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Talent Development Manager Jobs in Wisconsin (NOW HIRING)

Kohler Co.

Sr. Manager - HR, Kallista

Kohler, WI · On-site

Lead the talent review process, and formulation of associate development plans; identify critical ... Performance Management * Partner with functional leaders, people managers, training and talent ...

Curt G. Joa, Inc.

Technical Services Manager

Sheboygan Falls, WI · On-site

$119.90K - $120.50K/yr

Drive talent development initiatives within the Technical Services organization. * Ensures that the ... Manages time associated with projects including upfront time budget associated with our technician ...

Kohler Co.

Sr. Manager - HR, Kallista

Kohler, WI · On-site

$135.60K - $211K/yr

Sr. Manager - HR, Kallista Work Mode: Onsite Location: Onsite - Kohler, WI Opportunity Acting as ... Lead the talent review process, and formulation of associate development plans; identify critical ...

KerberRose S.C.

Tax Manager

Appleton, WI

$108.30K - $141.90K/yr

... talent development of team members. We are driven by the ideas and dedication of our talented ... Manage multiple clients, budgets and production goals. Requirements Qualifications: Bachelor ...

Ellsworth

Talent Acquisition Manager

Germantown, WI · Hybrid

... has a Talent Acquisition Manager opportunity. This role reports into our corporate headquarters ... Builds recruiting team capability through coaching, development, and performance support

KerberRose S.C.

Tax Manager

Appleton, WI · On-site

$108.30K - $141.90K/yr

... talent development of team members. We are driven by the ideas and dedication of our talented ... • Manage multiple clients, budgets and production goals. Requirements Qualifications: • ...

Highlight Technologies

Human Resources Coordinator

Madison, WI · Hybrid

$21.25 - $27.75/hr

The HR Coordinator will report to the Talent Development Manager, and support the Chief Human Resources Officer (CHRO), HR team, and key stakeholders to provide HR services in effort to achieve our ...

New

Highlight Technologies

Human Resources Coordinator

Madison, WI · On-site

$21.25 - $27.75/hr

The HR Coordinator will report to the Talent Development Manager, and support the Chief Human Resources Officer (CHRO), HR team, and key stakeholders to provide HR services in effort to achieve our ...

New

Highlight Technologies

Human Resources Coordinator

Madison, WI · On-site

$21.25 - $27.75/hr

The HR Coordinator will report to the Talent Development Manager, and support the Chief Human Resources Officer (CHRO), HR team, and key stakeholders to provide HR services in effort to achieve our ...

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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 May 29, 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 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.

What are the key skills and qualifications needed to thrive as a Talent Development Manager, and why are they important?

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 does a Talent Development Manager do?

A Talent Development Manager is responsible for designing, implementing, and overseeing programs that help employees grow professionally within an organization. They assess training needs, create development plans, and facilitate learning initiatives to improve employee skills, performance, and engagement. Their work ensures that the workforce is continuously developing and aligned with the company’s goals, often collaborating with HR and leadership to identify talent gaps and succession planning needs.

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.

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
Sr. Manager - HR, Kallista

Sr. Manager - HR, Kallista

Kohler Co.

Kohler, WI • On-site

Other

Posted 18 days ago

Job description

Location:Onsite - Kohler, WI 

Opportunity

Acting as the lead HR Business Partner, this position provides strategic consultation and coaching on talent and culture initiatives that contribute to the growth of the Kallista organization. Under the direction of the VP & General Manager, Kallista and the VP-HR, Kitchen & Bath, the Senior Human Resources Manager has the primary responsibility to provide strategic HR leadership to the leadership team and associates Kallista, as well as an enterprise minded thought partner. This position interfaces in all aspects of the business unit, its customers and especially its associates to ensure talent and culture strategies are aligned with strategic organizational priorities to drive business success.

Specific Responsibilities

HR Strategy

  • Partner with leadership to develop, execute, and drive talent strategies to ensure strategic workforce plans align with organizational requirements and capabilities.
  • Implement and deliver a Talent & Culture Strategy for their groups, which attract and retain key capabilities, and deliver an engaged associate group, who have a sense of belonging, while driving results through a culture of accountability and ownership.
  • Partners with leaders to drive organizational change management and communications, ensuring that we demonstrate a global mindset in our delivery of any change and that we consider employee engagement through any change.
  • Develop robust talent management plans to identify competency, knowledge, and talent gaps and develop specific programs to fill the identified gaps, and to develop high potential employees who drive growth within our wellness organization.
  • Partner with Kallista and Global Ops and Supply chain partners to effectively lead across the operations and supply chain organizations in Sheboygan and Bristol; this includes frequent travel to the locations

Talent Development / Employee Relations

  • Lead the talent review process, and formulation of associate development plans; identify critical positions and develop succession strategies for those positions. Recommend and implement developmental assignments for selected associates to ensure appropriate development of internal successors, and nurturing of high potential employees.
  • Coach leaders on individual talent needs including but not limited to, talent development and succession, performance needs, terminations, promotions, position creation, job content, job description, development and ACTs.
  • Act as a key partner in managing engagement surveys, analyzing results, and working with leadership to plan and implement initiatives that enhance business unit engagement.
  • Act as a liaison between associates and leadership when appropriate.

Performance Management

  • Partner with functional leaders, people managers, training and talent development resources to assess and drive continuous improvement in associate productivity and performance
  • Provide coaching and direction around development planning, effective utilization of the performance management system, consistency in application of performance ratings.
  • Ensure the business is effectively utilizing the performance review process and annual merit to link pay and performance and integrity of performance calibration.

Recruiting & Integration

  • Act as strategic partner with leaders and the talent acquisition function to ensure roles are scoped effectively, they meet the needs of the business plan, and the candidates identified ensure a strong talent pipeline for succession.
  • Ensuring onboarding and integration strategies are being utilized in the business that are aligned with the Enterprise onboarding/integration expectations and meet the needs of the talent within the organization.

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