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Reinforcement Learning With Human Feedback Jobs in Iowa

Auzmor

Robotics & AI Research Engineer

Des Moines, IA · On-site

... human-robot interaction. You will develop state-of-the-art machine learning models, reinforcement ... Collaborating with robotics software, simulation, and compliance teams, you will create AI-driven ...

DM Goodwill

Human Resources Generalist

Johnston, IA · On-site

$47K - $57K/yr

... learning-stay current on HR trends, laws, and best practices, and share relevant insights with the ... Coach managers on performance management, feedback, coaching conversations, and conflict resolution.

Continental Manufacturing

Senior HR Generalist

Huxley, IA · On-site

$67K - $86K/yr

... feedback; annual wage scale analysis and compensation benchmarking are led by the Controller ... Proficient with HRIS, payroll, and learning management systems. * Strong working knowledge of ...

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Reinforcement Learning With Human Feedback information

What is reinforcement learning with human feedback?

Reinforcement Learning with Human Feedback (RLHF) is a machine learning technique where AI agents are trained not only through automated reward signals but also by incorporating feedback from humans. This approach helps align the agent’s behavior with human preferences, values, or safety requirements by allowing humans to guide or correct the learning process. RLHF is commonly used in developing advanced AI systems, such as language models, to ensure their outputs are helpful, safe, and aligned with user expectations. The process often involves human evaluators ranking or scoring the AI's responses, which are then used to fine-tune the model’s behavior.

What collaborations are typical for a reinforcement learning with human feedback specialist within a machine learning team?

As an RLHF specialist, you often work closely with data scientists, machine learning engineers, and domain experts to design effective feedback mechanisms and reward models. Collaboration with annotation teams or subject matter experts is common, as high-quality human feedback is crucial for training robust RLHF models. You may also partner with product managers and UX researchers to ensure that the models align with user needs and ethical considerations. Regular cross-functional meetings and code reviews help maintain alignment and foster innovation across teams.

What are the key skills and qualifications needed to thrive as a reinforcement learning with human feedback engineer?

To excel as a Reinforcement Learning with Human Feedback (RLHF) Engineer, you need a strong background in machine learning, reinforcement learning theory, statistics, and typically an advanced degree in computer science or a related field. Familiarity with deep learning frameworks (such as TensorFlow or PyTorch), RL libraries (like Ray RLlib), and experience with data collection and annotation systems are essential. Excellent problem-solving abilities, communication skills, and teamwork help you collaborate with researchers, data annotators, and other engineers. These skills enable you to design and implement RLHF systems that are robust, scalable, and aligned with human values.

What is the difference between Reinforcement Learning With Human Feedback vs Reinforcement Learning Engineer?

AspectReinforcement Learning With Human FeedbackReinforcement Learning Engineer
CredentialsTypically requires knowledge of machine learning, AI, and data analysisRequires similar credentials in machine learning, programming, and AI
Work EnvironmentResearch labs, AI development teams, tech companiesDevelopment teams, research labs, tech firms
Industry UsageUsed in AI training, human-in-the-loop systems, and model refinementDesigning, implementing, and optimizing reinforcement learning algorithms

Reinforcement Learning With Human Feedback focuses on improving AI models through human input, while Reinforcement Learning Engineers develop and deploy these algorithms. Both roles require strong machine learning skills and often work in similar environments, but their core responsibilities differ in application and focus.

What are popular job titles related to Reinforcement Learning With Human Feedback jobs in Iowa?

For Reinforcement Learning With Human Feedback jobs in Iowa, the most frequently searched job titles are:

What job categories do people searching Reinforcement Learning With Human Feedback jobs in Iowa look for?

The top searched job categories for Reinforcement Learning With Human Feedback jobs in Iowa are:

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Cities in Iowa with the most Reinforcement Learning With Human Feedback job openings:

Reinforcement Learning With Human Feedback jobs near you

HR Learning and Development Business Partner

Baker Group

Ankeny, IA • On-site

$75 - $110/hr

Other

Posted 8 days ago

Job description

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

HR Learning and Development Business Partner

Full Time Professionals Ankeny, IA, US

PURPOSE

The HR Learning & Development (L&D) Business Partner is a strategic, hands‑on learning professional who partners with business leaders to identify capability needs, develop learning strategies, and design and deliver effective development solutions. The role combines strong business partnership and consulting skills with expertise in instructional design, digital learning development, and Learning Management System (LMS) administration and content deployment. Working closely with leaders, subject matter experts, Human Resources, employees, and external partners, this role translates business priorities into practical learning solutions that improve employee performance, strengthen leadership capability, support career development, and advance organizational goals.

The successful candidate is equally comfortable consulting with senior leaders, designing curricula, and independently developing engaging digital training within an LMS, with strong knowledge of adult learning principles, instructional design methodology, learning technologies, and learning effectiveness measurement.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES
  • Serve as a trusted L&D advisor to business leaders, identifying performance, capability, and future skill needs and recommending appropriate learning and performance solutions.
  • Translate business priorities into learning strategies, curricula, and development initiatives across leadership, onboarding, technical, and professional development.
  • Partner with HR and business leaders to align learning with talent management, succession planning, performance management, and organizational development priorities.
  • Manage learning initiatives from needs assessment and design through implementation, evaluation, and continuous improvement.
  • Design and develop engaging, accessible instructor‑led, virtual, blended, and digital learning using adult learning principles and instructional design methodologies.
  • Partner with subject matter experts to translate complex content into practical learning experiences, including courses, assessments, job aids, videos, simulations, and other resources.
  • Apply effective visual design, storytelling, scenarios, interactions, and assessments while ensuring quality, branding, accessibility, usability, and consistency.
  • Maintain and update learning content to ensure accuracy, relevance, and alignment with business requirements.
  • Develop, publish, test, and maintain LMS courses, curricula, learning paths, assignments, certifications, audiences, and digital content, including SCORM‑supported formats.
  • Manage course versioning, enrollments, completion requirements, learner access, and content organization and documentation.
  • Troubleshoot LMS and learner experience issues in partnership with system and technology teams.
  • Produce and interpret LMS reporting and identify opportunities to improve learning effectiveness and the learner experience.
  • Facilitate engaging instructor‑led and virtual learning for employees and leaders, adapting delivery to varied audiences, if applicable.
  • Support leadership, onboarding, professional, technical, and functional development programs.
  • Coach subject matter experts and leaders to effectively facilitate training and use participant feedback to improve programs.
  • Establish and monitor measures of learning effectiveness, including participation, feedback, assessments, completion, and business outcomes.
  • Analyze learning data to provide insights, improve programs, and recommend future learning investments.
  • Stay current on learning technologies, digital learning, instructional design, AI applications, and L&D trends.
MINIMUM EDUCATION & EXPERIENCE REQUIRED TO PERFORM ESSENTIAL FUNCTIONS
  • Bachelor’s degree from an accredited four‑year college or university in Learning & Development, Instructional Design, Education, Human Resources, Organizational Development, Business, Communications, or a related field.
  • Minimum eight years of progressively responsible experience in L&D, talent development, instructional design, organizational development, corporate training, or a related discipline.
  • Experience as an L&D business partner or internal learning consultant supporting leaders and business teams.
  • Significant experience designing and developing digital/e‑learning courses and hands‑on experience publishing and managing content within an LMS.
  • Strong knowledge of adult learning theory, instructional design, performance consulting, and learning evaluation.
  • Experience managing complex, multi‑stakeholder learning projects with competing priorities.
  • Experience facilitating instructor‑led and virtual learning programs.
PREFERRED EDUCATION & EXPERIENCE REQUIRED TO PERFORM ESSENTIAL FUNCTIONS
  • Master’s degree in L&D, Instructional Design, Organizational Development, HR, Business, Education, or a related field.
  • Experience with e‑learning authoring tools (e.g., Articulate 360, Storyline, Rise, Adobe Captivate), enterprise LMSs, and learning experience platforms.
  • Professional certification in talent development, instructional design, HR, project management, coaching, or change management.
KEY COMPETENCIES REQUIRED TO PERFORM ESSENTIAL FUNCTIONS

Business Partnership | Learning Strategy | Performance Consulting | Instructional Design | Digital Learning Development | LMS Administration | Facilitation | Project Management | Stakeholder Management | Leadership Development | Learning Measurement | Continuous Improvement

MENTAL AND PHYSICAL COMPETENCIES REQUIRED TO PERFORM ESSENTIAL FUNCTIONS
  • Strong business acumen and ability to understand organizational strategy, operations, and performance needs.
  • Excellent consulting, relationship‑building, and stakeholder management skills.
  • Advanced instructional design and digital learning development capabilities.
  • Strong written communication and content development skills, with the ability to simplify complex information.
  • Strong facilitation, presentation, and interpersonal skills.
  • Proficiency with LMSs, e‑learning authoring tools, virtual learning platforms, and standard business applications.
  • Ability to manage multiple projects while maintaining quality, deadlines, and attention to detail.
  • Strong analytical and problem‑solving skills, including using data to evaluate learning effectiveness.
  • Ability to work independently and collaborate effectively across functions and organizational levels.
  • Strong judgment to challenge assumptions, identify root causes, and recommend practical solutions.
  • Continuous‑improvement mindset and interest in emerging learning technologies and innovative workforce development approaches.
ENVIRONMENTAL ADAPTABILITY
  • Prolonged periods of sitting at a desk and working on a computer
  • Must be able to lift 10 pounds occasionally
  • May have occasional visits to a job site which would require periods of standing, walking and/or climbing stairs
EQUIPMENT/TOOLS
  • Laptop PC, instructional design applications and programs

Baker Group is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, Baker Group will consider reasonable accommodations for qualified individuals with disabilities and encourage prospective employees and incumbents to discuss potential accommodations with the Employer.

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