Opera Director Jobs in Madison, WI (NOW HIRING)

Salary: $38.46 Hourly
Location : 381 E Main Street, Stoughton, WI
Job Type: Full-Time
Job Number: 459
Department: Opera House
Opening Date: 07/29/2026
Closing Date: 8/12/2026 4:00 PM Central
SUMMARY OF JOB
The Assistant Director supports the Opera House by leading planning, partnership development, fund development, and organizational initiatives that advance the mission and strengthen operations. The role expands organizational capacity by developing partnerships, coordinating initiatives, supporting performance planning, and enhancing the Opera House's role as a cultural resource and regional destination.
Working collaboratively with the Director, the Assistant Director identifies opportunities, cultivates partnerships, develops projects, and recommends improvements that support long-term organizational goals. The position requires independent judgment, strong communication, and the ability to manage projects and coordinate activities across functional areas.
ESSENTIAL DUTIES AND RESPONSIBILITIES
DUTIES AND RESPONSIBILITIES

• Community & Partnership Development: Build relationships with schools, nonprofits, businesses, and community leaders to support outreach, collaboration, sponsorship, and audience development.
• Fund Development & Sponsorship: Cultivate donors, write grants, secure sponsors, and strengthen membership and individual giving.
• Marketing & Outreach: Enhance audience engagement, increase visibility, and support promotional efforts across print, digital, and social platforms.
• Programming & Special Initiatives: Create and support community programs, education initiatives, and special events that advance organizational impact.
• Data, Evaluation & Strategy: Track program impact, analyze trends, and identify opportunities for improvement and growth.

ORGANIZATIONAL LEADERSHIP

• Support implementation of organizational priorities, long-range initiatives, and annual planning efforts.
• Recommend improvements to systems, procedures, and operational practices.
• Lead assigned initiatives that build organizational capacity and community engagement.
• Represent the Opera House in meetings with partners, artists, presenters, and civic organizations.

COMMUNITY PARTNERSHIPS & INSTITUTIONAL DEVELOPMENT

• Maintain collaborative relationships with community organizations, educational institutions, businesses, artists, and presenters.
• Coordinate projects that strengthen the Opera House's role as a community gathering place and cultural destination.
• Cultivate partnerships and sponsorships that enhance organizational sustainability.
• Lead special projects that expand visibility, impact, and community engagement.

PERFORMANCE PLANNING & COORDINATION

• Collaborate with the Director to plan and coordinate performances, public programs, and special events.
• Coordinate artist hospitality, including lodging, meals, dressing rooms, and related logistics.
• Communicate hospitality needs clearly to staff, volunteers, and contractors.
• Monitor hospitality preparations and support artist services during events.
• Participate in post-event evaluations and recommend improvements.

OPERATIONAL LEADERSHIP

• Coordinate organizational initiatives across functional areas and facilitate effective communication among staff, volunteers, contractors, and partners.
• Develop systems that improve efficiency, consistency, and communication.
• Monitor project progress and assist in resolving implementation issues.
• Recommend improvements to strengthen organizational effectiveness.

MARKETING, AUDIENCE ENGAGEMENT & OUTREACH

• Collaborate on audience development and promotional initiatives.
• Assist with creation and distribution of promotional materials across print, digital, email, and social platforms.
• Cultivate promotional partnerships that expand audience reach and community engagement.
• Evaluate promotional activities and recommend strategies to enhance outreach.

ADMINISTRATIVE & ORGANIZATIONAL SUPPORT

• Prepare reports, correspondence, presentations, and planning documents.
• Maintain calendars, project schedules, and planning resources.
• Coordinate administrative projects supporting Opera House operations.
• Maintain accurate records for assigned projects and initiatives.

QUALIFICATIONS

• Bachelor's degree in a related field or equivalent professional experience (8+ years) in arts administration, nonprofit leadership, organizational development, community engagement, event management, or a related field.
• Valid Wisconsin Driver's License required.
• Ability to work evenings and weekends as needed.

JOB KNOWLEDGE, SKILLS, AND ABILITIES
KNOWLEDGE, SKILLS & ABILITIES

• Project management, organizational leadership, communication, relationship building, independent judgment, collaboration, performing arts operations, audience engagement, organizational improvement, adaptability.

COMPUTER SKILLS

• Must be fluent with Microsoft programs and have advanced skills in excel.

JUDGMENT AND SITUATIONAL REASONING

• Ability to apply rational systems to interpret instructions and resolve varying objectives.
• Ability to use judgment, creativity, and decisiveness in situations requiring subjective evaluation.

ENVIRONMENTAL ADAPTABILITY

• Ability to work in environments involving temperature and noise extremes, toxic agents, or machinery with some discomfort and risk of injury.

FULL-TIME BENEFITS: 32+ Hours per Week
Effective 1-1-2026
The following benefits are offered to regular full-time (32+ hours per week/1664+ annual hours minimum) employees. Please note that this is a summary, and benefits are not guaranteed. Review the GHC HMO Summary of Benefits and Coverage (SBC) document for coverage details or contact GHC directly.
HEALTH INSURANCE
Coverage is effective the day after hire; premiums are deducted monthly from the 1st payroll of the month.
GHC HMO - benefits listed for in-network providers only.
Employee responsibility toward monthly premium:Family $75.26Employee & Spouse $50.99Employee & Child(ren) $44.91Single $24.27
GHC PPO - This plan is available exclusively to employees who do not have any GHC locations in their area.
Employee responsibility toward monthly premium:Family $101.60Employee & Spouse $68.81Employee & Child(ren) $60.62Single $32.79
In-Network Provider Coverage ONLY - See SBC for details
Deductibles are $500/single - $1,000/family
$0 co-pay for preventative services
$30 co-pay on office visits
$30 co-pay on urgent care visits
$100 co-pay on emergency room visits (co-pay waived if admitted to hospital)
Prescription drug co-pays:
$10/Tier 1
$35/Tier 2
$60/Tier 3
$200 Specialty drugs
$5 RX Outcomes
Out of Pocket Limit $2850 Single/ $5700 Family
Note: Employee out-of-pocket qualified medical expenses can be run through the flexible spending plan (Section 125), which is managed through Employee Benefits Corporation (EBC). Enrollment into this plan occurs only during annual enrollment, which is November/December.
DENTAL INSURANCE
Coverage is effective the day after hire. The City covers 100% of the premium for dental coverage.
Note: Full-time employees pay no portion of the dental premium.
Delta Dental benefits listed for in-network providers only
Delta Dental In-Network Coverage:
There is no deductible for dental coverage.
Per person, per benefit accumulation period is $1,000.
Diagnostic and preventive procedures are paid at 100%;
Basic restorative procedures are paid at 80%;
Major restorative procedures are paid at 50%;
Orthodontic procedures are paid at 0%.
Check Up Plus - lets you obtain diagnostic and preventive services - including examinations, X-rays, regular cleanings, and other related treatments without the costs of those services applying to your individual annual maximum. The full value of your annual maximum is applied to the benefits you receive for base and major restorative services.
RETIREMENT Provider: Wisconsin Retirement System (WRS)
The 2026 Wisconsin Retirement Rate is 14.40% for general employees. The employer and employee shares are equal at 7.20% each.
The 2026 Wisconsin Retirement Rate is 22.00% for protective employees. The employer share is 14.80% and the employee share is 7.20%.
Eligibility to Participate- from the ETF Your Benefit Handbook (ET-2119) Rev10/13
Depending on when you began your job, your job will have to meet one of these two standards for it to be covered under the WRS.

• One-third standard -- A position that is subject to the one-third standard meets WRS participation standards if you are expected to work at least one-third of full-time (600 hours for non-teaching employees) for at least one year from date of hire. You will remain eligible even if your job subsequently drops below one-third.
• Two-thirds standard -- A position that is subject to the two-thirds standard meets WRS participation standards if you are expected to work at least two-thirds full-time (1200 hours for non-teaching employees) for at least one year from date of hire. You will remain eligible even if your job subsequently drops below two-thirds.

If you were a continuing employee as of July 1, 2011, your job must meet the one-third standard. You will remain eligible even if your job subsequently drops below one-third.
If you were hired after July 1, 2011:

• If you were a participating employee before July 1, 2011, left WRS service, and did not take
• A separation benefit, and are now returning in a new job, your job must meet the one-third standard.
• If you were a participating employee before July 1, 2011, left WRS service, took a separation benefit, and are now returning in a new job, your job must meet the two-thirds standard.
• If you were not a participating employee before July 1, 2011, your job must meet the two-thirds standard.*

If you are not expected to meet these eligibility criteria when you are hired, you will not be enrolled in the WRS at that time. However, if you subsequently work at least 12 months, and in any 12-month period you meet the hours' requirement, you are prospectively enrolled in the WRS. In this situation, your WRS coverage is not retroactive.
WRS Mandatory Employee Contributions
If your employment is eligible to be covered under the WRS, you must make employee-required contributions. These contributions are credited to your individual WRS account. These contributions are vested immediately.
Your contributions are calculated as a percentage of your WRS earnings. The contribution rates are different for each WRS employment category. The rates generally change from year to year based on the recommendation of the consulting actuary.
Your employer may have agreed to pay part or all of your employee-required WRS contributions on your behalf, pursuant to a contract or collective bargaining agreement entered into prior to June 29, 2011. In addition, certain employees retained the right to bargain with their employers after that date over who will pay the employee-required contributions. Please contact Human Resources for more information.
GROUP LIFE INSURANCE Provider: Employee Trust Funds (ETF)/Securian
The city pays for the basic premium: Premium based on salary and age. Each employee will receive $1,000 insurance for each portion of $1,000 in earnings the previous year.
Eligibility: First of the month following 30 days of employment (timely enrollment-within 30 days from hire). No evidence of insurability required if the employee files within 30 days from date of hire.
Coverage for spouse/dependent and additional units is available, as an employee deduction.
INCOME CONTINUATION INSURANCE Provider: Employee Trust Funds (ETF)
The city provides the 90-day waiting period without cost to the employee.
The 60 or 30-day waiting period is available with the employee paying the cost of the difference between the 90-day waiting period and the period selected. Eligibility: First of the month following 30 days of employment (timely enrollment-within 30 days from hire).
ACCIDENTAL DEATH & DISMEMBERMENT Provider Employee Trust Funds (ETF)
Coverage is equal to the total amount of your group life insurance under the basic, supplemental and additional coverages. See The Wisconsin Public Employers Group Life Insurance Program Booklet ET-2101 Rev 1/2016 for further details.
VACATION
2 weeks + 3 days at hire and less than 4 full years of service (104 hours)
3 weeks + 3 days after 4 full years of service (144 hours)
4 weeks + 3 days after 9 full years of service (184 hours)
4 weeks + 4 days after 10 full years of service (192 hours)
4 weeks + 5 days after 11 full years of service (200 hours)
4 weeks + 6 days after 12 full years of service (208 hours)
4 weeks + 7 days after 13 full years of service (216 hours)
4 weeks + 8 days after 14 full years of service (224 hours)
*Vacation is effective as of January 1st each year*
**Union-represented Police employees and Dispatchers have a separate vacation schedule.
SICK LEAVE is earned per month based on normally scheduled hours per day (i.e. 8 8-hour day earns 8 hours per month - 5-hour day earns 5 hours per month).
LENGTH OF SERVICE PAYMENT (longevity) The first length of se