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Practice Development Manager Jobs in Oconomowoc, WI

ULINE

College Graduate Development Program

Milwaukee, WI

  • Medical

  • Retirement

  • PTO

College Graduate Development Program Kenosha Branch 12355 Uline Way, Kenosha, WI 53144 Ready to ... Work on cross-functional projects to understand general business practices. * Review and analyze ...

Northern Base

Windchill Architect

Milwaukee, WI · Remote

Technical Leadership & Stakeholder Management Required Skills * 10+ years of experience in PLM ... Experience participating in PLM pursuits, practice development, and solution innovation * Strong ...

Talnt

Audit Manager

Milwaukee, WI · On-site

$120K - $140K/yr

Most Audit Manager opportunities revolve around managing engagements, reviewing workpapers, and ... Participate in practice development, recruiting, internal initiatives, and other efforts that ...

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Showing results 21-40

All JobsPractice Development JobsPractice Development Manager JobsPractice Development Manager Jobs in Oconomowoc, WI

Practice Development Manager information

See Oconomowoc, WI salary details

$33.1K

$77.6K

$133.2K

How much do practice development manager jobs pay per year?

As of Aug 20, 2026, the average yearly pay for practice development manager in Oconomowoc, WI is $77,561.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,600.00 and $90,600.00 per year, depending on experience, location, and employer.

What is a practice development manager?

A Practice Development Manager is a professional responsible for driving growth, efficiency, and strategic initiatives within a business practice, such as a healthcare clinic, law firm, or consulting team. They focus on improving operational processes, implementing best practices, and supporting business development activities to enhance the overall performance of the practice. Their role often includes staff training, client relationship management, and identifying opportunities for service expansion. Practice Development Managers work closely with leadership and staff to set goals and ensure the practice achieves its objectives.

How does a practice development manager typically collaborate with clinical and administrative teams to drive practice growth?

A Practice Development Manager works closely with both clinical and administrative teams to identify growth opportunities, streamline operational processes, and enhance patient experience. They often facilitate regular meetings, coordinate marketing initiatives, and implement best practices to improve efficiency and profitability. Building strong relationships across departments is essential, as the role often requires bridging communication between healthcare providers and support staff. Collaboration is key to aligning goals, tracking progress, and ensuring the practice adapts effectively to industry changes.

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

To thrive as a Practice Development Manager, you need expertise in business development, client relationship management, and strategic planning, often supported by a relevant degree in business, healthcare, or management. Familiarity with CRM software, data analytics tools, and industry-specific compliance systems is typically required. Strong leadership, communication, and problem-solving skills help you inspire teams and drive organizational growth. These skills are crucial for expanding the practice, retaining clients, and ensuring sustainable business performance.

What is the difference between Practice Development Manager vs Practice Coordinator?

AspectPractice Development ManagerPractice Coordinator
CredentialsTypically requires a background in healthcare, business, or related fields; certifications in practice management are commonUsually requires administrative or clerical qualifications; some healthcare or industry-specific training
Work EnvironmentLeads strategic growth, manages teams, and oversees practice operationsSupports daily administrative tasks, schedules, and patient or client coordination
Employer & Industry UsageUsed in healthcare, legal, or professional services to drive practice growthCommon in healthcare and corporate settings for administrative support

The Practice Development Manager focuses on strategic growth and team leadership within a practice, while the Practice Coordinator handles day-to-day administrative tasks. Both roles are essential but differ in scope and responsibilities.

What job categories do people searching Practice Development Manager jobs in Oconomowoc, WI look for?

The top searched job categories for Practice Development Manager jobs in Oconomowoc, WI are:

What cities near Oconomowoc, WI are hiring for Practice Development Manager jobs?

Cities near Oconomowoc, WI with the most Practice Development Manager job openings:

Practice Development Manager jobs near you
Infographic showing various Practice Development Manager job openings in Oconomowoc, WI as of August 2026, with employment types broken down into 92% Full Time, and 8% Part Time. Highlights an 100% In-person job distribution, with an average salary of $77,561 per year, or $37.3 per hour.

Performance & Talent Development Supervisor

Dr. Howard Fuller Collegiate Academy

Milwaukee, WI • On-site

Full-time

Re-posted 12 hours 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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