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Talent Development Manager Jobs in Wisconsin (NOW HIRING)

Curt G. Joa, Inc.

R&D Manager

Sheboygan Falls, WI · On-site

The R&D Engineering Manager is a bold, high-impact leader at the forefront of innovation and ... Drive talent development initiatives within department and organization. * Evaluate employee ...

Baker Tilly

LIHTC Development Manager

Madison, WI · On-site

$18.25 - $24.75/hr

Please discuss the work location status with your Baker Tilly talent acquisition professional to ... If yes, consider joining Baker Tilly (BT) in our Development & Community Advisory team as a Manager.

Bakertilly

LIHTC Development Manager

Milwaukee, WI · On-site

$17.75 - $24.25/hr

Please discuss the work location status with your Baker Tilly talent acquisition professional to ... If yes, consider joining Baker Tilly (BT) in our Development & Community Advisory team as a Manager.

Bakertilly

LIHTC Development Manager

Madison, WI · On-site

$18.25 - $24.75/hr

Please discuss the work location status with your Baker Tilly talent acquisition professional to ... If yes, consider joining Baker Tilly (BT) in our Development & Community Advisory team as a Manager.

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Showing results 21-40

All JobsTalent Development JobsTalent Development Manager JobsTalent Development Manager Jobs in Wisconsin

Talent Development Manager information

See Wisconsin salary details

$60.1K

$97.6K

$137.3K

How much do talent development manager jobs pay per year?

As of Aug 8, 2026, the average yearly pay for talent development manager in Wisconsin is $97,554.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,300.00 and $109,000.00 per year, depending on experience, location, and employer.

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

To thrive as a Talent Development Manager, you need expertise in learning and development strategies, organizational psychology, and experience in HR or a related field—often supported by a bachelor’s or master’s degree. Familiarity with learning management systems (LMS), talent assessment tools, and certifications such as CPLP or SHRM-CP are commonly required. Strong communication, coaching, and leadership skills enable success in collaborating with stakeholders and inspiring employee growth. These skills and qualifications are vital to designing effective development programs that align workforce capabilities with organizational goals.

What are some common challenges faced by talent development managers when implementing new training initiatives?

Talent Development Managers often encounter challenges such as securing buy-in from leadership and staff, aligning training programs with business goals, and measuring the effectiveness of learning initiatives. Balancing diverse learning needs within the organization while managing limited resources can also be demanding. Building strong cross-functional relationships and maintaining open communication channels are key strategies for overcoming these obstacles and ensuring successful training implementation.

What is the difference between Talent Development Manager vs Learning and Development Specialist?

AspectTalent Development ManagerLearning and Development Specialist
CredentialsBachelor's degree; often advanced certifications in HR or trainingBachelor's degree; certifications like CPLP or ATD preferred
Work EnvironmentStrategic planning, team leadership, cross-department collaborationDesigning and delivering training programs, facilitating workshops
Employer & Industry UsageUsed in corporate HR departments across various industriesCommon in corporate training teams, education, and nonprofit sectors
Search & Comparison IntentFocuses on strategic talent growth and leadership developmentFocuses on training delivery and instructional design

The Talent Development Manager oversees strategic talent growth initiatives, leadership programs, and organizational development. In contrast, the Learning and Development Specialist concentrates on designing and delivering training programs. Both roles require related credentials and work within corporate environments, but their focus areas differ—strategic planning versus training execution.

What is a talent development manager?

A talent development manager helps cultivate the skills of current employees. Job duties include evaluating employee performance, developing training programs, and leading seminars. The goal of a talent development manager is to train employees in a way that promotes the values of the business or organization and encourage strong employees to stay. A talent development manager may also help the human resources department with recruitment. This career requires strong communication and leadership skills.

More about Talent Development Manager jobs
What are the most commonly searched types of Talent Development jobs in Wisconsin? The most popular types of Talent Development jobs in Wisconsin are:
What are popular job titles related to Talent Development Manager jobs in Wisconsin? For Talent Development Manager jobs in Wisconsin, the most frequently searched job titles are:
What job categories do people searching Talent Development Manager jobs in Wisconsin look for? The top searched job categories for Talent Development Manager jobs in Wisconsin are:
What cities in Wisconsin are hiring for Talent Development Manager jobs? Cities in Wisconsin with the most Talent Development Manager job openings:
Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Wisconsin as of July 2026, with employment types broken down into 1% As Needed, 80% Full Time, 16% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $97,554 per year, or $46.9 per hour.

Manager of Talent Acquisition

Versiti, Inc.

Milwaukee, WI • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 28 days ago

Versiti rating

5.7

Company rating: 5.7 out of 10

Based on 46 frontline employees who took The Breakroom Quiz

785th of 887 rated healthcare providers

Job description

Overview
Versiti is a fusion of donors, scientific curiosity, and precision medicine that recognize the gifts of blood and life are precious. We are home to the world-renowned Blood Research Institute, we enable life saving gifts from our donors, and provide the science behind the medicine through our diagnostic laboratories. Versiti brings together outstanding minds with unparalleled experience in transfusion medicine, transplantation, stem cells and cellular therapies, oncology and genomics, diagnostic lab services, and medical and scientific expertise. This combination of skill and knowledge results in improved patient outcomes, higher quality services and reduced cost of care for hospitals, blood centers, hospital systems, research and educational institutions, and other health care providers. At Versiti, we are passionate about improving the lives of patients and helping our healthcare partners thrive.
Position Summary
The Manager, Talent Acquisition is a people leader and operational owner responsible for delivering consistent, high-quality recruiting outcomes through team leadership, workforce planning, and disciplined execution of Talent Acquisition (TA) standards. This role translates organizational hiring priorities into clear expectations, capacity plans, and measurable team results across a team of recruiters. This role reports to the Director, Talent Acquisition, and is accountable for team performance, capability development, process governance, and stakeholder partnership while advancing a Human-Centered Talent Acquisition approach that prioritizes dignity, transparency, and trust for candidates, hiring leaders, and recruiting team members. The Manager collaborates closely with Talent Acquisition Project and Program Managers to ensure initiatives, systems, and programs are successfully adopted and sustained.
Total Rewards Package
Compensation
The target salary is based on internal averages. Versiti sets salary ranges aligned to local markets in which the job is performed. Compensation decisions take into account internal salary averages and differentiation based on education, experience, skills, and performance. Specific salary and benefits information is shared at the time of the phone screening based on your location and qualifications.
Benefits
Versiti provides a comprehensive benefits package based on your job classification. Full-time regular employes are eligible for Medical, Dental, and Vision Plans, Paid Time Off (PTO) and Holidays, Short- and Long-term disability, life insurance, 7% match dollar for dollar 401(k), voluntary programs, discount programs, others.
Responsibilities
  • People Leadership & Talent Development -Lead, coach, and develop recruiters with a focus on psychological safety, clarity of expectations, and sustainable performance. -Set expectations aligned to TA Career Ladder and metrics to reinforce fair, consistent performance standards. -Conduct regular performance, feedback, and development conversations that support growth and accountability. -Model leadership behaviors that promote a culture of respect, trust, and learning.
  • Human-Centered Talent Acquisition Leadership -Ensure recruiting practices are transparent and respectful throughout the candidate lifecycle. -Champion candidate experience standards that balance efficiency with human connection. -Guide recruiters to apply judgment, empathy, and ethical decision making in complex or sensitive hiring situations. - Partner with TA Leadership to advance human centered hiring practices.
  • Recruiting Operations & Process Governance -Own TA operations and compliance within assigned scope. -Reinforce standards for intake quality, candidate experience, communication, and documentation. -Ensure adoption of ATS, CRM, and TA systems while minimizing friction for recruiters and candidates. -Serve as escalation point rather than primary requisition owner.
  • TA Project & Program Collaboration -Partner with TA Project & Program Manager on system and process implementations, representing recruiter and candidate perspectives. -Collaborate with TA Project & Program Manager to operationalize and sustain enterprise TA programs. -Reinforce behavior change adoption and consistent execution across the recruiting team.
  • Workforce Planning & Capacity Management -Partner with service line leaders to forecast hiring demand and prioritize work based on business impact and candidate experience. -Translate demand into capacity and workload plans that support quality and sustainability. -Proactively manage delivery risk and prioritization of competing priorities.
  • Metrics, Reporting & Continuous Improvement -Own team level recruiting metrics and reporting. -Analyze trends and guide improvements in quality, efficiency, and experience. -Partner with TA leadership to measure human and business impact of initiatives.
  • Stakeholder Partnership -Serve as trusted TA advisor to hiring and service line leaders. -Set expectations and reinforce shared partnership and accountability.
  • Performs other duties as required or assigned which are reasonably within the scope of the duties in this job classification
  • Understands and performs in accordance with all applicable regulatory and compliance requirements
  • Complies with all standard operating policies and procedures

Qualifications
Education
  • Bachelor's Degree in Human Resources, Business or related field required

Experience
  • Minimum of 5 years progressive Talent Acquisition experience required
  • 5 years of people leadership experience preferred
  • Project management, system integration and implementation experience preferred
  • Experience leading recruiting operations and working in matrixed environments preferred
  • Experience in Healthcare, highly regulated or related field preferred

Knowledge, Skills and Abilities
  • Strong communication skills, stakeholder management, and sound judgement skills; ability to communicate professionally and effectively to all levels of the organization (written, verbal, and presentations) required
  • Demonstrated people leadership skills grounded in empathy, fairness and accountability. required
  • Data informed decision making with attention to human and business outcomes. required
  • Strong understanding of recruiting: recruitment principles, compensation, HRIS, operations and compliance. required
  • Strong customer service focus with ability to determine customer needs and respond appropriately. required
  • Strong organizational, analytical, and interpersonal skills and exceptional attention to detail. required
  • Ability to work independently, with sound problem solving, prioritization, and critical thinking skills. required
  • Ability to maintain a high level of confidentiality. required

Licenses and Certifications
  • PHR or SHRM-CP preferred
  • AIRS certifications (CASR,RLC, etc.) preferred

Tools and Technology
  • Personal Computer (desktop, laptop, tablet). required
  • General office equipment (phone, printer, fax, copy machine). required
  • Microsoft Suite (Word, Excel, PowerPoint, Outlook). required
  • Ceridian/HRIS experience preferred. preferred
  • iCIMS/ATS experience preferred. preferred
  • TA System experience (Candidate Relationship Management, Candidate Assessment, etc.) preferred

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