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Senior Talent Program Manager Jobs in Racine, WI

Metso Outotec

Senior Tax Manager

Brookfield, WI · On-site

Compensation and rewards - Global incentive program tied to business and performance targets ... For additional information, please contact Ashley Koepke, Sr. Talent Acquisition Specialist at ...

Metso Outotec

Senior Tax Manager

Brookfield, WI · On-site

Compensation and rewards - Global incentive program tied to business and performance targets ... For additional information, please contact Ashley Koepke, Sr. Talent Acquisition Specialist at ...

Leinenkugel's

IT Program Manager

Milwaukee, WI · Hybrid

$23K/mo

This position reports to the Sr. Manager of Program Management for Supply Chain. What You'll Be Brewing : * Lead multinational complex projects and/or large divisional projects through project plan ...

Molson Coors

IT Program Manager

Milwaukee, WI · Hybrid

$23K/mo

This position reports to the Sr. Manager of Program Management for Supply Chain. What You'll Be Brewing : * Lead multinational complex projects and/or large divisional projects through project plan ...

Molson Coors

IT Program Manager

Milwaukee, WI · Hybrid

$23K/mo

This position reports to the Sr. Manager of Program Management for Supply Chain. What You'll Be Brewing : * Lead multinational complex projects and/or large divisional projects through project plan ...

Molson Coors

IT Program Manager

Milwaukee, WI · On-site

$23K/mo

This position reports to the Sr. Manager of Program Management for Supply Chain. What You'll Be Brewing: * Lead multinational complex projects and/or large divisional projects through project plan ...

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Senior Talent Program Manager information

See Racine, WI salary details

$36.6K

$108K

$145.8K

How much do senior talent program manager jobs pay per year?

As of Aug 20, 2026, the average yearly pay for senior talent program manager in Racine, WI is $107,977.00, according to ZipRecruiter salary data. Most workers in this role earn between $108,800.00 and $109,200.00 per year, depending on experience, location, and employer.

What does a senior talent program manager do?

A Senior Talent Program Manager designs, implements, and manages talent development programs within an organization. They focus on identifying skill gaps, creating strategies for employee growth, and ensuring that talent initiatives align with business goals. This role involves collaborating with leadership and HR teams to attract, retain, and develop top talent. Senior Talent Program Managers also measure the effectiveness of programs and make data-driven adjustments for continuous improvement.

What are the key skills and qualifications needed to thrive as a senior talent program manager?

To thrive as a Senior Talent Program Manager, you need expertise in talent management, program development, and HR best practices, often supported by a relevant degree and experience in HR or organizational development. Familiarity with HRIS systems, talent analytics platforms, and project management tools—along with certifications like SHRM-SCP or PMP—is highly beneficial. Exceptional leadership, strategic thinking, and communication skills help drive program success and foster stakeholder engagement. These skills are crucial for designing effective talent initiatives that align with organizational goals and support employee growth.

What are some common challenges faced by senior talent program managers, and how can they be successfully addressed?

Senior Talent Program Managers often navigate challenges such as aligning talent initiatives with evolving business objectives, managing stakeholder expectations, and ensuring program scalability across diverse teams. Success in this role requires strong cross-functional collaboration, proactive communication, and data-driven decision-making to demonstrate program impact. Leveraging feedback loops and staying current on industry best practices also help in adapting programs to meet organizational needs effectively.

What is the difference between Senior Talent Program Manager vs Talent Acquisition Specialist?

AspectSenior Talent Program ManagerTalent Acquisition Specialist
CredentialsBachelor's degree, experience in talent management, certifications like PMP or SHRM-CPBachelor's degree, recruiting certifications often preferred
Work EnvironmentStrategic planning, program development, cross-department collaborationCandidate sourcing, interviewing, hiring processes
Employer & Industry UsageUsed in large corporations, HR departments focusing on talent programsCommon in recruiting agencies, HR teams across industries
Search & Comparison IntentUnderstanding roles in talent management, program oversightFocus on recruiting, candidate sourcing techniques

The main difference is that a Senior Talent Program Manager oversees talent initiatives and manages programs at a strategic level, while a Talent Acquisition Specialist focuses on sourcing and hiring candidates. The former has broader responsibilities in talent development, whereas the latter concentrates on recruitment activities.

What job categories do people searching Senior Talent Program Manager jobs in Racine, WI look for?

The top searched job categories for Senior Talent Program Manager jobs in Racine, WI are:

Senior Talent Program Manager jobs near you
Infographic showing various Senior Talent Program Manager job openings in Racine, WI as of August 2026, with employment types broken down into 100% Full Time. Highlights an 72% In-person, 14% Hybrid, and 14% Remote job distribution, with an average salary of $107,977 per year, or $51.9 per hour.

Talent Development Manager

Global Power Components

Milwaukee, WI • Hybrid

Full-time

Re-posted 5 days ago

Global Power Components rating

8.4

Company rating: 8.4 out of 10

Based on 15 frontline employees who took The Breakroom Quiz

99th of 491 rated machine equipment manufacturers

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.

What Global Power Components employees say

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