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Remote Creative Health Jobs in Wisconsin (NOW HIRING)

Danaher

Technical Sales Specialist

Milwaukee, WI · On-site +1

$90K - $110K/yr

... be fully remote. In this role, you will have the opportunity to: * Sales Quota Achievement ... Creative problem-solving ability and solutions building skillset. Travel, Motor Vehicle Record ...

Danaher

Technical Sales Specialist

Madison, WI · On-site +1

$90K - $110K/yr

... be fully remote. In this role, you will have the opportunity to: * Sales Quota Achievement ... Creative problem-solving ability and solutions building skillset. Travel, Motor Vehicle Record ...

Sargento

Data, Analytics, & AI Intern

Plymouth, WI · On-site +1

You are enthusiastic, a great communicator, creative, analytical, and collaborative. You seek an ... Flexible work week onsite Mondays through Thursdays and optional remote Fridays; plus, half day ...

Solenis

Creative problem-solving abilities and a commitment to continuous learning, with the curiosity to ... Competitive health + wellness benefit plan * Continuous professional development with many ...

Sargento

Data, Analytics, & AI Intern

Plymouth, WI · On-site +1

You are enthusiastic, a great communicator, creative, analytical, and collaborative. You seek an ... Flexible work week onsite Mondays through Thursdays and optional remote Fridays; plus, half day ...

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Showing results 21-40

All JobsCreative Health JobsRemote Creative Health JobsRemote Creative Health Jobs in Wisconsin

Remote Creative Health information

What is a remote creative health job?

Remote Creative Health jobs are roles within the health and wellness sector that can be performed from anywhere, leveraging creativity to promote health, well-being, or healthcare innovation. These jobs may include positions like health content creators, wellness program designers, virtual art or music therapists, and creative strategists for health brands. They typically involve using creative skills—such as writing, design, digital media, or the arts—to educate, motivate, or support people in achieving better health. Working remotely, professionals in these roles use digital tools to collaborate with teams, create engaging health-related content, or deliver therapeutic sessions online. This flexibility allows for a better work-life balance and access to a wider range of clients or employers.

What are the key skills and qualifications needed to thrive as a remote creative health professional?

To thrive as a Remote Creative Health professional, you need a background in health education or wellness, creativity in program development, and proficiency in digital communication. Familiarity with telehealth platforms, virtual collaboration tools, and relevant certifications like health coaching or wellness counseling are often required. Exceptional interpersonal skills, self-motivation, and adaptability help you connect with clients and deliver engaging health initiatives remotely. These skills ensure effective client support, innovative program delivery, and successful outcomes in a virtual wellness environment.

How do remote creative health professionals typically collaborate with healthcare teams and patients while working remotely?

Remote Creative Health professionals often use digital collaboration tools to connect with healthcare teams, patients, and other stakeholders. They may conduct virtual workshops, design sessions, or therapeutic activities via video calls and shared digital platforms. Regular communication and project management tools help ensure alignment on goals and patient needs. Building trust and rapport remotely can be a challenge, but clear communication and consistent follow-ups are key to effective teamwork and positive outcomes.

What is the difference between Remote Creative Health vs Remote Medical Writer?

AspectRemote Creative HealthRemote Medical Writer
Required CredentialsHealthcare background, creative skills, possibly a degree in health communication or related fieldMedical or scientific degree, writing certifications, familiarity with medical terminology
Work EnvironmentRemote, healthcare or creative agency settingsRemote, pharmaceutical or healthcare companies, medical communication agencies
Employer & Industry UsageHealthcare organizations, health-focused creative agenciesPharmaceutical companies, medical communication firms, biotech
Common Search & ComparisonYesYes

Remote Creative Health professionals focus on developing engaging health content with a creative approach, often blending healthcare knowledge with design and communication skills. Remote Medical Writers primarily produce scientific and medical documentation, requiring strong scientific credentials and technical writing expertise. While both roles are remote and serve the healthcare industry, they differ in their core skills and typical deliverables.

What are the most commonly searched types of Creative Health jobs in Wisconsin?

The most popular types of Creative Health jobs in Wisconsin are:

What are popular job titles related to Remote Creative Health jobs in Wisconsin?

For Remote Creative Health jobs in Wisconsin, the most frequently searched job titles are:

What job categories do people searching Remote Creative Health jobs in Wisconsin look for?

The top searched job categories for Remote Creative Health jobs in Wisconsin are:

What cities in Wisconsin are hiring for Remote Creative Health jobs?

Cities in Wisconsin with the most Remote Creative Health job openings:

Remote Creative Health jobs near you

Manager of Talent Acquisition

Oconomowoc, WI • On-site, Remote

Rogers Behavioral Health
Health Care and Social Assistance • 1 - 5K employees
Learn more about Rogers Behavioral Healthexternal

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 26 days ago

Rogers Behavioral Health rating

6.0

Company rating: 6.0 out of 10

Based on 50 frontline employees who took The Breakroom Quiz

Job description

The Manager of Talent Acquisition provides strategic and operational leadership for Rogers Behavioral Health's enterprise-wide talent acquisition function. This role leads and develops a team of Talent Acquisition staff while partnering with business leaders to attract, engage, and hire top talent in support of organizational growth. The Manager is responsible for recruitment strategy, workforce planning, employer branding, recruitment operations, vendor management, Workday ATS administration, and compliance with federal, state, and local employment laws. In a highly competitive and rapidly changing healthcare labor market, this role develops agile and innovative talent strategies that strengthen Rogers' ability to attract, hire, and retain critical talent, with particular focus on hard-to-fill and high-turnover clinical and behavioral health positions. This position serves as a trusted advisor to leaders and ensures a high-quality candidate and hiring manager experience while supporting Rogers' continued expansion across multiple states.
This position is fully remote, however the selected candidate must reside in a state that Rogers currently operates in - (WI, MN, IL, PA, TN, FL, GA, CO, CA, WA, NY, NJ).
Job Duties & Responsibilities:
  • Lead, coach, develop, and oversee the performance of the Talent Acquisition team while fostering a culture of accountability, collaboration, continuous improvement, and exceptional service delivery.
  • Partner with executive leaders, hiring managers, and Human Resources to understand workforce needs, develop talent acquisition strategies, and build sustainable candidate pipelines that support current and future staffing needs across Rogers' growing multi-state footprint.
  • Develop and execute innovative talent acquisition strategies to address high-turnover and hard-to-fill positions, particularly critical clinical and behavioral health roles, using market intelligence, workforce data, and creative sourcing approaches.
  • Partner with HR and operational leaders to identify root causes of recruiting and early-tenure retention challenges and develop proactive workforce strategies that improve attraction, hiring, onboarding success, and retention.
  • Continuously assess Rogers' competitiveness in the external labor market, including candidate expectations, employment trends, competitor practices, compensation and workforce preferences, and recommend actions to strengthen Rogers' employment value proposition and ability to attract and retain talent.
  • Build sustainable and alternative talent pipelines through schools and universities, professional associations, community partnerships, employee referral programs, digital sourcing, and other emerging sources of talent.
  • Serve as the organization's talent acquisition subject matter expert by monitoring labor market trends, recruitment best practices, emerging technologies, and industry developments and translating insights into actionable recruiting strategies and recommendations.
  • Challenge existing recruiting practices and introduce new approaches, technologies, partnerships, and sourcing strategies that improve speed, quality of hire, candidate experience, and workforce stability.
  • Oversee enterprise recruitment operations, ensuring consistent processes, service level expectations, performance metrics, data integrity, reporting accuracy, and an exceptional candidate and hiring manager experience.
  • Oversee and resolve complex pre-employment and onboarding escalations; partner with Human Resources, Legal, Compliance, and business leaders to assess risk, ensure consistent application of hiring standards, and make recommendations regarding employment eligibility, start-date delays, and offer rescission decisions when necessary.
  • Own and optimize the Workday Applicant Tracking System (ATS), including system functionality, process design, workflow management, reporting, user adoption, data quality, and continuous improvements that support business and compliance requirements.
  • Lead campus relations, employer branding, recruitment marketing, and sourcing initiatives to strengthen Rogers' employment brand, increase candidate engagement, and support recruitment goals through digital, social media, community, referral, and educational partnership channels.
  • Manage relationships with recruitment-related vendors and external partners, including pre-employment screening providers, assessment vendors, advertising partners, staffing agencies, educational institutions, and recruitment technology solutions, ensuring quality service, operational efficiency, compliance, and return on investment.
  • Utilize recruiting metrics, workforce data, and market intelligence to evaluate performance, identify trends and opportunities, develop solutions, and provide regular updates and recommendations to leadership.
  • Track and analyze quality-of-hire and early-tenure retention outcomes, partnering with HR and operational leaders to identify trends, evaluate recruiting effectiveness, and adjust talent strategies accordingly.
  • Lead cross-functional projects and process improvement initiatives that enhance recruitment effectiveness, operational efficiency, compliance, scalability, and organizational outcomes.
  • Ensure compliance with all applicable federal, state, and local employment laws, recruitment regulations, accreditation standards, and organizational policies, including requirements associated with hiring and employment practices across the states where Rogers employs team members and future expansion markets.
  • Promote the company's mission, values, and culture by demonstrating professionalism, effective communication, sound judgment, integrity, and a commitment to diversity, inclusion, and employee engagement in all interactions.

Additional Job Description:
Required Skills, Knowledge, and Abilities:
  • Demonstrated ability to lead, coach, and develop high-performing talent acquisition teams while driving accountability, collaboration, continuous improvement, and exceptional service delivery.
  • Comprehensive knowledge of talent acquisition practices, including workforce planning, sourcing strategies, recruitment marketing, employer branding, campus relations, candidate experience, and recruitment operations.
  • Strong understanding of the healthcare labor market and the challenges associated with recruiting and retaining scarce clinical and behavioral health talent.
  • Ability to translate labor market intelligence, workforce trends, turnover data, and recruiting metrics into practical talent strategies and business recommendations.
  • Strong understanding of federal, state, and local employment laws and regulations, with the ability to ensure compliant hiring practices across a multi-state organization.
  • Expertise with applicant tracking systems and recruitment technologies, preferably Workday Recruiting, including reporting, workflow management, process optimization, data integrity, and analytics.
  • Strong project management, organizational, communication, and relationship-building skills, with the ability to effectively lead cross-functional initiatives and partner with stakeholders at all levels of the organization.
  • Ability to exercise sound judgment, maintain confidentiality, manage sensitive employee and candidate matters, and resolve complex recruitment, onboarding, and pre-employment escalations.
  • Experience managing recruitment-related vendors and partnerships, including staffing agencies, educational institutions, background screening providers, and other talent acquisition service partners.
  • Proficiency in Microsoft Office Suite and other business applications, with the ability to adapt to evolving technologies and business needs.

Education/Training Requirements:
  • Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Leadership, or a related field required.
  • Minimum of seven (7) years of progressively responsible talent acquisition experience, including full-cycle recruitment, sourcing, workforce planning, recruitment operations, and talent acquisition strategy.
  • Minimum of five (5) years of leadership experience managing talent acquisition teams, preferably across multiple locations, markets, and/or remote environments.
  • Demonstrated knowledge of federal, state, and local employment laws and regulations, including EEO, OFCCP, AAP, pay transparency, and other recruitment compliance requirements in a multi-state environment.
  • Experience with applicant tracking systems and recruitment technologies, preferably Workday Recruiting, including reporting, process optimization, data integrity, analytics, and workflow management.
  • Proven success leading talent acquisition functions that include recruitment marketing, employer branding, campus recruiting, sourcing strategies, vendor management, recruitment operations, and strategies for hard-to-fill/high-turnover roles.
  • Healthcare, behavioral health, or other highly regulated industry experience preferred.

With a career at Rogers, you can look forward to a Total Rewards package of benefits, including:
  • Health, dental, and vision insurance coverage for you and your family
  • 401(k) retirement plan
  • Employee share program
  • Life/disability insurance
  • Flex spending accounts
  • Tuition reimbursement
  • Health and wellness program
  • Employee assistance program (EAP)

Through UnitedHealthcare, UMR and HealthSCOPE Benefits creates and publishes the Machine-Readable Files on behalf of Rogers Behavioral Health. To link to the Machine-Readable Files, please visit Transparency in Coverage (uhc.com)

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