Who We Are

WPS Health Solutions is a leading not-for-profit health insurer in Wisconsin. Our services offer health insurance plans for individuals, families, seniors, and group plans for small to large businesses. We process claims and provide customer service support for beneficiaries of the Medicare program and manage benefits for millions of active-duty and retired military personnel across the U.S. and abroad. In 2021, WPS Health Solutions celebrated 75 years of making health insurance easier for those we serve. Proud to be military and veteran ready.

Our Culture

WPS’ Performance-Based Culture is where the great work and innovations of our people are seen, fueled, and rewarded. We accomplish this by creating an inclusive, empowering employee experience, focusing on People, Work, and Conditions. This results in people bringing their authentic selves to work every day in an organization that successfully adapts to business changes and new opportunities. We are guided by our Purpose: Together, making health care easier for the people we serve.

In 2021, 2022, and 2023 WPS Health Solutions was recognized for several awards including:

• Madison, Wisconsin’s Top Workplaces
• Top Workplace national cultural excellence awards for Remote Work and Work-Life Flexibility
• Achievers 50 Most Engaged Workplaces® with the further honor of Achievers “Elite 8” winner in the category of Culture Alignment
• Disabled American Veterans (DAV) Patriot Employer

Role Snapshot

The Talent Development Director will lead a highly collaborative and creative team of professionals in setting and executing WPS’s training and development vision and strategy. This role is critical in supporting and advancing people and organizational development initiatives and programs across the organization which positively improve the employee experience.

This role develops vision and strategy around:

• People Development – Planning, development, delivery, and organization of professional development offerings (instructor led and self-paced) for employees at all stages in the employee life cycle.
• Leadership Development –Build new and/or reframe existing leadership offerings for all levels of leaders including development plans for new leaders.
• Organizational Development – Collaborate across organization to understand learning and development needs and key business drivers and then translating those into effective talent strategies and development programs.

Our Talent Development team is part of our People Centers of Expertise comprised of Benefits, Talent Acquisition, and Talent Development. Together with Business Partners, Compensation, Corporate Communications and Events, DEI, People Technology, and People Resource Center, we are the People Team at WPS.

How do I know this opportunity is right for me? If you:

• You are a thought leader and know how to mentor, grow, and engage teams.
• Have experience setting vision, direction, and priorities for a team.
• Excel at working cross functionally with teams to execute Learning and Development initiatives.
• Are an innovator who champions change and a growth mindset.
• Have experience driving culture change including achieving results working collaboratively across verticals (e.g., Business Partners, Diversity, Equity, & Inclusion, Recruiting)
• Communicate with confidence, clarity, and sound reasoning when discussing concerns, ideas, and suggestions with employees and all levels of leaders.

What will I gain from this role?

• Being part of a team that changes how we develop people!
• Working with a collaborative team that celebrates wins!
• Freedom to create programs with your discretion based on the need and impact.
• The opportunity to work in a HR team that utilizes agile methodologies. Our success embedding agile into HR operations has resulted in 2 published case studies by Gartner.
• Experience working in an environment that serves our nation’s military, veterans, Guard and Reserves and Medicare beneficiaries.

Minimum Qualifications

• Bachelor’s Degree in related field or equivalent post high school and/or related work experience.
• 5 or more years of related work and/or leadership experience.
• For remote positions, employees are required to meet remote worker requirements, including a designated workstation, a wired (Ethernet) connection to the network, and a minimum of 10Mbps downstream connection with at least 1Mbps upstream (can be checked at https://speedtest.net).

Preferred Qualifications

• 3 or more years of experience leading high performing Talent Development teams.
• Experience presenting in-person or virtually to small or large audiences.
• Experience building from scratch, scaling existing programs, as well as driving analysis and incremental process improvements.

Salary Range

$120,200 to $141,400

The base pay offered for this position may vary within the posted range based on your job-related knowledge, skills and experience.

Work Location

We are a remote first organization and offer remote work in the following approved states: Arizona, Colorado, Connecticut, Florida, Georgia, Illinois, Indiana, Iowa, Michigan, Minnesota, Missouri, Nebraska, Nevada, New Jersey, North Carolina, North Dakota, Ohio, South Carolina, South Dakota, Texas, Virginia, Wisconsin

We also offer options to work in the office and hybrid in Madison, Wisconsin if you prefer!

Benefits

• Performance bonus and/or merit increase opportunities
• 401(k) with dollar-per-dollar match up to 6% of salary (100% vested immediately)
• Competitive paid time off
• Health, dental insurance, Teladoc starts DAY 1
• Review additional benefits here

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)