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Manager Learning Development Jobs in Madison, WI

Spectrum Brands

Human Resources Manager

Middleton, WI · On-site

Partner with Learning & Development to support sales capability frameworks, leadership development ... Change Management & Communications * Lead change management efforts for commercial initiatives ...

Continental

Community Manager

Stoughton, WI · On-site

$70K - $82K/yr

Our Community Manager is an essential business leader responsible for the successful operations of ... We invest in your learning & development with paid professional memberships, certifications, and ...

Wisconsin

Peoplesoft Developer

Madison, WI · On-site

$91K - $104K/yr

... and change management controls. The ability to handle several projects concurrently (both ... and learning; * development of major administrative systems; * wide area networking issues ...

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All JobsManager Learning Development JobsManager Learning Development Jobs in Madison, WI

Manager Learning Development information

See Madison, WI salary details

$51.4K

$100.5K

$135.5K

How much do manager learning development jobs pay per year?

As of Jun 18, 2026, the average yearly pay for manager learning development in Madison, WI is $100,459.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,100.00 and $116,400.00 per year, depending on experience, location, and employer.

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 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 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.

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 are the most commonly searched types of Learning Development jobs in Madison, WI? The most popular types of Learning Development jobs in Madison, WI are:
What are popular job titles related to Manager Learning Development jobs in Madison, WI? For Manager Learning Development jobs in Madison, WI, the most frequently searched job titles are:
What job categories do people searching Manager Learning Development jobs in Madison, WI look for? The top searched job categories for Manager Learning Development jobs in Madison, WI are:
What cities near Madison, WI are hiring for Manager Learning Development jobs? Cities near Madison, WI with the most Manager Learning Development job openings:
Manager Learning Development jobs near you
Human Resources Manager

Human Resources Manager

Spectrum Brands

Middleton, WI • On-site

Full-time

Posted 8 days ago

Spectrum Brands rating

6.3

Company rating: 6.3 out of 10

Based on 10 frontline employees who took The Breakroom Quiz

Job description

Division Information
Spectrum Brands' Home & Personal Care (HPC) Appliances business participates on a global basis in small electric appliances, shave/groom appliances and beauty appliances. Our well- known brands include George Foreman®, Black+Decker®, Farberware®, Breadman®, Juiceman®, Russell Hobbs® and Remington®. Our products appeal to consumer trends for healthy eating, stay-at-home cooking, creating today's new hair style and much more. We distinguish our product offerings from the competition by employing forward thinking, innovative technologies matched with a strong understanding of consumer needs to bring to market high quality, superior products that delight the end user.
Job Summary
Join Spectrum Brands (NYSE: SPB), a multi-billion dollar global Consumer Packaged Goods (CPG) powerhouse with a portfolio of powerful, globally recognized brands as a Human Resource Manager (HRBP)!
This role will serves as a strategic advisor to the North America (NA) Home and Personal Care (HPC) Sales leadership, partnering closely with senior sales executives, regional/ global leaders, and commercial enablement teams. This role is accountable for supporting HR strategies that accelerate sales performance, leadership effectiveness, workforce scalability, and commercial transformation across a large, complex sales organization.
The HRBP will translate business strategy into people solutions across talent, organization design, performance management, engagement, and change management-ensuring the sales organization is positioned to deliver sustained growth and competitive advantage.
Primary Duties & Responsibilities
Strategic Business Partnership
  • Act as a trusted advisor to HPC NA Sales leaders and NA based global leaders providing counsel on workforce planning, leadership effectiveness, organization health, and commercial talent strategy.
  • Align HR initiatives with sales priorities, including revenue growth, channel strategy, go-to-market models, and customer segmentation.
  • Interpret business performance trends and proactively recommend people strategies to address capability gaps, productivity, and engagement.

Talent & Workforce Strategy
  • Partner with Talent Acquisition to design and execute sales-specific recruiting strategies (field sales, account management, sales leadership, commercial support).
  • Lead workforce planning efforts aligned to commercial growth, territory design, and coverage models.
  • Support succession planning for key sales leadership roles and critical commercial positions.

Organization Design & Effectiveness
  • Partner with Commercial HR leadership and Sales leaders to assess operating models and design scalable, effective sales structures.
  • Support territory optimization, reporting line changes, and role clarity to drive sales effectiveness and accountability.
  • Provide HR guidance during reorganizations, integrations, and commercial transformations.

Sales Performance & Capability
  • Coach leaders on performance management practices, including goal setting, incentive alignment, performance improvement, and differentiation of talent.
  • Partner with Learning & Development to support sales capability frameworks, leadership development, and coaching effectiveness.
  • Support identification and development of high-potential sales talent and future sales leaders.

Employee Relations & Compliance
  • Advise sales leaders on employee relations matters, investigations, corrective actions, and performance issues, ensuring consistency and compliance with employment laws.
  • Navigate complex ER situations involving field-based employees with sound judgment and commercial pragmatism.
  • Ensure policies and practices are applied consistently while balancing business needs and risk mitigation.

Change Management & Communications
  • Lead change management efforts for commercial initiatives including compensation changes, new incentive plans, structural changes, and sales enablement transformations.
  • Partner with leadership to assess change impact, readiness, and stakeholder engagement.
  • Support development and delivery of clear, compelling communications to field and sales leadership audiences.

Process Improvement & HR Enablement
  • Identify opportunities to streamline HR processes impacting sales teams (onboarding, transfers, role changes, performance cycles).
  • Partner with HR COEs to deploy scalable, sales-relevant people solutions.
  • Leverage HRIS and analytics (e.g., Workday, Dayforce) to inform decisions and monitor commercial people metrics.

Education and Experience Profile
  • Bachelor's degree required (Human Resources, Business, or related field preferred).
  • 7+ years of progressive HR experience, with significant experience supporting commercial or sales organizations.
  • Demonstrated success partnering with senior leaders in large, matrixed environments.
  • Experience supporting field-based or geographically dispersed sales teams strongly preferred.
  • Experience in manufacturing or plant environments is valued; however, this role requires demonstrated experience partnering beyond plant operations into corporate or functional leadership teams.
  • Role not eligible for sponsorship.

Required Skills
  • Strong commercial acumen and understanding of sales organizations, incentives, and performance drivers.
  • Deep knowledge of employment laws and ER best practices.
  • Proven ability to influence, coach, and challenge senior leaders.
  • Exceptional communication, presentation, and stakeholder management skills.
  • Experience leading change and transformation in fast-paced environments.
  • Ability to balance strategic thinking with hands-on execution.
  • Advanced proficiency with Microsoft Office and HRIS platforms.
  • High integrity, sound judgment, and ability to manage sensitive information with discretion.

Work Environment
  • This is a hybrid role based in Middleton, Wi, requiring on-site work Tuesday through Thursday, with remote work on Mondays and Fridays.
  • Combination of office, field, and virtual work environments.
  • Periodic travel required to support sales leadership and regional teams. Travel is less than 10%.

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this job/classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.
Spectrum Brands is an Equal Employment Opportunity/Affirmative Action employer.
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