$112K - $114K/yr

They are seeking an experienced Architecture Manager to oversee the strategy, development, implementation, and management of Development Governance and Product Initiatives, ensuring high-quality ...

Shine Early Learning

Early Learning Leader

Milwaukee, WI · On-site

$75K/yr

Meet with team members regularly to identify and resolve problems, manage projects, track goals ... Learning Leader. Together, we'll help every child reach their fullest potential! We are an equal ...

Cliftonlarsonallen

Architecture Manager

Milwaukee, WI · On-site

$112K - $114K/yr

CLA is growing and seeking to hire an experienced Architecture Manager to join our talented Information Technology team. The position offers growth, flexibility and a collaborative work environment.

Molson Coors

Learning Coordinator

Milwaukee, WI · On-site

Manage the First Choice Learning training facility, ensuring that training rooms, technology, and supplies are fit to support development program needs. * Partner closely with the People Development ...

Leinenkugel's

Learning Coordinator

Milwaukee, WI · Hybrid

Manage the First Choice Learning training facility, ensuring that training rooms, technology, and supplies are fit to support development program needs. * Partner closely with the People Development ...

Molson Coors

Learning Coordinator

Milwaukee, WI · Hybrid

Manage the First Choice Learning training facility, ensuring that training rooms, technology, and supplies are fit to support development program needs. * Partner closely with the People Development ...

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Learning Manager information

See Racine, WI salary details

$29.1K

$72.6K

$121.9K

How much do learning manager jobs pay per year?

As of Jun 19, 2026, the average yearly pay for learning manager in Racine, WI is $72,557.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,300.00 and $82,000.00 per year, depending on experience, location, and employer.

What Is a Learning Manager?

A learning manager creates training opportunities for employees who want to focus on skills development and job advancement. As a learning manager, your duties include assessing the needs of a company or organization, planning training programs, and working with third-party educators to meet the company’s needs. You may also assist employees seeking to change their career path. Qualifications for the job vary depending on employer needs, but you typically need a bachelor’s degree in human resources, business management, or a similar field and relevant work experience.

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

To thrive as a Learning Manager, you need expertise in instructional design, curriculum development, and adult learning principles, often supported by a degree in education, HR, or related fields. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and assessment platforms is typically required. Strong leadership, communication, and project management skills help Learning Managers effectively lead teams and engage stakeholders. These skills ensure the design and delivery of impactful learning programs that drive organizational growth and employee development.

What is the difference between Learning Manager vs Training Coordinator?

AspectLearning ManagerTraining Coordinator
CredentialsBachelor’s degree in Education, HR, or related field; often requires experience in learning and developmentBachelor’s degree in Business, Education, or related field; certifications like ATD or CPTD are common
Work EnvironmentOversees learning programs across departments, strategic planning, manages teamsCoordinates training sessions, schedules, and logistics, often works directly with trainers and employees
Employer & Industry UsageUsed in corporate, educational, and nonprofit sectors for strategic learning initiativesCommon in corporate settings for organizing and implementing training activities

The Learning Manager focuses on developing and overseeing comprehensive learning strategies, while the Training Coordinator handles the logistics and execution of training sessions. Both roles are essential in employee development but differ in scope and responsibilities.

What are the main challenges Learning Managers face when implementing new training programs across multiple departments?

Learning Managers often encounter challenges such as aligning training content with diverse departmental needs, ensuring consistent participation, and measuring the effectiveness of programs across various teams. Coordinating with department heads to customize learning solutions, managing scheduling conflicts, and integrating feedback for continuous improvement are common aspects of the role. Success in this area requires strong communication, project management skills, and the ability to adapt training strategies to different learning styles and business objectives.

What is a Learning Manager?

A Learning Manager is a professional responsible for designing, implementing, and overseeing training and development programs within an organization. They assess learning needs, create educational materials, and ensure that employees have access to the resources required for professional growth. Learning Managers often collaborate with subject matter experts and use various technologies to deliver effective training. Their goal is to enhance workforce skills, improve performance, and support organizational objectives.
More about Learning Manager jobs
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What cities near Racine, WI are hiring for Learning Manager jobs? Cities near Racine, WI with the most Learning Manager job openings:
Learning Manager jobs near you
Infographic showing various Learning Manager job openings in Racine, WI as of June 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $72,557 per year, or $34.9 per hour.

Employee Learning Leader

Wellpoint Care Network

Milwaukee, WI • On-site

Full-time

Posted 17 days ago

Job description

At Wellpoint Care Network, our mission is to facilitate equity, learning, healing, and wellness by restoring the connections that help children and families thrive.

Every person deserves the opportunity to reach their fullest potential. It’s part of human nature, and the promise of our country, that everyone be given a fair chance to be and do their best. Yet, many in our community live with unresolved childhood and generational trauma.

That’s where we come in. We believe we can create a world where children and families have a clearer path to their fullest potential. Wellpoint Care Network has championed the restoration of families for nearly 175 years.

Job Purpose:

The Employee Learning Leader is responsible for designing, implementing, and managing enterprise-wide learning and development initiatives that build employee capability, enhance performance, and support career growth. This role analyzes workforce readiness from a skills perspective and assesses learning needs to ensure educational activities align with organizational goals and business strategy. Serving as a business partner to internal teams, the Employee Learning Leader contributes to a culture of continuous learning by delivering practical, engaging, and measurable development initiatives. This role evaluates the effectiveness of enterprise-wide learning activities through data and insights, including skill growth, retention, and productivity—to ensure meaningful organizational impact.

QUALIFICATIONS:

  • Bachelor’s degree required; field of study in Business, Human Resources, Social Work, or Education preferred; Master’s degree in Organizational Development or Adult Education a plus.
  • Professional certifications in learning and development or human resources (ATD, CIPD, PHR and/or SHRM-CP or higher) preferred.
  • Minimum of three (3) years of experience working in a learning and development, instructional design, corporate training, or a related HR function; supervisory experience a plus.
  • Minimum of three (3) years of experience developing and delivering learning solutions across multiple formats, including e-learning, classroom, and blended learning environments.
  • Experience working with learning management systems (LMS), like Relias or Cornerstone, and e-learning authoring tools like Articulate or Canva.
  • Experience applying adult learning principles resulting in engaging learning activities for participants in a workplace setting.
  • Knowledge of instructional design methodologies such as ADDIE, SAM, or Kirkpatrick’s evaluation framework.
  • Ability to adjust to new technologies, changing workforce expectations, and shifting organizational priorities.
  • Knowledge of Trauma Informed Care, MANDT and general human services-related learning requirements.
  • Excellent leadership, team building, and management skills
  • Ability to lead and supervise multiple projects.
  • Ability to build and maintain positive relationships with co-workers, community partners, and vendors.
  • Ability to communicate effectively, verbally and in writing.
  • Proficient in the usage of computer software; demonstrate an understanding of computer file systems and computer software packages, e.g., Microsoft Office, Excel, Outlook, Teams, ADP, etc.
  • Must be honest, dependable and able to meet deadlines; Self-motivated and able to work independently.
  • Physical exam, drug screen, motor vehicle report, and background checks are required for this position.
  • A valid Wisconsin Driver’s License or occupational driver’s license, reliable transportation and insurance is required.

JOB RESPONSIBILITIES:

Employee Learning Administration

  • Facilitates the administration of Human Resource-led professional development activities across the organization through effective internal service delivery and project management.
  • Serves as a thought leader and learning partner to employees, supervisors and leadership to ensure learning strategies align with talent priorities and business goals while creating a supportive, inclusive learning environment.
  • Identifies development needs using employee performance data, feedback surveys, skills gap analysis, and conversations with People Leaders and employees.
  • Creates and delivers learning programs that meet employee and business needs, using formats such as workshops, virtual classrooms, e-learning, and blended learning.
  • Administers learning platforms / LMSs ensuring accurate participant records, regular reporting, uninterrupted content delivery, and a user-friendly learning experience.
  • Develops and curates learning materials, job aids, toolkits, and other resources using appropriate instructional methodologies and formats, including evaluating and recommending vendor programs that support employee on-the-job learning and long-term career growth through the use of adult learning best practices.
  • Tracks learning participation, gathers learner feedback, and assesses outcomes to evaluate the effectiveness of learning initiatives and make data-driven improvements.
  • Manages vendor relationships related to HR learning & development services including the negotiation of pricing, terms and deliverables as well as the supervision of vendor activities to ensure contracts and agreements meet Wellpoint requirements.
  • Contributes to the delivery of effective new hire and role-change onboarding programs and learning experiences that help new hires ramp up and transferred/promoted employees build foundational skills.
  • Provides expertise and coordination for leadership training and mentoring initiatives that prepare current and future leaders for expanded roles.
  • Promotes practical, accessible, and career-aligned development opportunities across the organization to help foster a learning-first mindset.
  • Markets and communicates all upcoming training both internal and external through the Cortex and other communications methods.
  • Supports the delivery of proprietary Agency curriculum, including trauma-informed care education and the Wellpoint Care Network 7 Essential Ingredients model.
  • Keeps professional skills and knowledge current by being informed about the latest trends and advancements in the learning and development space (i.e., AI-powered platforms, micro-learning, personalized learning, etc.) and seeking opportunities to build expertise.

Professionalism and Agency Representation

  • Works efficiently, organizes time effectively, maximizes use of available resources, successfully balances the competing demands of multiple projects by setting priorities and communication and meeting deadlines, and asks for help when necessary.
  • Demonstrates adaptability, recovers quickly when progress is stalled by obstacles; responds with flexibility and resilience when faced with multiple demands, shifting priorities and rapid change.
  • Takes initiative, acts quickly and independently when the situation demands it; sees a need and takes appropriate action without being prompted or reminded; proactively recommends process improvements or solutions to problems.
  • Presents and weighs alternatives before making decisions.
  • Communicates effectively through verbal, non-verbal and written communication in a timely manner that is of high quality.
  • Presents at all times a customer-friendly approach with staff and all stakeholders.
  • Pursues professional development and technical skill development through research, external coursework and other learning opportunities.
  • Works with Human Resources on special projects as needed.
  • Serves on committees and workgroups as appropriate.
  • Participates in assigned meetings, events and learning as required.
  • Other duties as assigned, including serving in a coverage role for other department members.

Agency Engagement

  • The Agency is committed to the philosophy and practice of trauma informed care including the participation of all employees in an active understanding and promotion of the agency’s trauma informed care model, The Seven Essential Ingredients.
  • These ingredients include Prevalence, Impact, Perspective Shift, Regulation, Relationship, Reason to Be, and Caregiver Capacity and form the framework for an environment that maximizes the achievement of positive client outcomes. The Agency strives to create and recognize trauma informed champions across all programs and departments.
  • All employees will be evaluated on their demonstration of a consistent commitment to the Agency’s Seven Essential Ingredients and engagement in the strategic initiatives of the organization. This will be measured by their active participation in committees, workgroups, and by their communication and practice within their daily work and in the community.

Organizational Information:

We believe there is a better way. So, we have anchored ourselves in our 175 years of caring for our neighbors through modernized human services.

Wellpoint Care Network provides a rich continuum of services, including:

  • Child Welfare and Foster Care
  • Support for youth who have aged out of care
  • Mental health therapy and supports such as our Clinic, Family Preservation, Caregiver Support, and Integrated Community Treatment
  • Professional education and clinical consultation (for organizations, schools, and individual/family)


Interested parties please apply online: website www.wellpointcare.org.