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Remote Part 135 Pilot Jobs in Wisconsin (NOW HIRING)

SHINE Technologies LLC

Licensing Manager

Janesville, WI · On-site +1

$135K - $189K/yr

Hybrid or remote work arrangement will be considered. While our headquarters is located in ... The base salary range for this position is $135,000 - $189,750 per year plus a comprehensive ...

WEC Energy Group (WEC)

Cloud Data Developer

Milwaukee, WI · On-site +1

$135K/yr

... remote/on-site) with time regularly spent in the office. This position is part of a job family ... 135,761.08 The pay range reflects the minimum and maximum for the position at the time of posting ...

WEC Energy Group

Cloud Data Developer

Milwaukee, WI · On-site +1

$135K/yr

... remote/on-site) with time regularly spent in the office. This position is part of a job family ... 135,761.08 The pay range reflects the minimum and maximum for the position at the time of posting ...

WEC Energy Group

Project Manager (Engineer)

Milwaukee, WI · On-site +1

$135K/yr

... remote/on-site) with time spent at the office or at a job site. This position is part of a job ... 135,761.08 The pay range reflects the minimum and maximum for the position at the time of posting ...

We Energies (WE)

Project Manager (Engineer)

Milwaukee, WI · On-site +1

$135K/yr

... remote/on-site) with time spent at the office or at a job site. This position is part of a job ... 135,761.08 The pay range reflects the minimum and maximum for the position at the time of posting ...

All JobsPart 135 Pilot JobsRemote Part 135 Pilot JobsRemote Part 135 Pilot Jobs in Wisconsin

Remote Part 135 Pilot information

What are Remote Part 135 Pilots?

Remote Part 135 Pilots are licensed aviation professionals who operate unmanned aircraft systems (UAS), commonly known as drones, under Part 135 of the Federal Aviation Regulations. These regulations allow for commercial drone operations, including package delivery, cargo transport, and other services, often from remote locations or through remote piloting. Remote Part 135 Pilots must meet specific certification and training requirements, and they often work for companies involved in logistics, surveillance, or aerial data collection. The role requires strong knowledge of FAA regulations, safety protocols, and advanced piloting skills.

What is the difference between Remote Part 135 Pilot vs Remote Part 91 Pilot?

AspectRemote Part 135 PilotRemote Part 91 Pilot
CertificationsCommercial Pilot Certificate, specific Part 135 trainingPrivate or Commercial Pilot Certificate, general flight experience
Work EnvironmentOn-demand charter flights, scheduled or unscheduled operationsPrivate flights, corporate travel, personal use
Employer & IndustryPart 135 charter operators, air taxi servicesPrivate aircraft owners, corporate flight departments

Remote Part 135 Pilots operate under FAA Part 135 regulations, focusing on on-demand charter and air taxi services, requiring specific certifications and training. In contrast, Remote Part 91 Pilots typically handle private or corporate flights with less regulatory oversight. Both roles demand strong flying skills, but Part 135 pilots often work in more regulated, commercial environments, while Part 91 pilots focus on private flight operations.

What are some common challenges remote Part 135 pilots face, and how can they best prepare for them?

Remote Part 135 pilots often encounter challenges such as managing variable schedules, adapting to rapidly changing weather conditions, and ensuring clear communication with dispatch and ground support from a distance. Staying organized, maintaining up-to-date certifications, and being proactive in pre-flight planning are essential for success. Building strong relationships with operators and consistently reviewing company procedures can help remote pilots navigate these challenges effectively and ensure safe, efficient operations.

What are the key skills and qualifications needed to thrive as a Remote Part 135 Pilot, and why are they important?

To thrive as a Remote Part 135 Pilot, you need a commercial pilot certificate, strong knowledge of FAR Part 135 regulations, and substantial flight experience, particularly in multi-engine and turbine aircraft. Familiarity with avionics systems, flight planning software, and satellite communication tools is vital, along with any required type ratings or recurrent training. Excellent situational awareness, decision-making, and communication skills help manage dynamic flight conditions and remote coordination with dispatch and ground teams. These skills ensure regulatory compliance, operational safety, and efficient mission execution in often challenging and isolated environments.
What are the most commonly searched types of Part 135 Pilot jobs in Wisconsin? The most popular types of Part 135 Pilot jobs in Wisconsin are:
What are popular job titles related to Remote Part 135 Pilot jobs in Wisconsin? For Remote Part 135 Pilot jobs in Wisconsin, the most frequently searched job titles are:
What job categories do people searching Remote Part 135 Pilot jobs in Wisconsin look for? The top searched job categories for Remote Part 135 Pilot jobs in Wisconsin are:
What cities in Wisconsin are hiring for Remote Part 135 Pilot jobs? Cities in Wisconsin with the most Remote Part 135 Pilot job openings:
Remote Part 135 Pilot jobs near you
Infographic showing various Remote Part 135 Pilot job openings in Wisconsin as of June 2026, with employment types broken down into 15% As Needed, 64% Full Time, 18% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution.
Regional Manager, Clinical Informatics (Remote)

Regional Manager, Clinical Informatics (Remote)

Stryker

Madison, WI • On-site, Remote

$176K - $293K/yr

Full-time

Posted 2 days ago

Job description

Work Flexibility: Remote

The Regional Manager, Clinical Informatics will have responsibility for day-to-day management and development of a team of Clinical Informaticists. This team partners with internal stakeholders to deliver quality pre- and post- deployment activities related to clinical workflow design and analysis along with establishing standard best-practices for implementation, deployment, and education.

What you will do:

  • You will lead teams and work with client IT and clinical units to deliver solutions aligned with meeting project success criteria.
  • Demonstrate high performance in people management and people development.
  • You will be an ambassador for informatics, for healthcare IT and for using technology to improve healthcare practices and efficiency.
  • Understand and monitor national and regional healthcare trends, specifically around nursing sensitive indicators.
  • You will use data to tell the story by tracking and explaining metrics and use that data to influence and execute on strategy.

What you need:

Required:

  • Bachelor's degree in nursing or healthcare discipline required
  • Minimum 8 years of relevant experience required consisting of:
    • 5 years in nursing or healthcare field with 2 of those years in a management or leadership role in a healthcare setting
    • 3 years of industry experience working cross-divisionally

Preferred:

  • MBA, MSN or advanced degree preferred
  • Clinical consultant experience in clinical workflow analysis or process design
  • Experience in supporting healthcare technology such as nursing informatics

United States of America Pay Ranges:

  • USN: $135,600 - $225,900 USD Annual
  • Puerto Rico: $135,600 - $225,900 USD Annual
  • US5: $142,400 - $237,200 USD Annual
  • US10: $149,200 - $248,500 USD Annual
  • US15: $155,900 - $259,800 USD Annual
  • US20: $162,700 - $271,100 USD Annual
  • US30: $176,300 - $293,700 USD Annual
View the U.S. work location and transparency guide to find the pay range for your location.

Travel Percentage: 30%Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer - M/F/Veteran/Disability.Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

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