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Workforce Development Manager Jobs in Madison, WI

Trans Ova Genetics

Sr. People Analyst

Madison, WI

$88.70K - $117.40K/yr

This role will drive workforce insights, develop predictive analytics capabilities for strategic ... Manage the development and evolution of the URUS People dashboard and reporting framework, ensuring ...

AgSource

Sr. People Analyst

Madison, WI

$87.70K - $116.10K/yr

This role will drive workforce insights, develop predictive analytics capabilities for strategic ... Manage the development and evolution of the URUS People dashboard and reporting framework, ensuring ...

Urus

Sr. People Analyst

Madison, WI

$87.70K - $116.10K/yr

This role will drive workforce insights, develop predictive analytics capabilities for strategic ... Manage the development and evolution of the URUS People dashboard and reporting framework, ensuring ...

Farm Systems

Sr. People Analyst

Madison, WI

$87.70K - $116.10K/yr

This role will drive workforce insights, develop predictive analytics capabilities for strategic ... Manage the development and evolution of the URUS People dashboard and reporting framework, ensuring ...

Edgerton Care Center

Dietary Manager

Edgerton, WI

$20 - $29/hr

Manages the selection, training, development and performance of assigned staff to retain a motivated, professional workforce for Wisconsin Illinois Senior Housing Inc. Plans, coordinates and conducts ...

State of Wisconsin

Grants Specialist-Adv

Madison, WI · On-site +1

$34 - $40/hr

The Department of Workforce Development (DWD) offers interesting and meaningful work with an ... Manage grant schedules, reporting processes, contracts, and compliance requirements for a grant ...

New

State of Wisconsin

Mailroom Program Supervisor

Madison, WI · On-site +1

$68.64K - $81.54K/yr

The Department of Workforce Development (DWD) offers interesting and meaningful work with an ... This position also acts as the Fleet Manager for the Department. To learn more, please review the ...

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Workforce Development Manager information

See Madison, WI salary details

$11.1K

$81.3K

$158.7K

How much do workforce development manager jobs pay per year?

As of May 30, 2026, the average yearly pay for workforce development manager in Madison, WI is $81,259.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,400.00 and $105,800.00 per year, depending on experience, location, and employer.

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

To thrive as a Workforce Development Manager, you need expertise in program management, workforce planning, and labor market analysis, typically supported by a degree in human resources, business, or a related field. Familiarity with workforce analytics platforms, learning management systems (LMS), and industry certifications like SHRM-CP or CPLP is often expected. Exceptional communication, stakeholder engagement, and strategic thinking are critical soft skills that set top performers apart. These skills are essential for designing effective workforce initiatives, aligning talent strategies with organizational goals, and fostering strong partnerships within the community.

How does a Workforce Development Manager typically collaborate with local businesses and training institutions to align workforce initiatives?

A Workforce Development Manager regularly engages with local employers, industry groups, and educational institutions to understand current labor market needs and develop targeted training programs. This collaboration often involves organizing roundtable discussions, conducting needs assessments, and forming partnerships to create internships or apprenticeships. By maintaining open communication channels and building strong relationships, the manager ensures that workforce initiatives are responsive to both employer demands and job seeker skill development, ultimately bridging the gap between training and employment opportunities.

What does a Workforce Development Manager do?

A Workforce Development Manager is responsible for designing, implementing, and overseeing programs that help individuals develop the skills needed to succeed in the workforce. They collaborate with employers, educational institutions, and community organizations to identify skill gaps and create training initiatives. Their primary goal is to improve employment outcomes and ensure that the workforce meets the evolving needs of local industries. This role often involves managing budgets, evaluating program effectiveness, and staying updated on labor market trends.

What is the difference between Workforce Development Manager vs Career Counselor?

AspectWorkforce Development ManagerCareer Counselor
Required CredentialsBachelor's degree in human resources, social sciences, or related field; often certifications in workforce developmentBachelor's degree in counseling, psychology, or related field; certifications in career counseling
Work EnvironmentGovernment agencies, non-profits, educational institutions, corporate training programsEducational institutions, career centers, private practice, non-profits
Employer & Industry UsageUsed by organizations focusing on workforce training, employment services, and economic developmentCommonly employed by schools, colleges, and private career counseling services

While both roles focus on employment and career development, a Workforce Development Manager oversees programs that improve workforce skills at an organizational or community level, whereas a Career Counselor provides personalized guidance to individuals seeking career advice. The roles often overlap in credentials and work environments but differ in scope and target audience.

What are the most commonly searched types of Workforce Development jobs in Madison, WI? The most popular types of Workforce Development jobs in Madison, WI are:
What job categories do people searching Workforce Development Manager jobs in Madison, WI look for? The top searched job categories for Workforce Development Manager jobs in Madison, WI are:
What cities near Madison, WI are hiring for Workforce Development Manager jobs? Cities near Madison, WI with the most Workforce Development Manager job openings:
Workforce Development Manager jobs near you
Infographic showing various Workforce Development Manager job openings in Madison, WI as of May 2026, with employment types broken down into 52% Full Time, 44% Part Time, and 4% Contract. Highlights an 94% Physical, 4% Hybrid, and 2% Remote job distribution, with an average salary of $81,259 per year, or $39.1 per hour.
Sr. People Analyst

Sr. People Analyst

Trans Ova Genetics

Madison, WI

$88.70K - $117.40K/yr

Full-time

Posted 15 days ago

Job description

The Sr. HR Analyst will lead the execution of URUS' global people data and analytics strategy to empower better decisions about our people, culture, and organization. This role will drive workforce insights, develop predictive analytics capabilities for strategic workforce planning, and provide intuitive data visualizations for executive leaders to access and interpret independently for informed decision-making. In URUS' matrixed and data-based business, this role will play a critical role in strengthening our HR operations, talent foundation, and future readiness. 

This role is preferably based in Madison, WI with expectations for occasional travel to the US and global retail countries.  

Primary Responsibilities 

  1. Analytics Strategy and Reporting 

  • Serve as the thought leader for workforce analytics, ensuring People strategies are grounded in data and financial impact and execute analytics initiatives to support the global People strategy. 

  • Serve as the strategic advisor to the SVP of People and the executive team on workforce trends and insights 

  • Develop and maintain predictive models for turnover, talent gaps, and workforce cost projections, proactively identifying trends and anomalies in workforce metrics. Partner with People leaders to interpret insights and design targeted interventions that address root causes rather than surface symptoms. 

  • Translate business questions into analytical frameworks that inform decisions about talent acquisition, workforce planning, workforce development, compensation, employee engagement, performance, and retention. 

  • Drive the evolution of People analytics from descriptive reporting to diagnostic, predictive, and prescriptive insights that inform decision making. 

  • Transform HR Operations data into clear, actionable insights, ensuring outputs such as engagement results, training metrics, and workforce trends are delivered in engaging, business ready formats as opposed to raw spreadsheets. 

  1. Workforce Planning and Data Integration 

  • Own the workforce planning process and deliver scenario-based recommendations that influence enterprise decisions on hiring, retention, talent allocation, succession planning, cost optimization, and organizational agility 

  • Ensure data integrity and consistency across analytics platforms by partnering with HRIS and system owners and develop governance processes that enable accurate reporting and actionable insights for workforce decisions. 

  • Understand and optimize data flows among People, Finance, and operational systems to enable seamless integration. 

  • Partner with Financial Planning & Analysis (FP&A) team to analyze workforce scenarios and visualize financial impacts for informed decision-making. 

  • Strong HR technology acumen, including configuration concepts, integrations, data structures, and testing practices 

  1. People Data, Metrics, and Insights 

  • Manage the development and evolution of the URUS People dashboard and reporting framework, ensuring global consistency and data integrity 

  • Enable data-driven decision-making by defining, collecting, validating, and reporting data across regions and systems, and by creating visualizations that translate goals to insights 

  • Deliver actionable insights and recommendations to executive leaders through dashboards, scorecards, and analytical models that highlight workforce risks and opportunities, including turnover, mobility, DEI, and engagement. 

  • Collaborate with People, Finance, and Operations leaders to influence decision-making with data-backed insights and real-time visualization tools (e.g., Power BI). 

  • Prepare analysis and materials for executives for audits, reviews, M&A, and strategic planning cycles. 

  1. HR Process Optimization and AI Enablement 

  • Analyze core HR processes, (recruitment, onboarding, performance management, compensation, employee data management) to identify inefficiencies, gaps, and opportunities for improvement. 

  • Recommend and support automation and system enhancements across HRIS and connected tools to streamline workflows, reduce manual effort, and improve data accuracy. 

  • Identify and evaluate use cases for AI and advanced analytics that can accelerate insights, automate repetitive tasks, and enhance decision-making across the People function. 

  • Lead pilot initiatives for process automation and AI enabled tools, partnering with People, Digital, and business stakeholders to test solutions, validate impact, and scale successful innovations. 

  • Support AI-enabled reporting and dashboard development, ensuring tools are aligned with business needs and integrated into existing workforce planning and engagement processes. 

  1. Data Governance and Infrastructure 

  • Adhere to the governance of people data systems, partnering with Digital and HRIS product ownership and analyst teams. 

  • Support and ensure data integrity, security, privacy, and ethical use of workforce data. 

  • Champion standards and best practices in how people data is collected, stored, and used. 
     

  1. Enablement and Capability Building 

  • Upskill Regional People Directors and People Business Partners in data fluency and self-service tools. 

  • Promote a culture of curiosity, experimentation, and insight within the People team. 

 
EXPERIENCE REQUIREMENTS: 

Required 

  • Bachelor's Degree 

  • 10+ years understanding HR strategy and operations and experience in people analytics, workforce data, HR Generalist, and Business partner roles. 

  • Technical experience and expertise in data visualization and analytics tools such as Power BI and Tableau, and strong proficiency in Microsoft Excel for advanced reporting and modeling. 

  • Administer or oversee HRIS/HR tools for accuracy, data integrity, and compliance; troubleshoot issues and coordinate enhancements or new functionality. Configure or define requirements for advanced reports and analytics within HR systems (e.g., Workday, SAP, Oracle) and BI tools. 

  • Demonstrated experience embedding AI and automation into HR analytics workflows, including using AI enabled tools to surface insights, streamline reporting, and optimize HR Operations processes (e.g., engagement surveys, training analytics, workforce planning). Experience leveraging AI agents or automation tools to reduce manual work and improve data delivery to the business. 

  • Demonstrated experience translating business and people strategy into system and reporting requirements and delivering solutions endtoend. 

  • Demonstrated experience with implementing an HR system as an SME. 

  • Own HR data governance standards, including data definitions, quality checks, access controls, and compliance with privacy and employment regulations 

  • Proven ability to lead data-driven projects that influence executive decision-making. 

  • Experience working in a global organization with global datasets and formatting. 

  • Experience and willingness to work under tight timelines and occasionally outside of work hours. 

  • Experience working with executive leadership to provide data and insights 

Preferred 

  • Experience in agriculture, life sciences, or a data-driven industrial environment. 

  • Understanding of GDPR, data ethics, and analytics best practices. 

  • Background in data science, business analytics, or applied statistics. 

  • Working with matrix teams 
     

 
INTERPERSONAL SKILLS & COMPETENCIES: 

  • Expertise in data visualization and analytics tools such as Power BI or Tableau and strong proficiency in Microsoft Excel for advanced reporting and modeling. 

  • Ability to translate workforce scenarios into financial impact models to guide executive decisions on cost, productivity, and ROI of talent investments. 

  • Demonstrated ability to connect workforce analytics to business outcomes and profitability 

  • Strong statistical, analytical, and data storytelling visualization skills. 

  • Ability to ask the right questions and probe deeply to clarify underlying business needs, ensuring analytics solutions solve the core problem. 

  • Ability to map complex processes and uncover system dependencies to learn who is involved, where data resides, and how workflows impact efficiency and data integrity. 

  • Ability to navigate and influence in a matrixed, global, and science-focused organization.

  • Excellent financial acumen skills. 

  • Excellent stakeholder management and communication skills, with ability to present insights to non-technical stakeholders 

  • Highly confidential with information and privacy. 

As a holding company with cooperative and private ownership, URUS is a family of businesses at the heart of the dairy and beef industry - Alta Genetics, GENEX, Genetics Australia, Leachman Cattle, Jetstream, PEAK, SCCL, Trans Ova Genetics and VAS.  Each organization has its unique identity, products, and services. These companies work globally to provide cutting-edge dairy and beef genetics, customized reproductive services to maximize conceptions, dairy management information to take producers to the frontline of progressive dairy farming, and an array of products and services to help bovines reach their full genetic potential. URUS has 9 brands in 17 retail countries and employs nearly 2,800 people globally.


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