Senior Manager People Development

TDS Telecom•Madison, WI

4d•$114,300 - $185,800•Remote

About The Position

At TDS Telecom, connecting people is at the heart of everything we do. We are forward thinkers who leverage cutting-edge fiber internet technology to strengthen communities. We are dedicated to excellence, which drives us to succeed together, creating a better world through meaningful connections. Ready to make an impact? As a Senior Manager-People Development, you’ll lead enterprise-wide talent and leadership development strategy, designing and delivering integrated learning programs that build leadership capability, strengthen associate development, and align with business priorities. You will also oversee scalable, cost-effective learning solutions, vendor partnerships, and resource management to ensure measurable impact. The Manager-People Development will also drive key initiatives including competency frameworks, career pathing, and succession planning, while equipping leaders with effective coaching and development tools. You will also partner with business leaders to identify skill gaps and implement practical, results-driven solutions. Finally, you will establish a modern, data-driven ecosystem that enhances performance, engagement, and organizational readiness while fostering a strong culture of continuous learning and accountability. This position has the ability to work remotely in any of the 40+ States in which TDS Telecom operates. This position can be hired at either a Manager-People Development or Senior Manager-People Development Manager depending on the skills and qualifications of the candidate. Different job postings exist for each of these positions. Please reference each job posting for the minimum qualifications required for each role and submit an application for each level that you are both interested and qualified for.

Requirements

Bachelors degree (or higher) -OR- 4+ years professional work experience.
6+ years’ experience leading training or talent development initiatives and/or talent and performance management coaching and development.
4+ years experience with talent review and succession planning programs.
4+ years in a supervisory role or in a significant coaching or mentoring role.

Nice To Haves

Expertise in organizational development, change management, performance management, and adult learning principles.
Strong program design skills.
Experience delivering learning across multiple modalities (classroom, virtual, e-learning, blended, video).
Project management experience.
Ability to interact and influence all levels of the organization, including executive leadership.
Proven experience building relationships across HR and business teams.
Strong problem-solving skills.
Strategic thinker with the ability to develop, communicate, and execute a clear people development vision.

Responsibilities

Lead and execute People Leadership's enterprise learning and development (L&D) strategy.
Partner with executives and business leaders to align development initiatives with organizational priorities and growth goals.
Champion a culture of continuous learning.
Establish capability frameworks, succession planning, and internal mobility pathways. Tie to the L&D strategy and identify gaps.
Monitor industry trends and apply leadership and workforce development best practices.
Design and deliver leadership development programs aligned to strategic business imperatives.
Define career paths and implement supporting training, coaching, and experiential learning.
Identify leader skill gaps and implement targeted learning solutions.
Develop leadership tools, job aids, and training resources.
Partner with HR Business Partners and stakeholders to assess needs.
Create and implement scalable, cost-effective development programs.
Provide operational leadership to the team, including: Develop enterprise-wide curricula, toolkits, and job aids.
Manage external vendors and learning platforms.
Develop and mentor People Development team leaders and members.
Ensure team leaders have necessary resources and support.
Establish program success metrics and reporting.
Prioritize and oversee large-scale L&D projects.
Develop and manage the people development budget.
Lead the resolution of high impact escalations, risks, and issues.
Manage and optimize the Learning Management System (LMS).