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Organizational Communication Jobs in Wisconsin (NOW HIRING)

Adecco

Organizational Change Consultant

Milwaukee, WI

$77 - $85/hr

Organizational Change Consultant $77hr So, you're looking for an exciting Organizational Change ... Minimum Requirements: - Bachelor's degree in business, Human Resources, communication, or ...

LRS

Organizational Change Consultant

Milwaukee, WI

$70 - $85/hr

Collaborate with communications, training, human resources, organizational development, and project teams to support implementation efforts. Guide communication and training activities to ensure ...

City of Racine

Communication Director

Racine, WI · On-site

$90K - $115K/yr

The Communications Director holds a leadership position within the Department of Customer Service ... organizational and management skills Research, analyze, and present background information on a ...

City of Racine, WI

Communication Director

Washington, WI · On-site

$90K - $115K/yr

Display an attitude of cooperation and work harmoniously with all levels of city employees, the general public, and other organizations * Communicate effectively in the English language at a level ...

Lake Michigan Credit Union

WI · On-site

$90 - $120/hr

About this position The Organizational Effectiveness (OE) Consultant serves as a trusted internal ... Create change management plans including stakeholder/impact analyses, communication plans ...

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Organizational Communication information

See Wisconsin salary details

$19.7K

$49.5K

$71.7K

How much do organizational communication jobs pay per year?

As of Aug 29, 2026, the average yearly pay for organizational communication in Wisconsin is $49,523.00, according to ZipRecruiter salary data. Most workers in this role earn between $41,900.00 and $56,000.00 per year, depending on experience, location, and employer.

What is an organizational communication job?

An Organizational Communication job focuses on managing internal and external communication within a company to improve collaboration, employee engagement, and public perception. Professionals in this field develop communication strategies, create messaging for leadership, facilitate training, and ensure smooth information flow across departments. They may work in roles such as corporate communications specialists, public relations managers, or internal communications coordinators. Effective communication helps organizations maintain transparency, foster a positive workplace culture, and achieve business goals.

What are the main challenges faced by professionals in organizational communication roles?

One of the main challenges in organizational communication is ensuring that messages are consistently clear, accurate, and timely across diverse audiences and channels. Professionals must navigate differing communication styles, manage change initiatives, and address potential misunderstandings within a dynamic workplace. Additionally, they often need to coordinate with leadership, HR, and various departments to maintain alignment on internal strategies and company culture. Successfully overcoming these challenges helps build trust, improve morale, and drive organizational success.

What are the key skills and qualifications needed to thrive in the organizational communication position, and why are they important?

To thrive in organizational communication, you need a strong background in communication theory, strategic messaging, and stakeholder engagement, typically supported by a degree in communication, public relations, or related fields. Familiarity with tools such as content management systems, internal communication platforms (like Slack or Microsoft Teams), and data analytics software is often expected. Exceptional interpersonal skills, adaptability, and the ability to synthesize and clearly convey complex information help individuals excel in this field. These skills ensure that critical messages are effectively crafted and delivered, fostering alignment and collaboration across all levels of an organization.

What are popular job titles related to Organizational Communication jobs in Wisconsin?

For Organizational Communication jobs in Wisconsin, the most frequently searched job titles are:

What job categories do people searching Organizational Communication jobs in Wisconsin look for?

The top searched job categories for Organizational Communication jobs in Wisconsin are:

What cities in Wisconsin are hiring for Organizational Communication jobs?

Cities in Wisconsin with the most Organizational Communication job openings:

Organizational Communication jobs near you
Infographic showing various Organizational Communication job openings in Wisconsin as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $49,523 per year, or $23.8 per hour.

Director Organizational Development

Stoughton Trailers

Stoughton, WI • On-site

Full-time

Re-posted 28 days ago

Stoughton Trailers rating

5.3

Company rating: 5.3 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

478th of 495 rated machine equipment manufacturers

Job description

The Director of Organizational Development is responsible for leading the enterprise talent and development strategy to strengthen organizational capability, leadership effectiveness, and employee performance. This role designs and executes scalable organizational development, leadership, and training initiatives that align with business strategy and drive measurable outcomes in engagement, retention, and productivity.

As a strategic partner to senior leadership, this role provides expertise in talent planning, leadership development, organizational effectiveness, and change management. The Director integrates development programs, communication strategies, and HR technology to build a high-performing, growth-oriented organization.

Key Responsibilities

Talent Strategy & Organizational Development

  • Own and lead the enterprise talent and organizational development strategy, including philosophy, multi-year roadmap, and supporting initiatives aligned to business goals
  • Partner with senior leaders to identify organizational capability gaps and design targeted solutions to enhance leadership effectiveness and workforce performance
  • Lead succession planning and talent review processes; build leadership pipelines and accelerate development of high-potential talent
  • Design and implement leadership development programs, including coaching, assessments, and structured learning experiences
  • Integrate behavioral competencies across the employee lifecycle, including hiring, onboarding, performance management, development, and retention
  • Develop and manage career development frameworks that support internal mobility and long-term talent growth

Training & Leadership Development

  • Lead the training and organizational development function; establish strategy and deliver programs that enable employees to perform at a high level
  • Conduct enterprise training and development needs assessments; design solutions that enhance employee performance and organizational effectiveness
  • Design, implement, and evaluate training programs across all levels of the organization, including leadership, frontline, and technical capabilities
  • Administer leadership assessments and design programs that reinforce continuous learning and development
  • Facilitate tailored development programs to address specific team, leadership, or organizational needs
  • Drive ongoing improvement of training methods, leveraging multimedia platforms and innovative learning approaches

Organizational Effectiveness & Change Management

  • Serve as a strategic advisor to leadership on organizational design, workforce planning, and change management initiatives
  • Lead and support enterprise change initiatives, including communication strategies, coaching, and adoption plans
  • Apply organizational assessment methodologies to diagnose issues and design targeted interventions to improve performance
  • Identify organizational risks (e.g., culture, morale, retention, productivity) and develop mitigation strategies
  • Lead or support cross-functional initiatives aimed at improving workforce performance and customer outcomes

Employee Experience & Communications

  • Develop and execute communication strategies that support talent initiatives and reinforce culture and engagement
  • Ensure consistent, high-impact messaging across the employee lifecycle using a broad mix of channels (digital, in-person, video, etc.)
  • Partner across HR and the business to drive awareness, understanding, and adoption of talent programs and expectations
  • Support onboarding and preboarding strategies to create consistent and engaging employee experience

Leadership Partnership & Advisory

  • Serve as a trusted advisor to senior leadership on performance, organizational, and leadership matters
  • Provide coaching and guidance on leading change, building high-performing teams, and improving organizational outcomes
  • Facilitate talent discussions, leadership alignment sessions, and cross-functional collaboration

Experience & Qualifications

  • Bachelor’s degree required; advanced degree preferred (Organizational Development, Human Resources, Business, Psychology, or related field)
  • 10+ years of progressive experience in organizational development, talent management, training, leadership development, and/or HR strategy
  • Demonstrated success designing and executing enterprise-wide development strategies and programs
  • Strong expertise in leadership development, change management, organizational design, and performance improvement
  • Proven ability to influence and partner with senior leaders on strategic initiatives
  • Experience conducting organizational assessments and translating insights into actionable solutions
  • Exceptional communication and presentation skills with the ability to engage diverse audiences
  • Strong project management capabilities with ability to lead complex, cross-functional initiatives
  • Experience with learning platforms, HR systems, and multimedia training tools

Core Competencies

  • Strategic thinking and business acumen
  • Change management and organizational effectiveness
  • Leadership development and coaching
  • Data-driven decision making
  • Collaboration and influence
  • Continuous improvement mindset

Success Profile

  • Builds scalable leadership and development programs that strengthen organizational capability
  • Improves leadership effectiveness, employee performance, and succession readiness
  • Drives adoption of change initiatives with measurable business impact
  • Enhances employee experience through intentional development and communication strategies
  • Aligns talent development strategy directly to business growth and operational priorities

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