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Talent Development Manager Jobs in Oconomowoc, WI

Gcu

University Development Manager

Milwaukee, WI · Remote

You excel at building strategy, fostering partnerships, developing talent, and creating a culture ... As a University Development Manager, you will drive territory growth, mentor team members, and ...

Socket.dev

Director of Talent

Milwaukee, WI · On-site

$120 - $170/hr

Expertise in employee relations, organizational development, and change management. * Working ... talent acquisition strategy and recruiting metrics sufficient to manage and hold a recruiting ...

Fabick Cat

Region Rental Manager

Butler, WI · On-site

People Development & Talent Management * Recruit, develop, coach, and retain top talent. * Conduct succession planning, performance management, and leadership development activities. * Build a ...

Socket.dev

General Manager

Milwaukee, WI · On-site

$120 - $190/hr

Team Leadership & Talent Development * Hire, train, and mentor department heads, supervisors, and ... Experience: 10+ years of management experience, with a track record of successfully managing sales ...

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Talent Development Manager information

See Oconomowoc, WI salary details

$59.6K

$96.8K

$136.2K

How much do talent development manager jobs pay per year?

As of Aug 28, 2026, the average yearly pay for talent development manager in Oconomowoc, WI is $96,803.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,600.00 and $108,200.00 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?

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.

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The top searched job categories for Talent Development Manager jobs in Oconomowoc, WI are:

What cities near Oconomowoc, WI are hiring for Talent Development Manager jobs?

Cities near Oconomowoc, WI with the most Talent Development Manager job openings:

Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Oconomowoc, WI as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 16% Part Time, and 2% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $96,803 per year, or $46.5 per hour.

Performance & Talent Development Supervisor

Milwaukee, WI • On-site

Dr. Howard Fuller Collegiate Academy
Elementary and Secondary Schools • 11 - 50 employees
Learn more about Dr. Howard Fuller Collegiate Academyexternal

Full-time

Re-posted 9 days ago

Job description

Description
The Performance & Talent Development Supervisor is a district-level Human Resources leader responsible for designing, implementing, evaluating, and continuously improving comprehensive systems that support employee performance, professional learning, leadership development, talent advancement, and long-term workforce sustainability across Howard Fuller Collegiate Academy.
This position partners closely with Human Resources, school leaders, department leaders, and external organizations to ensure all employees receive meaningful onboarding, professional development, coaching, and growth opportunities while strengthening internal talent pipelines and organizational capacity. The supervisor oversees employee development, performance systems, onboarding, licensure and credentialing compliance, strategic partnerships, and workforce development initiatives that align with HFCA's mission, strategic priorities, and organizational goals.
The Performance & Talent Development Supervisor fosters a culture of continuous improvement, accountability, innovation, and lifelong learning while ensuring employees have the knowledge, skills, and support necessary to be successful in their current roles and prepared for future opportunities within the organization.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Professional Learning & Employee Development
  • Develop and implement a comprehensive professional learning strategy aligned to organizational priorities.
  • Establish annual learning and development goals aligned with HFCA strategic initiatives and KPIs.
  • Coordinate organization-wide professional learning calendars.
  • Design differentiated learning experiences for instructional staff, operations staff, school leaders, and central office employees.
  • Coordinate new employee onboarding and ongoing professional learning experiences.
  • Develop job-aligned learning pathways that strengthen employee effectiveness and support career advancement.
  • Evaluate the effectiveness of professional learning and recommend improvements based on employee feedback and organizational data.
Performance Management & Leadership Development
  • Lead the implementation and continuous improvement of employee performance management systems.
  • Coordinate employee evaluation processes in partnership with organizational leaders.
  • Support managers and supervisors in coaching employees, providing feedback, and developing performance improvement strategies.
  • Partner with leaders to identify professional growth opportunities for employees.
  • Develop leadership development opportunities for aspiring and current managers.
  • Build systems that strengthen employee engagement, retention, and internal mobility.
  • Serve as a member of the Regional Leadership Team.
Talent Pipeline & Partnership Development
  • Build and maintain strategic relationships with colleges, universities, certification providers, workforce development agencies, and professional organizations.
  • Develop and expand workforce pipeline initiatives, including internships, student teaching placements, residency programs, apprenticeships, and alternative certification pathways.
  • Establish and manage partnership agreements (MOUs) that support recruitment, workforce development, and employee advancement.
  • Collaborate with leaders to identify future workforce needs and proactively develop internal and external talent pipelines.
  • Represent HFCA at recruitment events, career fairs, networking opportunities, and partnership meetings.
  • Monitor workforce pipeline data and recommend strategies that strengthen recruitment and long-term staffing sustainability.
Employee Growth & Credential Support
  • Design systems that support employee onboarding, career progression, and long-term retention.
  • Oversee educator licensure, certification, and credential compliance while supporting employees in meeting required milestones.
  • Develop advancement pathways for Educational Assistants, paraprofessionals, operations staff, and other school-based employees interested in transitioning into instructional or leadership positions.
  • Partner with colleges, universities, and certification providers to increase access to degree completion, certification, and credentialing opportunities.
  • Maintain systems that monitor required licenses, certifications, credentials, and compliance requirements across applicable employee groups.
  • Ensure employees receive role-specific training that supports effectiveness, compliance, and professional growth.
  • Strengthen the organization's internal talent pipeline by identifying and developing high-potential employees.
Coaching & Organizational Learning
  • Design and deliver engaging professional learning experiences grounded in adult learning principles and best practices.
  • Facilitate workshops, seminars, webinars, leadership development sessions, and coaching opportunities that build employee knowledge and effectiveness.
  • Develop and manage self-paced, blended, and job-embedded learning opportunities to support continuous professional growth.
  • Partner with managers and school leaders to strengthen coaching practices, build leadership capacity, and develop high-performing teams.
  • Coordinate Employee Learning Cohorts, mentoring, peer learning opportunities, and cross-functional collaboration that promote knowledge sharing, continuous improvement, and organizational effectiveness.
  • Promote evidence-based instructional and operational best practices by supporting the implementation of organizational frameworks, initiatives, and continuous improvement strategies.
  • Collaborate with school and department leaders to support the implementation of instructional, operational, and organizational priorities that improve employee performance and student outcomes.
  • Lead organization-wide improvement initiatives by aligning professional learning, coaching, and employee development with the organization's strategic goals.
  • Foster a culture of feedback, reflection, innovation, and continuous learning that empowers employees to grow professionally, improve performance, and advance within the organization.
Data Analysis & Continuous Improvement
  • Evaluate the effectiveness of employee development initiatives using quantitative and qualitative data.
  • Monitor employee performance, onboarding, retention, promotion, and development metrics.
  • Develop reports measuring organizational learning outcomes and return on investment.
  • Recommend improvements to organizational systems based on performance trends and workforce data.
  • Support strategic workforce planning through data-informed decision making.
Budget & Resource Management
  • Develop and manage annual professional learning and employee development budgets.
  • Monitor expenditures and ensure responsible stewardship of organizational resources.
  • Manage grant-funded professional learning initiatives.
  • Coordinate contracts with consultants, higher education partners, and external training providers.

Requirements
QUALIFICATIONS & REQUIREMENTS
Required Qualifications
  • Master's degree in Human Resources, Education, Organizational Leadership, or a related field (or an equivalent combination of education and relevant experience).
  • Demonstrated experience leading employee performance management, professional learning, talent development, workforce planning, or organizational development initiatives.
  • Strong knowledge of adult learning principles, leadership development, change management, and continuous improvement practices.
  • Working knowledge of employee performance management systems, talent development strategies, and workforce planning methodologies.
  • Knowledge of educator licensure and certification requirements, employee credential tracking, and regulatory compliance preferred.
  • Proven ability to build and sustain collaborative relationships with school leaders, higher education institutions, certification providers, community partners, and other key stakeholders.
  • Excellent project management and organizational skills with the ability to manage multiple priorities, meet deadlines, and execute complex initiatives simultaneously.
  • Exceptional written, verbal, facilitation, and presentation skills with the ability to communicate effectively across all levels of the organization.
  • Strong analytical and data-driven decision-making skills with experience interpreting workforce, performance, and professional learning data to drive continuous improvement.
  • Proficiency in Human Resource Information Systems (HRIS), Applicant Tracking Systems (ATS), Learning Management Systems (LMS), and other workforce management technologies.
  • Advanced proficiency in Google Workspace (Docs, Sheets, Slides, Drive) and Microsoft Office applications.
  • Demonstrated ability to think strategically while executing operational priorities in a fast-paced, evolving environment.
  • High level of professionalism, integrity, sound judgment, and discretion when handling confidential information.
  • Commitment to equity, employee development, and fostering a culture of continuous learning and organizational excellence.
  • Reliable attendance, punctuality, and the flexibility to support occasional evening or weekend organizational events.
Physical Requirements
  • Ability to sit and work at a computer for extended periods of time
  • Ability to move between campuses and attend in-person meetings or events as needed
  • Ability to facilitate presentations and participate in recruiting events (career fairs, onboarding sessions, etc.)
  • Occasional lifting of materials up to 15-20 pounds (e.g., event supplies, recruitment materials)
  • Ability to work occasional evenings or weekends for recruiting events or organizational needs

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