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Senior Learning And Development Manager Jobs in Milwaukee, WI

Continental

Development Manager

Menomonee Falls, WI · On-site

$90K - $120K/yr

As a Development Manager you will report to the Senior Development Director. We embrace a hybrid ... We invest in your learning & development with paid professional memberships, certifications, and ...

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Senior Learning And Development Manager information

See Milwaukee, WI salary details

$44.8K

$142.8K

$219.2K

How much do senior learning and development manager jobs pay per year?

As of Aug 31, 2026, the average yearly pay for senior learning and development manager in Milwaukee, WI is $142,805.00, according to ZipRecruiter salary data. Most workers in this role earn between $110,800.00 and $170,000.00 per year, depending on experience, location, and employer.

What is a senior learning and development manager?

A Senior Learning and Development (L&D) Manager is responsible for designing, implementing, and overseeing training programs that enhance employee skills and organizational performance. They assess learning needs, develop strategic initiatives, and ensure alignment with business goals. This role involves managing training budgets, collaborating with stakeholders, and leveraging learning technologies. Additionally, they measure training effectiveness and drive continuous improvement to support employee growth and company success.

What types of teams and departments does a senior learning and development manager typically collaborate with?

A Senior Learning and Development Manager regularly collaborates with human resources, department heads, subject matter experts, and executive leadership to identify training needs and align learning initiatives with organizational goals. They also work closely with instructional designers and trainers to develop engaging content, and may partner with IT to ensure smooth integration of learning technologies. This cross-functional partnership is vital for delivering effective programs that support both individual and company-wide development. Strong collaboration helps ensure that learning solutions are practical, relevant, and produce measurable results.

What are the key skills and qualifications needed to thrive in the senior learning and development manager position, and why are they important?

To thrive as a Senior Learning and Development Manager, you need expertise in instructional design, adult learning principles, and experience leading organizational training initiatives, often supported by a degree in human resources or education. Familiarity with learning management systems (LMS), e-learning development tools, and certifications such as CPLP or SHRM-CP are highly advantageous. Outstanding communication, strategic thinking, and leadership skills set top candidates apart in this field. These qualifications ensure effective development and delivery of learning programs that drive employee growth and align with business objectives.

What are popular job titles related to Senior Learning And Development Manager jobs in Milwaukee, WI?

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

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

The top searched job categories for Senior Learning And Development Manager jobs in Milwaukee, WI are:

Senior Learning And Development Manager jobs near you
Infographic showing various Senior Learning And Development Manager job openings in Milwaukee, WI as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 19% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $142,805 per year, or $68.7 per hour.

Talent Development Manager

Milwaukee, WI • On-site

Global Power Components
Industrial Machinery Manufacturing • 51 - 200 employees

8.4

Company rating: 8.4 out of 10

Based on 16 frontline employees who took The Breakroom Quiz

100th of 495 rated machine equipment manufacturers

People enjoy working here

Good employer

Recommended by parents

Learn more about Global Power Componentsexternal

Full-time

Re-posted 16 days ago

Job description

Title: Talent Development Manager
Company: Global Power Components - www.globalpowercomponents.com
Location: Milwaukee, WI (onsite 5-days/week)
Hire Type: Direct Hire
Position Summary
The Talent Development Manager is responsible for building and leading Global Power Components' talent development strategy, programs, and infrastructure to support the organization's continued growth and workforce expansion. This role will oversee workforce development, leadership development, succession planning, career pathing, onboarding strategy, training effectiveness, and workforce capability initiatives across the organization. The Talent Development Manager will lead the Workforce Academy function and partner closely with HR, Operations, Safety, and executive leadership to develop scalable talent processes that improve retention, workforce readiness, internal development, leadership effectiveness, and organizational capability. This is a highly visible role that will help establish the systems, programs, and processes needed to support GPC's continued growth.
Key Responsibilities
Talent Development Strategy
  • Develop and execute GPC's talent development strategy in alignment with organizational growth objectives
  • Build scalable workforce development programs that support business expansion, workforce readiness, and long-term capability building
  • Establish and maintain a roadmap for learning, development, onboarding, and talent management initiatives
  • Partner with senior leaders to identify workforce capability gaps and organizational development opportunities
Workforce Academy Leadership
  • Provide strategic oversight of the Workforce Academy and related workforce development programs
  • Establish academy goals, performance measures, and success metrics
  • Evaluate program effectiveness, throughput, quality, retention outcomes, and workforce readiness results
  • Support expansion of academy programs as hiring and business needs evolve
Talent Management & Succession Planning
  • Design and implement succession planning processes across the organization
  • Partner with leaders to identify critical roles, successors, and development needs
  • Develop talent review processes and workforce planning tools
  • Establish career pathing and development frameworks for key employee populations
  • Support internal mobility and employee growth initiatives
Leadership Development
  • Design and implement leadership development programs for supervisors, managers, and emerging leaders
  • Create development resources, learning programs, and leadership tools that improve organizational effectiveness
  • Partner with business leaders to strengthen leadership capability and bench strength
  • Support coaching and development initiatives across the organization
Learning & Development
  • Establish enterprise learning strategies and training frameworks
  • Identify learning needs across departments and workforce populations
  • Evaluate and implement development solutions that improve employee and leadership effectiveness
  • Support development of competency models, skills frameworks, and learning pathways
  • Ensure learning initiatives align with operational and strategic priorities
Talent Analytics & Program Effectiveness
  • Develop talent development metrics, dashboards, and reporting
  • Track key indicators including onboarding effectiveness, retention, training completion, workforce readiness, leadership development participation, and succession coverage
  • Evaluate return on investment and effectiveness of development initiatives
  • Provide insights and recommendations to executive leadership regarding talent trends and workforce capability
HR Technology & Process Ownership
  • Serve as the primary business owner for talent development-related functionality within Workday
  • Support implementation and administration of talent, performance, learning, development, and succession planning processes
  • Partner with HRIS and HR leadership to ensure data integrity and reporting effectiveness
  • Leverage technology to improve employee development experiences and organizational insights
Cross-Functional Partnership
  • Partner with HR, Operations, Safety, Quality, and executive leadership to ensure development programs support organizational objectives
  • Collaborate with department leaders to identify workforce needs and development opportunities
  • Support strategic workforce planning initiatives and organizational growth efforts
  • Contribute to broader HR initiatives and organizational effectiveness projects

What We're Looking For
  • 7+ years of progressive experience in talent development, learning and development, workforce development, organizational development, training leadership, manufacturing operations, or a related field
  • Experience building talent development programs and processes from the ground up
  • Experience with succession planning, career pathing, talent management, or leadership development initiatives
  • Strong analytical, reporting, and problem-solving skills
  • Experience creating executive-level presentations, metrics, and recommendations
  • Strong project management and change management capabilities
  • Ability to influence and partner effectively with leaders at all organizational levels
  • Experience in manufacturing, skilled trades, industrial, or high-growth environments preferred
  • Experience with Workday Talent, Learning, Performance, or related HR technology platforms preferred
  • Bilingual Spanish preferred
  • Bachelor's degree in Human Resources, Organizational Development, Business, Education, Industrial Psychology, or a related field preferred; or an equivalent combination of education, training, and experience.

Equal Opportunity Employer/Minorities/Women/Veterans/Disabled
Global Power Components is an Equal Opportunity and Affirmative Action Employer. Global Power Components is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.

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