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Remote Vice President Learning Development Jobs in Arizona

HOPCo

VP, VBC Network Development

Phoenix, AZ · On-site +1

Additionally, the Vice President, VBC Network Development works closely with other key members of the VBC team including clinical operations, analytics, and client leadership to design, implement ...

EoS Fitness

Vice President of Construction

Phoenix, AZ · On-site +1

Partner with executive leadership on market growth plans, capital allocation, and development ... Leadership experience managing remote or decentralized teams across multiple markets. * Experience ...

WSP

Vice President, Business Development

Phoenix, AZ · On-site +1

... Vice President, Business Development to support the Power & Energy market sector. This full-time, ... remote work options available. This role will focus on environmental services and clients in the ...

New

Doxim

Senior Vice President, Product

Phoenix, AZ · On-site +1

... learning. * Partner with the CEO and Executive Leadership to define and communicate the enterprise ... Partner with R&D, Operations, Sales, Marketing, Client Success, Finance, and other functions to ...

Valenz Health

VP, Sales - TPA Markets

Phoenix, AZ · On-site +1

What You'll Bring to the Team: * 5+ years of enterprise sales or business development experience ... This is a fully remote position outside of the travel requirements, and we'll provide all the ...

Valenz Health

VP, Sales - Employer Markets

Phoenix, AZ · On-site +1

What You'll Bring to the Team: * 5+ years of enterprise sales or business development experience ... This is a fully remote position outside of the travel requirements, and we'll provide all the ...

Sodexo

Managing Sales Vice President

Flagstaff, AZ · On-site +1

$181K - $281K/yr

This is a remote role, open to candidates based in the Western United States. Approximately 50 ... Develop and execute strategic sales and business development plans to drive sustainable growth ...

Sodexo

Managing Sales Vice President

Vail, AZ · On-site +1

$181K - $281K/yr

This is a remote role, open to candidates based in the Western United States. Approximately 50 ... Develop and execute strategic sales and business development plans to drive sustainable growth ...

Sodexo

Managing Sales Vice President

Flagstaff, AZ · Remote

$181K - $281K/yr

This is a remote role open to candidates based in theMidwest or Western United States, with50-70 ... Develop and execute strategic sales and business development plans to drive sustainable growth ...

Sodexo

Managing Sales Vice President

Yuma, AZ · Remote

$181K - $281K/yr

This is a remote role open to candidates based in theMidwest or Western United States, with50-70 ... Develop and execute strategic sales and business development plans to drive sustainable growth ...

Sodexo

Managing Sales Vice President

Yuma, AZ · On-site +1

$181K - $281K/yr

This is a remote role, open to candidates based in the Western United States. Approximately 50 ... Develop and execute strategic sales and business development plans to drive sustainable growth ...

Sodexo

Managing Sales Vice President

Phoenix, AZ · On-site +1

$181K - $281K/yr

This is a remote role, open to candidates based in the Western United States. Approximately 50 ... Develop and execute strategic sales and business development plans to drive sustainable growth ...

Sodexo

Managing Sales Vice President

Vail, AZ · Remote

$181K - $281K/yr

This is a remote role open to candidates based in theMidwest or Western United States, with50-70 ... Develop and execute strategic sales and business development plans to drive sustainable growth ...

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Remote Vice President Learning Development information

What does a remote vice president of learning and development do?

A Remote Vice President of Learning and Development oversees an organization's training, educational programs, and professional development initiatives, all while working remotely. They create strategies to improve employee skills, manage learning teams, and measure the effectiveness of training programs. This executive role collaborates with other leaders to align learning goals with business objectives and often leverages technology to deliver virtual training solutions. Their work helps ensure employees grow in their roles and the organization remains competitive.

How does a remote vice president of learning and development typically collaborate with cross-functional teams to drive organizational learning initiatives?

A Remote Vice President of Learning and Development works closely with leaders from HR, operations, and department heads to identify skill gaps and align learning strategies with business goals. Collaboration often involves virtual meetings, project management tools, and shared digital platforms to ensure smooth communication and implementation of training initiatives across the organization. Building relationships with subject matter experts and stakeholders is crucial to create relevant, impactful programs. Additionally, the VP often leads a distributed team and partners with external vendors or consultants to enhance learning offerings.

What are the key skills and qualifications needed to thrive as a remote vice president of learning and development, and why are they important?

To thrive as a Remote Vice President of Learning and Development, you need extensive experience in instructional design, adult learning theory, leadership, and strategic planning, often supported by a relevant advanced degree. Familiarity with learning management systems (LMS), e-learning platforms, data analytics tools, and professional certifications like CPTD or SHRM-SCP is highly valuable. Exceptional communication, change management, and cross-functional collaboration skills help leaders inspire and align remote teams. These skills are crucial for driving organizational learning initiatives that support business goals, employee growth, and a positive remote work culture.

What is the difference between Remote Vice President Learning Development vs Remote Learning & Development Manager?

AspectRemote Vice President Learning DevelopmentRemote Learning & Development Manager
CredentialsTypically requires advanced degrees (e.g., Master’s, PhD) and executive certificationsBachelor’s or Master’s degree in HR, Education, or related field; certifications like CPLP are common
Work EnvironmentStrategic leadership, executive meetings, cross-departmental collaborationTeam management, training program development, direct employee interaction
Employer & Industry UsageUsed in large corporations, multinational companies, and organizations with complex learning needsCommon in mid-sized to large organizations focusing on employee development and training

The Remote Vice President Learning Development focuses on strategic leadership and high-level planning for organizational learning initiatives, while the Remote Learning & Development Manager handles day-to-day training program management and team supervision. Both roles require relevant credentials but differ in scope and seniority.

What are popular job titles related to Remote Vice President Learning Development jobs in Arizona?

For Remote Vice President Learning Development jobs in Arizona, the most frequently searched job titles are:

What job categories do people searching Remote Vice President Learning Development jobs in Arizona look for?

The top searched job categories for Remote Vice President Learning Development jobs in Arizona are:

What cities in Arizona are hiring for Remote Vice President Learning Development jobs?

Cities in Arizona with the most Remote Vice President Learning Development job openings:

Remote Vice President Learning Development jobs near you
Infographic showing various Remote Vice President Learning Development job openings in Arizona as of September 2026, with employment types broken down into 75% Full Time, and 25% Temporary. Highlights an 100% In-person job distribution.

VP, VBC Network Development

Phoenix, AZ • On-site, Remote

Healthcare Outcomes Performance Co. (HOPCo)
Health Care and Social Assistance • 1 - 5K employees
Learn more about Healthcare Outcomes Performance Co. (HOPCo)external

Full-time

Posted 14 days ago

Job description

GENERAL STATEMENT OF DUTIES
They are accountable for successful recruitment and development of high performing networks of MSK specialists and primary care providers across all markets where VBC programs exist and are going to be launched subject to established timeframes and network breadth requirements. They serve as the ambassador for HOPCo clinically integrated networks with providers and payors. This role works closely with the VP, VBC Network Management and the VP, VBC Operations to ensure network configuration and execution is aligned with program goals. Additionally, the Vice President, VBC Network Development works closely with other key members of the VBC team including clinical operations, analytics, and client leadership to design, implement, and continuously improve network, clinical and operational strategies that advance value-based care performance nationally.
ESSENTIAL FUNCTIONS
Network Recruitment Leadership & Strategy
  • Establish and lead the national go-to-market and ongoing network recruitment strategy for MSK VBC programs, ensuring alignment with organizational network targets, performance objectives, payor engagements, and population health goals.
  • Successfully execute network recruitment of primary care and MSK providers to ensure provider engagement with HOPCo value based care programs and integrated care system processes.
  • Work collaboratively with all VBC functional leads to ensure seamless handoffs as providers onboard with the shared goals of improved network engagement, patient engagement, provider and member experience, and VBC program performance.
  • Establish consistent operational processes, marketing materials and messaging across regions.
  • Work with Marketing teams to develop and refine outreach materials to engage providers in HOPCo network recruitment
  • Work with Analytics teams to ensure standardized data and reports are readily available to support network discussions and timely response to questions
  • Oversee development of presentation materials for internal meetings with Executive Leadership and the Board.
  • Work with HOPCo Legal, VBC CMO, Medical Directors and Clinical Operations teams to support compliance with regulatory requirements, accreditation standards, and organizational policies across all markets.
  • Promote a culture of accountability and continuous improvement throughout the organization.

Provider Engagement & Education
  • Work with VPs of VBC Network Management, Care Management, and Operations as well as Medical Directors and VBC CMO to understand and explain strategies and processes to support provider engagement and performance improvement.
  • Ensure coordinated execution of national network development and network management through work with VP - VBC Network Management and VBC CMO.
  • Working with VBC leadership team, bring network feedback and observations to support continued evolution of incentive programs and reporting to optimize provider recruitment and network performance.
  • Partner with medical economics, network management, clinical operations, and medical director teams to identify opportunities for performance improvement and translate insights into operational actions.

Client & Stakeholder Engagement
  • Provide VBC and network recruitment expertise support in payer, employer, and other client-facing engagements.
  • Communicate network development and enrollment strategies, performance, and improvement initiatives to executive stakeholders and clients

Success Metrics
  • Establish provider network targets within 6 months of program launch and ensure sufficient network enrollment, by market, within 3 months of program launch
  • Monitor provider engagement and feedback from other members of VBC team to ensure that recruited providers are actively engaged and supporting the HOPCo program.

EDUCATION
  • Bachelor's Degree
  • MHA, preferred

EXPERIENCE
  • Minimum 8 years of direct experience with consistently increasing scope and scale of responsibility in healthcare consulting, network development, provider engagement and value-based care program operations.
  • Experience working with and engaging provider groups in value-based networks and performance enhancement strategies

KNOWLEDGE
  • Extensive knowledge of value-based care programs, network development, and other processes within a healthcare organization.
  • Understanding of VBC reimbursement models (population health, risk-based models, shared savings, episodes of care, and capitation).
  • Knowledge of quality, financial and operational metrics for program success
  • Knowledge of program operations, performance and quality improvement initiatives and how to develop and implement a value based care network to support goals
  • Knowledge of provider network structures and hierarchy to most effectively engage with groups and leadership

SKILLS
  • Executive-level leadership skills with demonstrated ability to influence physicians and multidisciplinary teams across complex organizations.
  • Strong analytical and data-interpretation skills with ability to translate insights into network recruitment strategies.
  • Excellent communication skills with ability to engage senior executives, clinicians, payers, and health system partners.
  • High emotional intelligence and ability to drive alignment across diverse stakeholder groups.
  • Skill in using computer applications to effectively produce needed reports
  • Skill in use of CRM tools to effectively track network recruitment activity and results
  • Skill in evaluation, analysis, and presentation of data to providers to promote network enrollment.

ABILITIES
  • Proven ability to work cross-functionally in team environments to develop, evaluate, and execute best practice initiatives designed to promote excellence across VBC programs and strategies.
  • Demonstrated ability to generate innovative ideas in network recruitment and engagement with ability to influence and acquire necessary resources across departments.
  • Ability to work effectively with providers, healthcare systems/administrators, health insurers, management, and staff.
  • Ability to synthesize data and implement solutions and information to optimize value based care network development and program performance.
  • Ability to communicate verbally and in writing to various levels of staff.

ENVIRONMENTAL WORKING CONDITIONS
  • Normal office environment.
  • Some travel, as needed, for regional market and national meetings.

PHYSICAL/MENTAL DEMANDS
  • Requires sitting and standing associated with a normal office environment.

ORGANIZATIONAL REQUIREMENTS
  • HOPCo Mission, Vision, and Values must be read and signed.

This description is intended to provide only basic guidelines for meeting job requirements. Responsibilities, knowledge, skills, abilities, and working conditions may change as needs evolve.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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