People Relations & Enablement Training & Development Manager

Job not on LinkedIn

🕒 July 14

🏈 Alabama, Alaska, +31 more states – Remote

🏈 Alabama – Remote 🐻 Alaska – Remote 🌵 Arizona – Remote 🐊 Florida – Remote 🥔 Idaho – Remote 🌽 Illinois – Remote 🌾 Iowa – Remote 🌪️ Kansas – Remote 🐎 Kentucky – Remote ⚜️ Louisiana – Remote 🦞 Maine – Remote 🦬 Montana – Remote 🌾 Nebraska – Remote 🎰 Nevada – Remote 🗻 New Hampshire – Remote 🌶️ New Mexico – Remote 🌲 North Carolina – Remote 🌾 North Dakota – Remote 🏈 Ohio – Remote 🌪️ Oklahoma – Remote 🚗 Michigan – Remote 🎸 Mississippi – Remote 🏰 Missouri – Remote 🔔 Pennsylvania – Remote 🌴 South Carolina – Remote 🗿 South Dakota – Remote 🎸 Tennessee – Remote 🤠 Texas – Remote ⛷️ Utah – Remote ⚔️ Virginia – Remote ⛰️ West Virginia – Remote 🧀 Wisconsin – Remote 🦬 Wyoming – Remote

💵 $47.5k - $71.3k / year

⏰ Full Time

🟡 Mid-level

🟠 Senior

💰 Account Manager

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Advocate Aurora Health

WebsiteLinkedInAll Job Openings

10,000+ employees

🏥 Healthcare

⚕️ Healthcare Insurance

💰 $10.2M Grant on 2019-08

Healthcare • Healthcare Insurance

Advocate Aurora Health is a leading healthcare organization that operates across various regions including Central Chicagoland, Central Wisconsin, Greater Milwaukee, and more. With a diverse range of career areas such as advanced practice clinicians, behavioral health, nursing, and more, Advocate Aurora Health is committed to helping people live well. The organization offers numerous benefits and opportunities for career advancement, fostering an environment where individuals can thrive and innovate in the healthcare sector. Advocate Aurora Health prioritizes the safety of its candidates and maintains a robust recruitment process to protect sensitive information.

📋 Description

• Design a cohesive, enterprise-wide training strategy aligned to the People Relations & Enablement operating model • Prioritize training initiatives based on risk, impact, and organizational needs • Ensure alignment with governance standards, investigative protocols, and policy intent • Establish a multiyear roadmap that evolves with the organization • Convert policies, procedures, and investigative standards into clear, practice-based learning experiences • Ensure training emphasizes application, judgment, and real-world decision-making • Reduce ambiguity by reinforcing expectations, roles, and escalation pathways • Partner with Policy Lifecycle & Alignment to ensure fidelity to policy intent • Design targeted training to strengthen leader confidence and capability in addressing people-related issues • Equip leaders with tools to identify concerns early and respond appropriately • Reinforce consistent, fair, and respectful management practices • Support leaders in navigating complex, sensitive, or high-risk situations • Develop a mix of delivery methods, including digital, live, and blended learning, to support enterprise scale • Ensure training is accessible, inclusive, and tailored to different leader and teammate audiences • Leverage technology platforms to support consistent delivery and tracking • Balance standardization with flexibility for role-specific needs • Collaborate with Investigative Protocols & Compliance, Policy Lifecycle & Alignment, and Intake teams • Incorporate legal, compliance, and risk perspectives where appropriate • Engage PCBPs and operational leaders to ensure training relevance • Align training efforts with broader organizational learning initiatives • Establish metrics to assess training participation, comprehension, and application • Gather feedback from leaders and teammates to improve content and delivery • Monitor trends to identify gaps in understanding or capability • Use insights to continuously refine and strengthen training offerings • Develop reinforcement tools such as job aids, playbooks, and reference guides • Support ongoing learning through refreshers and targeted interventions • Enable People Relations teams to coach leaders using consistent frameworks • Promote a culture of learning, accountability, and continuous improvement • Identify opportunities to modernize training content and delivery • Leverage insights, data, and emerging best practices to evolve learning approaches • Support prevention-focused strategies by strengthening early intervention skills • Contribute to enterprise efforts to improve consistency, trust, and culture

🎯 Requirements

• Bachelor’s degree or equivalent years of experience • Typically requires 5 years of progressive leadership or training and development experience • Experience across People Relations, Workforce Analytics, HR Business Partner, organizational development, or strategic advisory work • Ability to navigate complexity with agility and adaptability • Strong judgment, strategic thinking, and ability to scale impact • Ability to develop practical solutions that support consistency and enterprise alignment • Strong communication, influence, and relationship-building skills • Resilience and ability to manage stakeholders across a complex environment • Understanding of the external landscape and emerging trends that may influence People Relations, training, and workforce practices • Ability to translate complex policies, procedures, and standards into clear learning experiences

🏖️ Benefits

• Paid Time Off programs • Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability • Flexible Spending Accounts for eligible health care and dependent care expenses • Family benefits such as adoption assistance and paid parental leave • Defined contribution retirement plans with employer match and other financial wellness programs • Educational Assistance Program