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Learning Analytics Remote Jobs in Wisconsin (NOW HIRING)

CSAA

... learning and delivery. * Conducts or supervises market research, customer discovery, and ... Influences and aligns partners across product, business, design, engineering, analytics, and ...

CSAA

... learning and delivery. * Conducts or supervises market research, customer discovery, and ... Influences and aligns partners across product, business, design, engineering, analytics, and ...

CSAA

... learning and delivery. * Conducts or supervises market research, customer discovery, and ... Influences and aligns partners across product, business, design, engineering, analytics, and ...

CSAA

... learning and delivery. * Conducts or supervises market research, customer discovery, and ... Influences and aligns partners across product, business, design, engineering, analytics, and ...

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Learning Analytics Remote information

What is a Learning Analytics Remote job?

A Learning Analytics Remote job involves analyzing educational data to improve learning outcomes, all while working from a remote location. Professionals in this role use data analysis tools and techniques to track student engagement, performance, and behavior across digital learning platforms. They help educators and institutions make data-driven decisions to enhance teaching strategies and personalize learning experiences. Remote positions in this field offer flexibility and often require strong analytical, communication, and technical skills.

What are some common challenges faced by professionals in a remote learning analytics role, and how can they be addressed?

Professionals in remote learning analytics often encounter challenges such as ensuring clear communication with stakeholders across different time zones and maintaining data privacy when working with sensitive student information. Additionally, accessing and integrating data from various learning platforms can require strong technical skills and problem-solving abilities. Staying proactive with regular virtual check-ins, utilizing secure data management practices, and leveraging collaborative tools can help address these challenges and foster effective teamwork in a remote environment.

What are the key skills and qualifications needed to thrive as a Learning Analytics professional working remotely, and why are they important?

To excel as a Learning Analytics professional in a remote setting, you need strong analytical skills, a background in education or data science, and experience with quantitative and qualitative research methods. Familiarity with learning management systems (LMS), data visualization tools (like Tableau or Power BI), and programming languages such as Python or R is typically required. Excellent communication, time management, and self-motivation are vital soft skills for collaborating with distributed teams and stakeholders. These skills and qualities are essential for interpreting educational data, providing actionable insights, and driving continuous improvement in remote learning environments.
What are popular job titles related to Learning Analytics Remote jobs in Wisconsin? For Learning Analytics Remote jobs in Wisconsin, the most frequently searched job titles are:
What job categories do people searching Learning Analytics Remote jobs in Wisconsin look for? The top searched job categories for Learning Analytics Remote jobs in Wisconsin are:
Learning Analytics Remote jobs near you
Infographic showing various Learning Analytics Remote job openings in Wisconsin as of July 2026, with employment types broken down into 91% Full Time, 6% Part Time, and 3% Contract. Highlights an 83% Physical, 5% Hybrid, and 12% Remote job distribution.
People Relations & Enablement Training & Development Manager (Remote)

People Relations & Enablement Training & Development Manager (Remote)

Advocate Aurora Health

Milwaukee, WI • On-site, Remote

$47.50 - $71.25/hr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 15 days ago

Advocate Aurora Health rating

7.6

Company rating: 7.6 out of 10

Based on 772 frontline employees who took The Breakroom Quiz

189th of 888 rated healthcare providers

Job description

Department:
14211 Enterprise Corporate - People & Culture Teammate Relations
Status:
Full time
Benefits Eligible:
Yes
Hours Per Week:
40
Schedule Details/Additional Information:
Remote Role
Approved remote states: AL, AK, AR, AZ, DE, FL, GA, IA, ID, IL (ONLY Midwest), IN, LA, KS, KY, ME, MI, MO, MS, MT, NC, ND, NE, NH, NM, NV, OH, OK, PA, SC, SD, TN, TX, UT, VA, WI, WV, WY.
Pay Range:
$47.50 - $71.25
Join Us in Redefining Care
At Advocate Health, we're committed to helping people live well by delivering exceptional care with compassion, innovation, and expertise. We're seeking an experienced People Relations & Enablement Training & Development Leader to design and deliver enterprise learning strategies that help leaders, teammates, physicians, faculty, PCBPs, and People Relations & Enablement teams apply practices effectively, consistently, and confidently.
As a key member of the People Relations & Enablement team, you'll play a critical role in strengthening performance, culture, accountability, and consistency across the enterprise through thoughtful, scalable, and practice-based learning experiences.
About This Opportunity
This opportunity offers the chance to build and lead an enterprise-wide training strategy aligned to the People Relations & Enablement operating model. In this role, you will translate policies, procedures, investigative standards, and People Relations practices into clear, accessible, and practical learning experiences that support confident decision-making and consistent application across the organization.
You'll partner closely with People Relations, Policy Lifecycle & Alignment, Investigative Protocols & Compliance, Intake teams, PCBPs, legal, compliance, risk partners, and operational leaders to ensure training is relevant, aligned, and impactful.
What You'll Do
  • 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.

What You'll Bring
  • 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.
  • Strong capability in developing tools, resources, and learning solutions that support leader confidence and teammate experience.
Preferred
  • Master's degree.
  • Experience supporting People Relations, employee relations, compliance, investigations, workforce analytics, organizational development, or strategic advisory functions.
  • Experience designing enterprise-wide learning strategies in a complex, matrixed organization.
  • Experience developing blended learning solutions, job aids, playbooks, and scalable training resources.
  • Experience partnering with legal, compliance, risk, HR, and operational leaders.

Our Commitment to You:
Advocate Health offers a comprehensive suite of Total Rewards: benefits and well-being programs, competitive compensation, generous retirement offerings, programs that invest in your career development and so much more - so you can live fully at and away from work, including:
Compensation
  • Base compensation listed within the listed pay range based on factors such as qualifications, skills, relevant experience, and/or training
  • Premium pay such as shift, on call, and more based on a teammate's job
  • Incentive pay for select positions
  • Opportunity for annual increases based on performance

Benefits and more
  • 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

Note: Eligibility for programs listed above may depend on your FTE or status (e.g., full-time, part-time, per diem, temporary, etc.); please ask a Recruiter for more information during an interview.
About Advocate Health
Advocate Health is the third-largest nonprofit, integrated health system in the United States, created from the combination of Advocate Aurora Health and Atrium Health. Providing care under the names Advocate Health Care in Illinois; Atrium Health in the Carolinas, Georgia and Alabama; and Aurora Health Care in Wisconsin, Advocate Health is a national leader in clinical innovation, health outcomes, consumer experience and value-based care. Headquartered in Charlotte, North Carolina, Advocate Health services nearly 6 million patients and is engaged in hundreds of clinical trials and research studies, with Wake Forest University School of Medicine serving as the academic core of the enterprise. It is nationally recognized for its expertise in cardiology, neurosciences, oncology, pediatrics and rehabilitation, as well as organ transplants, burn treatments and specialized musculoskeletal programs. Advocate Health employs 155,000 teammates across 69 hospitals and over 1,000 care locations, and offers one of the nation's largest graduate medical education programs with over 2,000 residents and fellows across more than 200 programs. Committed to providing equitable care for all, Advocate Health provides more than $6 billion in annual community benefits.

What Advocate Aurora Health employees say

Pay

Benefits

Hours and flexibility

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About Advocate Health

Sourced by ZipRecruiter

Advocate Healthcare, based in Oak Lawn, Illinois, United States, is a leading figure in the health care industry. Accessible via their official website, 'advocatehealth.com', this organization provides a wide variety of medical services and treatment options. Founded in 1995 through a merger of Evangelical Health Systems Corporation and Lutheran General HealthSystem, Advocate Healthcare has grown exponentially over the years. Now, it operates more than 400 sites of care, including 12 hospitals that encompass 11 acute care hospitals, the state’s largest integrated children’s network, five Level I trauma centers, and three Level II trauma centers. Upholding their values of equality, compassion, excellence, partnership and stewardship, Advocate Healthcare's mission is centered on building lifelong relationships with patients by delivering the best health outcomes and highest level of service through an integrated approach to care and wellness.

Industry

Hospitals and health care and social assistance

Company size

10,000+ Employees

Headquarters location

Charlotte, NC, US

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