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Professional Learning Manager Jobs in Milwaukee, WI

Eaton

OpEx Manager

Waukesha, WI · On-site

$113K - $165K/yr

The OPEX Manager will be based at our Lincoln Avenue, Waukesha, Wisconsin facility. The expected ... Professional Engineering Certification (PE, CQE, CQM, etc.) * Six Sigma Black or Green Belt ...

Eaton Corporation

OpEx Manager

Waukesha, WI · On-site

$113 - $165/hr

The OPEX Manager will be based at our Lincoln Avenue, Waukesha, Wisconsin facility. The expected ... Professional Engineering Certification (PE, CQE, CQM, etc.) * Six Sigma Black or Green Belt ...

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Professional Learning Manager information

See Milwaukee, WI salary details

$28.6K

$103K

$116.3K

How much do professional learning manager jobs pay per year?

As of Aug 27, 2026, the average yearly pay for professional learning manager in Milwaukee, WI is $103,032.00, according to ZipRecruiter salary data. Most workers in this role earn between $112,300.00 and $114,800.00 per year, depending on experience, location, and employer.

What is a professional learning manager?

A Professional Learning Manager is responsible for designing, implementing, and managing training and development programs for educators or employees. Their main goal is to enhance professional skills, improve performance, and promote continuous learning within an organization. They assess training needs, develop curricula, coordinate workshops or courses, and evaluate the effectiveness of learning initiatives. This role often involves collaborating with subject matter experts, stakeholders, and trainers to ensure that learning objectives align with organizational goals.

How does a professional learning manager typically collaborate with educators to design effective training programs?

A Professional Learning Manager works closely with teachers, instructional coaches, and school administrators to assess professional development needs and co-create training solutions. This often involves conducting needs assessments, facilitating focus groups, and gathering feedback to ensure that workshops and resources are relevant and impactful. Collaboration is ongoing, with managers frequently revising content based on participant input and educational trends. By fostering strong relationships with educators, Professional Learning Managers ensure that training programs are practical, engaging, and aligned to organizational goals.

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

To thrive as a Professional Learning Manager, you need expertise in adult learning theory, instructional design, and curriculum development, often supported by a degree in education or a related field. Familiarity with learning management systems (LMS), e-learning tools, and relevant certifications such as ATD or CPLP is typically required. Strong leadership, communication, and project management skills help you effectively collaborate with stakeholders and drive learning initiatives. These skills ensure impactful training programs that support organizational growth and employee development.

What is the difference between Professional Learning Manager vs Training Coordinator?

AspectProfessional Learning ManagerTraining Coordinator
CredentialsTypically requires a bachelor's degree in education, HR, or related field; certifications in training or learning development are commonUsually requires a high school diploma or bachelor's degree; certifications in training or facilitation are beneficial
Work EnvironmentWorks in corporate, educational, or organizational settings focusing on strategic learning initiativesOperates in various settings, organizing and delivering training sessions
Employer & Industry UsageUsed in corporate, nonprofit, and educational sectors to develop employee skillsCommon in corporate, healthcare, and government sectors for implementing training programs

The Professional Learning Manager focuses on designing and overseeing strategic learning programs, while the Training Coordinator handles the logistics and delivery of training sessions. Both roles require related certifications and work in similar environments, but the manager role is more strategic and leadership-oriented.

What are popular job titles related to Professional Learning Manager jobs in Milwaukee, WI?

For Professional Learning Manager jobs in Milwaukee, WI, the most frequently searched job titles are:

What job categories do people searching Professional Learning Manager jobs in Milwaukee, WI look for?

The top searched job categories for Professional Learning Manager jobs in Milwaukee, WI are:

What cities near Milwaukee, WI are hiring for Professional Learning Manager jobs?

Cities near Milwaukee, WI with the most Professional Learning Manager job openings:

Professional Learning Manager jobs near you

Performance & Talent Development Supervisor

Milwaukee, WI • On-site

Dr. Howard Fuller Collegiate Academy
Elementary and Secondary Schools • 11 - 50 employees
Learn more about Dr. Howard Fuller Collegiate Academyexternal

Full-time

Re-posted 8 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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