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Talent Development Jobs in Milwaukee, WI (NOW HIRING)

Johnson Controls

Talent Partner

Milwaukee, WI · On-site

E) Leadership pipeline and development integration Partner with enterprise leadership development ... G) Talent insights, measurement, and continuous improvement Define the key metrics and leading ...

Continental

Talent Strategy Partner

Menomonee Falls, WI · On-site

$105K - $120K/yr

This is a developmental, high-impact role for an HR professional who is equally comfortable in strategic conversations with leaders and in the operational work of designing and running talent ...

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Talent Development information

See Milwaukee, WI salary details

$58.6K

$95.2K

$134K

How much do talent development jobs pay per year?

As of Jul 26, 2026, the average yearly pay for talent development in Milwaukee, WI is $95,224.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,200.00 and $106,400.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in the Talent Development position, and why are they important?

To thrive in Talent Development, you need expertise in training and development strategies, instructional design, and often a background in human resources or organizational psychology. Familiarity with learning management systems (LMS), e-learning platforms, assessment tools, and certifications like CPTD (Certified Professional in Talent Development) are highly valued. Outstanding communication, facilitation skills, and the ability to build strong stakeholder relationships set candidates apart. These competencies enable talent development professionals to craft effective learning solutions, drive employee engagement, and align workforce capabilities with business goals.

What is a Talent Development job?

A Talent Development job focuses on improving employees' skills, knowledge, and career growth within an organization. Professionals in this role design and implement training programs, leadership development initiatives, and career progression strategies. Their goal is to enhance employee performance, engagement, and retention while aligning workforce capabilities with business objectives. This role often involves collaboration with HR, learning and development teams, and company leadership.

What jobs make $1,000,000 a year?

In talent development, high-level executive roles such as Chief Learning Officers or Chief Talent Officers can earn close to or exceeding $1 million annually, especially in large corporations. These positions require extensive experience, strategic leadership skills, and often involve overseeing large teams and budgets. Most other roles in talent development typically have lower salary ranges, with top executives being the primary earners at this level.

What is a talent development job?

A talent development job involves designing and implementing programs to improve employees' skills, knowledge, and performance within an organization. It often includes activities such as training, coaching, and leadership development, requiring strong communication and organizational skills. Professionals in this field may use tools like learning management systems and pursue certifications like CPLP or SHRM-CP.

What do talent developers do?

Talent developers are professionals responsible for designing and implementing training programs, coaching, and development initiatives to enhance employees' skills and performance. They analyze organizational needs, create learning strategies, and often use tools like Learning Management Systems (LMS) to support workforce growth. Their goal is to improve employee engagement and ensure the organization has the talent needed for future success.

What are typical responsibilities for someone working in Talent Development?

Professionals in Talent Development are usually responsible for designing and delivering training programs, assessing employee learning needs, and measuring the effectiveness of development initiatives. They often collaborate closely with managers, subject matter experts, and HR teams to ensure learning strategies are aligned with organizational objectives. In addition to facilitating workshops and coaching sessions, they may also oversee onboarding processes or leadership development programs. The role involves a mix of strategic planning, program management, and hands-on instruction, making every week varied and rewarding for those passionate about helping others grow.

What jobs pay 4000 a week without a degree?

In talent development, high-paying roles such as corporate trainers, executive coaches, or specialized consultants can sometimes reach or exceed $4,000 weekly, especially with experience and certifications. These roles often require strong communication skills, industry knowledge, and sometimes self-employment or freelance work, which can offer higher income potential without a formal degree.
What are the most commonly searched types of Talent Development jobs in Milwaukee, WI? The most popular types of Talent Development jobs in Milwaukee, WI are:
What are popular job titles related to Talent Development jobs in Milwaukee, WI? For Talent Development jobs in Milwaukee, WI, the most frequently searched job titles are:
What job categories do people searching Talent Development jobs in Milwaukee, WI look for? The top searched job categories for Talent Development jobs in Milwaukee, WI are:
What cities near Milwaukee, WI are hiring for Talent Development jobs? Cities near Milwaukee, WI with the most Talent Development job openings:
Talent Development jobs near you
Infographic showing various Talent Development job openings in Milwaukee, WI as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $95,224 per year, or $45.8 per hour.
Talent Development Manager

Talent Development Manager

Global Power Components

Milwaukee, WI • On-site

Full-time

Posted 11 days ago

Global Power Components rating

7.8

Company rating: 7.8 out of 10

Based on 13 frontline employees who took The Breakroom Quiz

206th of 485 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.

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