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Talent Development Manager Jobs in Sheboygan, WI

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 ...

Kohler Co.

Sr. Manager - HR, Kallista

Kohler, WI

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

Kohler Co.

Sr. Manager - HR, Kallista

Kohler, WI · On-site

$135K - $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 ...

Robert Half

Human Resources (HR) Manager

Sheboygan, WI · On-site

$39.59 - $45.84/hr

... strengthen talent development efforts, and partner with leadership to create an organized and ... Responsibilities: • Manage complete payroll processing for approximately 100 employees, ensuring ...

Kohler Co.

Talent Acquisition Coordinator

Kohler, WI · On-site

$19.10 - $28.60/hr

This position manages requisition-related activities supporting our frontline associate population ... and development opportunities, a diverse and inclusive workplace, and a strong culture of ...

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Talent Development Manager information

See Sheboygan, WI salary details

$59.3K

$96.3K

$135.5K

How much do talent development manager jobs pay per year?

As of Jul 30, 2026, the average yearly pay for talent development manager in Sheboygan, WI is $96,319.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,200.00 and $107,600.00 per year, depending on experience, location, and employer.

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 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.

What does a talent development manager do?

A talent development manager is responsible for improving employee skills and performance through training programs, coaching, and career development initiatives. They analyze organizational needs, design learning strategies, and often use tools like Learning Management Systems (LMS) to support workforce growth. The role typically requires strong communication, leadership, and project management skills.

What month is the hardest to get a job?

For a Talent Development Manager, hiring tends to slow down during December and the holiday season due to company closures and budget cycles. January and summer months may also see fewer openings as organizations plan budgets and vacations, making these periods more challenging for job seekers. However, hiring can vary by industry and region, so staying proactive year-round is advisable.

What are the 3 C's of talent management?

The 3 C's of talent management are Competence, Commitment, and Culture. These elements help talent development managers ensure employees have the skills, motivation, and alignment with organizational values to perform effectively and grow within the company.

What are the 5 C's of talent?

The 5 C's of talent typically refer to Competence, Commitment, Character, Compatibility, and Contribution. These qualities are important for talent development managers when assessing and nurturing employees' potential and performance within an organization. Focusing on these areas helps ensure a well-rounded approach to talent management and leadership development.
More about Talent Development Manager jobs
What job categories do people searching Talent Development Manager jobs in Sheboygan, WI look for? The top searched job categories for Talent Development Manager jobs in Sheboygan, WI are:
What cities near Sheboygan, WI are hiring for Talent Development Manager jobs? Cities near Sheboygan, WI with the most Talent Development Manager job openings:
Talent Development Manager jobs near you
Infographic showing various Talent Development Manager job openings in Sheboygan, WI as of July 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, 3% Contract, and 1% Nights. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $96,319 per year, or $46.3 per hour.

HR Business Partner - Talent Development

Burger Boat Company

Manitowoc, WI • On-site

Full-time

Posted 21 days ago

Job description

POSITION SUMMARY:

The HR Business Partner (HRBP) – Talent Development is a strategic and hands-on role responsible for designing, implementing, and advancing talent development strategies that strengthen organizational capability, leadership effectiveness, and workforce performance. This role focuses on building leadership pipelines, enhancing employee skills, and driving organizational effectiveness through aligned learning and development initiatives.

The HRBP serves as a trusted advisor to leadership, translating business priorities into scalable development programs that support long-term growth, succession readiness, and employee engagement.

ESSENTIAL JOB FUNCTIONS:

Talent Development Strategy & Programs

  1. Design and deliver leadership development programs that strengthen leadership capability across the organization
  2. Develop and execute enterprise-wide learning strategies aligned with business goals and workforce needs
  3. Identify capability gaps and implement targeted development initiatives
  4. Oversee leadership, technical, and professional development programs
  5. Drive a culture of continuous learning

Organizational Effectiveness & Workforce Capability

  1. Partner with leadership to improve organizational performance through capability-building strategies
  2. Support workforce planning and organizational design initiatives
  3. Lead and support change management efforts
  4. Analyze workforce data and recommend solutions to improve performance

Leadership Development & Succession Planning

  1. Build and maintain succession plans for critical roles
  2. Strengthen leadership pipelines through targeted development programs
  3. Partner with leaders on high-potential development
  4. Coach leaders on leadership effectiveness and growth

Employee Engagement & Performance Enablement

  1. Develop programs to enhance engagement, capability, and performance
  2. Partner with leaders to interpret engagement data and implement action plans
  3. Promote a culture of feedback and accountability
  4. Support retention and employee experience initiatives

Business Partnership

  1. Act as a strategic partner aligning development strategies with business objectives
  2. Collaborate with HR Centers of Excellence and EHS
  3. Translate business needs into scalable development solutions
  4. Support cross-functional HR initiatives

KNOWLEDGE, SKILLS, AND ABILITIES:

  1. Strong expertise in leadership development and organizational effectiveness
  2. Ability to influence leaders and align with business priorities
  3. Data-driven mindset
  4. Strong communication and facilitation skills

EDUCATION:

Bachelor’s degree in Human Resources, Business Administration, or related field

EXPERIENCE:

  1. 5+ years of HR experience in talent development or organizational development
  2. Manufacturing or multi-site experience preferred

PHYSICAL REQUIREMENTS:

Sitting at desk in office environment for an extended period while working on a PC. The employee is occasionally required to stand, as well as walk, climb, and visit all company locations including all levels of boats during all phases of construction. Occasional light lifting is likely for moving and carrying boxes and records. Production area visits are frequent, but typically short in duration. The employee is occasionally exposed to fumes or airborne particles, and the noise level is usually moderate

GENERAL STATEMENT:

This description is a general summary of the position’s required skills and significant duties and responsibilities. It does not exclude other duties as assigned.


1st Shift Schedule around normal business hours of 7:30am - 4:00pm with some flexibility