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Resource Development Manager Jobs in Sun Prairie, WI

Catalent, Inc.

Manager - Human Resources

Madison, WI · On-site

In this role, you will lead the development, implementation, and coordination of all Human Resources services, including policies, employee relations, performance management, training, compensation ...

Dane County, WI

Human Resources Manager

Madison, WI · On-site

$51.43 - $68.41/hr

Provide employee development assistance through employee career counseling, management consultation ... Three (3) years' professional human resources management experience in recruitment, exam ...

Dane County

Human Resources Manager

Madison, WI

$51.43 - $68.41/hr

Provide employee development assistance through employee career counseling, management consultation ... Three (3) years' professional human resources management experience in recruitment, exam ...

Associated Milk Producers

HR MANAGER

Portage, WI · On-site

$61K - $72K/hr

Monitors human resource processes for compliance, posts notices, maintains records, investigates ... Oversees learning and development for all employees, running reports, assigning affected training ...

Associated Milk Producers, Inc.

HR MANAGER

Portage, WI · On-site

Monitors human resource processes for compliance, posts notices, maintains records, investigates ... Oversees learning and development for all employees, running reports, assigning affected training ...

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All JobsResource Development JobsResource Development Manager JobsResource Development Manager Jobs in Sun Prairie, WI

Resource Development Manager information

See Sun Prairie, WI salary details

$36K

$73.4K

$114.3K

How much do resource development manager jobs pay per year?

As of Aug 19, 2026, the average yearly pay for resource development manager in Sun Prairie, WI is $73,370.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,600.00 and $80,800.00 per year, depending on experience, location, and employer.

What is a resource development manager?

Resource Development Managers are professionals responsible for identifying, acquiring, and managing resources—such as funding, materials, partnerships, and talent—that support an organization's growth and operations. They often work in non-profit organizations, educational institutions, and some businesses, focusing on fundraising, grant writing, and relationship-building. Their role involves strategic planning, networking, and communication to ensure the organization has the resources it needs to achieve its mission and objectives.

How does a resource development manager typically collaborate with other departments within an organization?

Resource Development Managers frequently work cross-functionally, partnering with teams such as marketing, finance, and program management to align fundraising strategies with organizational goals. They often coordinate with program staff to understand funding needs and with communications teams to craft compelling donor materials. Building strong relationships across departments is key to ensuring that resource development initiatives are both effective and well-integrated, ultimately supporting the organization's mission.

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

To thrive as a Resource Development Manager, you need expertise in fundraising strategies, donor relations, and project management, often supported by a bachelor’s degree in business, nonprofit management, or a related field. Familiarity with donor management software, CRM systems, and grant-writing platforms is typically required. Outstanding communication, relationship-building, and strategic planning skills set top performers apart in this role. These abilities are crucial because they drive sustainable funding, foster strong donor partnerships, and ensure the success of organizational initiatives.

What is the difference between Resource Development Manager vs Fundraising Coordinator?

AspectResource Development ManagerFundraising Coordinator
CredentialsBachelor's degree, experience in development or fundraisingAssociate's or Bachelor's degree, entry-level experience
Work EnvironmentStrategic planning, team collaboration, donor relationsEvent planning, donor outreach, campaign support
Employer & Industry UsageNonprofits, educational institutions, healthcareNonprofits, community organizations, charities

The Resource Development Manager focuses on strategic planning, building donor relationships, and managing development teams, while the Fundraising Coordinator handles event execution, donor outreach, and campaign support. Both roles are essential in nonprofit fundraising efforts but differ in scope and responsibilities.

What job categories do people searching Resource Development Manager jobs in Sun Prairie, WI look for?

The top searched job categories for Resource Development Manager jobs in Sun Prairie, WI are:

What cities near Sun Prairie, WI are hiring for Resource Development Manager jobs?

Cities near Sun Prairie, WI with the most Resource Development Manager job openings:

Resource Development Manager jobs near you
Infographic showing various Resource Development Manager job openings in Sun Prairie, WI as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 14% Part Time, 1% Temporary, and 4% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $73,370 per year, or $35.3 per hour.

Sr Training and Learning Specialist

SCIENTIFIC PROTEIN MASTER

Waunakee, WI • On-site

Other

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 10 hours ago

Job description

JOB SUMMARY
Join our team at Scientific Protein Laboratories (SPL), a world leader in biosourced pharmaceuticals, located just outside of Madison, Wisconsin in Waunakee! SPL is an innovative biopharmaceutical leader with unique products and services supporting the pharmaceutical industry globally. For over 40 years, SPL specializes in the development and cGMP compliant manufacturing of Active Pharmaceutical Ingredients (APIs). SPL has an exciting opportunity to join the team as a Sr Training and Learning Specialist.
This position is responsible to ensure the compliance, systematic structure, and effectiveness of the SPL-wide training system, this role is responsible for establishing and continuously optimizing the company-level training management system. Coordinates the planning and implementation of both GxP and non-GxP training, and based on competency standards or requirements, design and develop corresponding training solutions and learning pathways. The role collaborates closely with Quality to ensure GxP training meets regulatory requirements and follow up on the execution of training across departments, responds to training needs from various business functions, and drives the effective implementation of training across the organization, supporting operational compliance and enhancing organizational effectiveness.
Responsibilities include:
  • Establish and continuously optimize the company-level training framework: establish training pathways covering different scenarios, including onboarding, job-specific training, and retraining/requalification management; develop company-level training framework documents that clearly define roles, processes, and management standards.
  • Capability development & training framework development: for critical roles and target employee groups, collaborate with different functions to design training curricula and training pathways based on business needs, role capability requirements, and identified capability gaps, and develop corresponding training programs to support employee capability enhancement and continuous organizational capability development.
  • Training curriculum & Trainer resource development: establish a company-wide training curriculum structure (including course catalog and curriculum architecture); coordinate internal trainers and external training resources; and continuously build and enhance training curriculum assets and trainer resources through the ongoing delivery of training programs and topic-based training initiatives.
  • Training system and training data management: utilize and maintain GxP and non-GxP training-related systems to ensure training records are complete, accurate, and traceable; coordinate and follow up on issues arising during training implementation, supporting the daily operation of the training system and effective management of training data.
  • Drive consistent implementation and alignment of the training framework across functions: ensure consistent execution of training structures, rules, and standards across functions; support cross-functional alignment of the training framework; and provide feedback on training framework implementation consistency.
  • Coordinate company-level GxP training planning (annual/periodic): develop a company-wide GxP training plan based on business needs, ensure training plans are reviewed and approved by Quality, covering key positions and core processes.
  • Collaborate with Quality to ensure GxP training compliance: drive the review and approval of company-wide training content; ensure company-wide training execution and records comply with GxP requirements (e.g., SOP compliance and data integrity); and support regulatory inspections and audits.
  • Monitor training and qualification status for critical roles and identify risks: monitor training completion and qualification/requalification status for critical roles; identify training gaps, qualification expiry, and capability-related risks.
  • Coordinate company-wide non-GxP training planning: coordinate company-wide non-GxP training planning covering onboarding training, topic-based training (e.g., leadership, frontline management, communication and execution), and business/role-based training; develop annual non-GxP training plans based on organizational development and business needs, with the objective of supporting employee role readiness and organizational capability development.
  • Support translating training needs into training project design: convert business needs into training programs or curriculum proposals, and collaborate with relevant stakeholders to drive training program design and delivery.
  • Coordinate and drive the implementation of company-wide training programs: coordinate training resources and implementation plans to ensure timely execution; regularly deliver company-wide training execution and review reports (including training coverage and progress tracking).
  • Follow up on training execution across functions and drive continuous improvement: ensure training is conducted as required, on time, and in compliance, with outcomes reflected in the annual training review report; track and follow up on issue resolution to closure.
  • Establish and operate training effectiveness evaluation mechanism (including guidelines, toolkit, etc.), drive the shift from "completion status" to "training effectiveness", conduct periodic evaluations or reviews;
  • Analyze training and capability issues based on quality data, identify capability risks combined with deviations/OOS/recurring issues, generate correlation analysis reports.
  • Support key position capability gap identification and improvement, collaborate with departments to clarify capability requirements and gaps, provide gap analysis and recommendations.
  • Provide day-to-day support to the HR team as needed.
  • Work collaboratively with HR team on key initiatives.

Job Requirements and Qualifications:
Education: Bachelor's Degree or above required, preference for STEM or Management disciplines
Experience: 5 plus years training management, learning and development, or related areas required, experience in Manufacturing or regulated environments preferred
WHY JOIN SPL?
Our employees are our success! We recruit motivated people, recognize their contributions, and support their development to reach their full potential.
Perks include: competitive compensation; excellent benefits package - including Medical, Dental and Vision on Day 1; Life and AD&D Insurance, and Short and Long-term Disability; Health and Flexible Saving Account options; Employee Assistance Program, generous vacation; paid Holidays; 401k; advancement opportunities; team-oriented environment; community involvement; company events and more!
SPL is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, color, creed, disability, gender identity, national origin, protected veteran status, race, religion, sex, sexual orientation, and any other status protected by applicable local, state or federal law.

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