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How much do remote learning consultant jobs pay per hour?

As of May 30, 2026, the average hourly pay for remote learning consultant in the United States is $36.89, according to ZipRecruiter salary data. Most workers in this role earn between $26.44 and $52.88 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Remote Learning Consultant, and why are they important?

To thrive as a Remote Learning Consultant, you need expertise in instructional design, adult learning theory, and digital education platforms, typically supported by a degree in education or instructional design. Familiarity with learning management systems (LMS) like Moodle or Canvas, and certifications such as Certified Professional in Learning and Performance (CPLP), are highly valuable. Strong communication, adaptability, and project management skills distinguish top performers in this role. These competencies are essential for developing effective remote learning solutions, ensuring learner engagement, and delivering measurable outcomes for clients or organizations.

How does a Remote Learning Consultant typically collaborate with clients and internal teams to design effective virtual training solutions?

As a Remote Learning Consultant, you'll frequently work with clients to assess their training needs, often conducting virtual meetings to gather requirements and discuss learning objectives. Collaboration with instructional designers, subject matter experts, and IT professionals is common to create engaging and accessible e-learning content. Clear communication and project management skills are essential, as you'll coordinate feedback, manage timelines, and ensure that deliverables meet both client expectations and industry best practices. Building strong relationships remotely and adapting to different organizational cultures can be a rewarding, yet challenging, aspect of the role.

What are Remote Learning Consultants?

Remote Learning Consultants are professionals who help organizations, schools, or individuals design, implement, and improve virtual education and training programs. They assess learning needs, recommend digital tools and platforms, and provide guidance on best practices for effective online instruction. Their expertise ensures that remote learning is engaging, accessible, and aligned with educational or organizational goals.

What is the difference between Remote Learning Consultant vs Remote Education Specialist?

AspectRemote Learning ConsultantRemote Education Specialist
CredentialsTypically requires a degree in education, instructional design, or related field; certifications like CPLP or ISTE are commonSimilar credentials; often holds degrees in education or instructional technology, with certifications in e-learning or curriculum design
Work EnvironmentConsults with clients remotely, developing learning strategies and solutions for organizationsDesigns, develops, and implements online courses and educational content remotely for schools or organizations
Employer & Industry UsageUsed by consulting firms, educational institutions, and corporate training companiesEmployed by educational institutions, e-learning companies, and corporate training providers

Both roles involve remote work and educational expertise, but Remote Learning Consultants focus on advising and strategizing for organizations, while Remote Education Specialists primarily develop and deliver online educational content. The roles often overlap in skills and credentials, but their core functions differ in consulting versus content creation.

More about Remote Learning Consultant jobs
What cities are hiring for Remote Learning Consultant jobs? Cities with the most Remote Learning Consultant job openings:
What are the most commonly searched types of Learning Consultant jobs? The most popular types of Learning Consultant jobs are:
What states have the most Remote Learning Consultant jobs? States with the most job openings for Remote Learning Consultant jobs include:
What job categories do people searching Remote Learning Consultant jobs look for? The top searched job categories for Remote Learning Consultant jobs are:
Remote Learning Consultant jobs near you
Infographic showing various Remote Learning Consultant job openings in the United States as of May 2026, with employment types broken down into 2% Internship, 28% Full Time, 64% Part Time, and 6% Contract. Highlights an 79% Physical, 14% Hybrid, and 7% Remote job distribution, with an average salary of $76,736 per year, or $36.9 per hour.

Sr. Learning & Development Consultant - California Leader Academy

Clarvida - Corporate

Los Angeles, CA • Remote

Full-time

Posted 18 days ago

Clarvida rating

6.7

Company rating: 6.7 out of 10

Based on 63 frontline employees who took The Breakroom Quiz

56th of 228 rated social care providers

Job description

Sr. Learning & Development Consultant – California Leader Academy

Job Title: Sr. Learning & Development Consultant – California Leader Academy
Department: People / Human Resources – Talent Enablement / Learning & Development 
Engagement Type: Contract (project-based; hours/week based on scope; potential extension based on business need) 
Location: Remote (U.S.); collaboration across U.S. and Manila time zones 
Travel: None

Date posted: 5/7/26

About the Role

The Learning & Development (L&D) Consultant – California Programs is responsible for designing and delivering a California Leader Academy, a structured, scalable leadership development program that strengthens leader capability, ensures compliance, and improves workforce outcomes across the state.

This role will serve as the central point of ownership for leadership enablement in California, translating complex regulatory requirements and operational realities into practical, actionable learning experiences for people leaders.

In addition to building the Academy, this role will align onboarding, compliance training, and learning infrastructure to support leader readiness, consistency in execution, and long-term organizational effectiveness.

What You’ll Own (Core Workstreams / Distinct Projects)

1. California Leader Academy (Primary Focus)

  • Design and launch a structured California Leader Academy, creating a clear, scalable leadership development framework for people leaders across the state.
  • Define learning pathways for:
    • New leaders (first 90 days)
    • Developing leaders
    • Experienced leaders needing reinforcement or upskilling
  • Develop and deliver core program content focused on:
    • Progressive discipline and performance management
    • Wage-and-hour and timekeeping compliance
    • Navigating difficult conversations and corrective action
    • Documentation, accountability, and escalation best practices
    • Leading within a highly regulated, high-accountability environment
  • Create scenario-based, practical learning experiences (case studies, simulations, real-world workflows) that reflect day-to-day leadership challenges in California.
  • Establish the program structure and delivery model (live sessions, virtual learning, job aids, reinforcement tools) to ensure consistency and scalability.
  • Partner with HR, Legal, Operations, and Talent Acquisition to ensure all content is accurate, relevant, and aligned to real business expectations.
  • Define and track success metrics, including:
    • Leader readiness and effectiveness
    • Reduction in employee relations issues
    • Compliance adherence
    • Retention and performance outcomes

2. Onboarding & Early Leader Effectiveness (Aligned to the Academy)

  • Redesign California onboarding to align with the Leader Academy framework, ensuring a seamless transition from new hire onboarding into leader enablement.
  • Build structured onboarding experiences for clinicians, administrative staff, and new leaders that reinforce:
    • Role clarity and expectations
    • Compliance requirements
    • Early connection to leadership standards and behaviors
  • Ensure onboarding content reflects real workflows and operational expectations through partnership with HR, TA, and Operations.
  • Integrate onboarding into the broader learning journey, connecting early employee experience to long-term leader development and retention.

3. Compliance & Training Governance (Enable the Academy)

  • Own the review, update, and maintenance of all California-required training content within the Relias platform (LMS system).
  • Partner with Legal and HR to ensure all training content remains accurate as regulations evolve.
  • Translate compliance requirements into clear, practical guidance for leaders, ensuring alignment with Leader Academy content and expectations.
  • Identify gaps, outdated materials, or inconsistencies in required training and proactively drive improvements.

4. Learning Design & Continuous Improvement

  • Develop engaging learning materials (facilitator guides, job aids, e-learning, and live sessions) that support both Leader Academy and onboarding initiatives.
  • Evaluate effectiveness of training programs using feedback, audit results, and operational data.
  • Continuously refine content and delivery methods based on business needs and performance outcomes.
  • Serve as a subject matter expert for California-specific learning, leadership development, and compliance enablement.

How You’ll Collaborate

  • Partner with the HR Business Partner, TA Business Partner and Manila People Development team to scale delivery, including training logistics, communications, reporting, and learner support.
  • Provide structured program plans, templates, and quality standards to ensure consistent execution across regions.
  • Establish operating rhythms (weekly prioritization, escalation pathways, readiness checkpoints) to support ongoing program success.

Required Qualifications

  • 5+ years of experience in Learning & Development, HR, or Organizational Development, preferably in healthcare, behavioral health, or another highly regulated environment
  • Strong working knowledge of California employment laws and training requirements
  • Proven experience designing leadership development programs (not just delivering training)
  • Ability to translate complex compliance requirements into clear, practical, and actionable learning
  • Strong stakeholder partnership skills across HR, Legal, and Operations
  • Experience building scalable programs and operating with both strategy and execution focus

Preferred Qualifications

  • Experience working with Relias or similar learning management systems
  • Background partnering with Legal, HR, and Operations on compliance‑driven initiatives
  • Experience supporting clinical and administrative populations

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