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Manager Learning Development Jobs in Hales Corners, WI

City Year

Impact Coach

Milwaukee, WI · On-site

Team Leader Learning & Development (30%) • Training Management and Execution: o Partner with the Service & Learning Director to manage the day-to-day planning, coordination, and execution of ...

Cityyear

Impact Coach

Milwaukee, WI · On-site

Team Leader Learning & Development (30%) Training Management and Execution: o Partner with the Service & Learning Director to manage the day-to-day planning, coordination, and execution of monthly ...

ATIA Ltd

Managing partner

Milwaukee, WI

Software Development * Developing applications for all technologies and platforms * Enterprise Resource Planning (ERP), * Customer Relationship Management System (CRM), * Learning Management System ...

Husch Blackwell Llp

People Experience Manager

Milwaukee, WI · Hybrid

$114K - $114K/yr

... Learning & Development) and the Legal PBP team to ensure effective implementation of people ... Change Management: Provide coaching and support to managers, partners, and employees (including ...

Husch Blackwell LLP

People Experience Manager

Milwaukee, WI · Hybrid

$114K - $114K/yr

... Learning & Development) and the Legal PBP team to ensure effective implementation of people ... Change Management: Provide coaching and support to managers, partners, and employees (including ...

Innio

Augmented Reality Learning Developer

Waukesha, WI

$52.50 - $67.75/hr

Lead the design, development, and implementation of augmented reality experiences for learning and ... Ability to manage multiple projects simultaneously and meet budget and deadline requirements.

INNIO

Augmented Reality Learning Developer

Waukesha, WI

$52.50 - $67.75/hr

Lead the design, development, and implementation of augmented reality experiences for learning and ... Ability to manage multiple projects simultaneously and meet budget and deadline requirements.

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All JobsLearning Development JobsManager Learning Development JobsManager Learning Development Jobs in Hales Corners, WI

Manager Learning Development information

See Hales Corners, WI salary details

$49.3K

$96.5K

$130.1K

How much do manager learning development jobs pay per year?

As of Aug 23, 2026, the average yearly pay for manager learning development in Hales Corners, WI is $96,464.00, according to ZipRecruiter salary data. Most workers in this role earn between $80,800.00 and $111,800.00 per year, depending on experience, location, and employer.

What does a manager of learning and development do?

A Manager of Learning and Development is responsible for overseeing the training and professional growth initiatives within an organization. They design, implement, and evaluate programs that help employees improve their skills and knowledge. This role often involves assessing training needs, managing budgets, collaborating with department heads, and measuring the effectiveness of learning solutions. Ultimately, the goal is to support organizational goals by ensuring employees are well-trained and continuously developing.

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

A Manager of Learning and Development regularly partners with leaders across departments to assess skill gaps, gather feedback, and align training programs with organizational goals. This often involves conducting needs assessments, participating in strategic meetings, and analyzing performance metrics to ensure learning initiatives support both employee growth and business objectives. Effective collaboration ensures that learning solutions are relevant, timely, and tailored to the unique challenges each department faces.

What are the key skills and qualifications needed to thrive as a manager of learning and development, and why are they important?

To thrive as a Manager of Learning and Development, you need expertise in instructional design, adult learning principles, project management, and typically a degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and relevant certifications like CPLP or ATD are commonly required. Strong communication, leadership, and stakeholder management skills help you drive engagement and foster a culture of continuous learning. These abilities ensure effective development programs that support organizational growth and employee performance.

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

AspectManager Learning DevelopmentLearning and Development Specialist
CredentialsBachelor's degree, certifications in training or HR (e.g., CPLP)Bachelor's degree, certifications in training or HR (e.g., CPLP)
Work EnvironmentOversees teams, strategic planning, higher-level managementDelivers training, develops content, supports learning programs
Employer & Industry UsageCorporate, educational, nonprofit sectorsCorporate, educational, nonprofit sectors
Search & Comparison IntentLooking for leadership roles in learning developmentSeeking roles focused on training delivery and content creation

The main difference is that the Manager Learning Development oversees learning strategies and manages teams, while the Learning and Development Specialist focuses on delivering training and developing learning content. Both roles require similar credentials but differ in scope and responsibilities within organizations.

What is the average salary for a manager learning development in the US?

The average salary for a manager learning and development in the US is approximately $85,000 to $115,000 per year, depending on experience, industry, and location. Professionals in this role often require strong leadership, instructional design skills, and familiarity with learning management systems (LMS).

What is the average salary for a manager learning development?

The average salary for a manager learning development typically ranges from $70,000 to $110,000 annually, depending on experience, industry, and location. In Texas, salaries tend to be competitive within this range, with factors such as company size and certifications influencing compensation.

What job categories do people searching Manager Learning Development jobs in Hales Corners, WI look for?

The top searched job categories for Manager Learning Development jobs in Hales Corners, WI are:

What cities near Hales Corners, WI are hiring for Manager Learning Development jobs?

Cities near Hales Corners, WI with the most Manager Learning Development job openings:

Manager Learning Development jobs near you

Performance & Talent Development Supervisor

Dr. Howard Fuller Collegiate Academy

Milwaukee, WI • On-site

Full-time

Re-posted 4 days ago

Job description

Description
The Performance & Talent Development Supervisor is a district-level Human Resources leader responsible for designing, implementing, evaluating, and continuously improving comprehensive systems that support employee performance, professional learning, leadership development, talent advancement, and long-term workforce sustainability across Howard Fuller Collegiate Academy.
This position partners closely with Human Resources, school leaders, department leaders, and external organizations to ensure all employees receive meaningful onboarding, professional development, coaching, and growth opportunities while strengthening internal talent pipelines and organizational capacity. The supervisor oversees employee development, performance systems, onboarding, licensure and credentialing compliance, strategic partnerships, and workforce development initiatives that align with HFCA's mission, strategic priorities, and organizational goals.
The Performance & Talent Development Supervisor fosters a culture of continuous improvement, accountability, innovation, and lifelong learning while ensuring employees have the knowledge, skills, and support necessary to be successful in their current roles and prepared for future opportunities within the organization.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Professional Learning & Employee Development
  • Develop and implement a comprehensive professional learning strategy aligned to organizational priorities.
  • Establish annual learning and development goals aligned with HFCA strategic initiatives and KPIs.
  • Coordinate organization-wide professional learning calendars.
  • Design differentiated learning experiences for instructional staff, operations staff, school leaders, and central office employees.
  • Coordinate new employee onboarding and ongoing professional learning experiences.
  • Develop job-aligned learning pathways that strengthen employee effectiveness and support career advancement.
  • Evaluate the effectiveness of professional learning and recommend improvements based on employee feedback and organizational data.
Performance Management & Leadership Development
  • Lead the implementation and continuous improvement of employee performance management systems.
  • Coordinate employee evaluation processes in partnership with organizational leaders.
  • Support managers and supervisors in coaching employees, providing feedback, and developing performance improvement strategies.
  • Partner with leaders to identify professional growth opportunities for employees.
  • Develop leadership development opportunities for aspiring and current managers.
  • Build systems that strengthen employee engagement, retention, and internal mobility.
  • Serve as a member of the Regional Leadership Team.
Talent Pipeline & Partnership Development
  • Build and maintain strategic relationships with colleges, universities, certification providers, workforce development agencies, and professional organizations.
  • Develop and expand workforce pipeline initiatives, including internships, student teaching placements, residency programs, apprenticeships, and alternative certification pathways.
  • Establish and manage partnership agreements (MOUs) that support recruitment, workforce development, and employee advancement.
  • Collaborate with leaders to identify future workforce needs and proactively develop internal and external talent pipelines.
  • Represent HFCA at recruitment events, career fairs, networking opportunities, and partnership meetings.
  • Monitor workforce pipeline data and recommend strategies that strengthen recruitment and long-term staffing sustainability.
Employee Growth & Credential Support
  • Design systems that support employee onboarding, career progression, and long-term retention.
  • Oversee educator licensure, certification, and credential compliance while supporting employees in meeting required milestones.
  • Develop advancement pathways for Educational Assistants, paraprofessionals, operations staff, and other school-based employees interested in transitioning into instructional or leadership positions.
  • Partner with colleges, universities, and certification providers to increase access to degree completion, certification, and credentialing opportunities.
  • Maintain systems that monitor required licenses, certifications, credentials, and compliance requirements across applicable employee groups.
  • Ensure employees receive role-specific training that supports effectiveness, compliance, and professional growth.
  • Strengthen the organization's internal talent pipeline by identifying and developing high-potential employees.
Coaching & Organizational Learning
  • Design and deliver engaging professional learning experiences grounded in adult learning principles and best practices.
  • Facilitate workshops, seminars, webinars, leadership development sessions, and coaching opportunities that build employee knowledge and effectiveness.
  • Develop and manage self-paced, blended, and job-embedded learning opportunities to support continuous professional growth.
  • Partner with managers and school leaders to strengthen coaching practices, build leadership capacity, and develop high-performing teams.
  • Coordinate Employee Learning Cohorts, mentoring, peer learning opportunities, and cross-functional collaboration that promote knowledge sharing, continuous improvement, and organizational effectiveness.
  • Promote evidence-based instructional and operational best practices by supporting the implementation of organizational frameworks, initiatives, and continuous improvement strategies.
  • Collaborate with school and department leaders to support the implementation of instructional, operational, and organizational priorities that improve employee performance and student outcomes.
  • Lead organization-wide improvement initiatives by aligning professional learning, coaching, and employee development with the organization's strategic goals.
  • Foster a culture of feedback, reflection, innovation, and continuous learning that empowers employees to grow professionally, improve performance, and advance within the organization.
Data Analysis & Continuous Improvement
  • Evaluate the effectiveness of employee development initiatives using quantitative and qualitative data.
  • Monitor employee performance, onboarding, retention, promotion, and development metrics.
  • Develop reports measuring organizational learning outcomes and return on investment.
  • Recommend improvements to organizational systems based on performance trends and workforce data.
  • Support strategic workforce planning through data-informed decision making.
Budget & Resource Management
  • Develop and manage annual professional learning and employee development budgets.
  • Monitor expenditures and ensure responsible stewardship of organizational resources.
  • Manage grant-funded professional learning initiatives.
  • Coordinate contracts with consultants, higher education partners, and external training providers.

Requirements
QUALIFICATIONS & REQUIREMENTS
Required Qualifications
  • Master's degree in Human Resources, Education, Organizational Leadership, or a related field (or an equivalent combination of education and relevant experience).
  • Demonstrated experience leading employee performance management, professional learning, talent development, workforce planning, or organizational development initiatives.
  • Strong knowledge of adult learning principles, leadership development, change management, and continuous improvement practices.
  • Working knowledge of employee performance management systems, talent development strategies, and workforce planning methodologies.
  • Knowledge of educator licensure and certification requirements, employee credential tracking, and regulatory compliance preferred.
  • Proven ability to build and sustain collaborative relationships with school leaders, higher education institutions, certification providers, community partners, and other key stakeholders.
  • Excellent project management and organizational skills with the ability to manage multiple priorities, meet deadlines, and execute complex initiatives simultaneously.
  • Exceptional written, verbal, facilitation, and presentation skills with the ability to communicate effectively across all levels of the organization.
  • Strong analytical and data-driven decision-making skills with experience interpreting workforce, performance, and professional learning data to drive continuous improvement.
  • Proficiency in Human Resource Information Systems (HRIS), Applicant Tracking Systems (ATS), Learning Management Systems (LMS), and other workforce management technologies.
  • Advanced proficiency in Google Workspace (Docs, Sheets, Slides, Drive) and Microsoft Office applications.
  • Demonstrated ability to think strategically while executing operational priorities in a fast-paced, evolving environment.
  • High level of professionalism, integrity, sound judgment, and discretion when handling confidential information.
  • Commitment to equity, employee development, and fostering a culture of continuous learning and organizational excellence.
  • Reliable attendance, punctuality, and the flexibility to support occasional evening or weekend organizational events.
Physical Requirements
  • Ability to sit and work at a computer for extended periods of time
  • Ability to move between campuses and attend in-person meetings or events as needed
  • Ability to facilitate presentations and participate in recruiting events (career fairs, onboarding sessions, etc.)
  • Occasional lifting of materials up to 15-20 pounds (e.g., event supplies, recruitment materials)
  • Ability to work occasional evenings or weekends for recruiting events or organizational needs

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