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Remote Vice President Learning Development Jobs in Delafield, WI

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Compliance Analyst I

Milwaukee, WI · On-site +1

This position is open to remote. What You'll Do: As the Compliance Analyst , you will: * Research ... Support moderately complex efforts to achieve or maintain compliance as set forth by the VP of ...

ABB

OEM Sales Director-Machinery

New Berlin, WI · On-site +1

This position reports to: VP, OEM Business __ In this role you will be responsible for leading the ... This involves such aspects as commercial agreements, proposal development, global pricing ...

Brady

Senior Territory Manager

Milwaukee, WI · Remote

... level, Vice Presidents, Directors, Managers, Supervisors across Clinical, IT and Supply Chain ... Provide positive, proactive input for new solutions development. * Submit recommendations relative ...

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All JobsVice President Learning Development JobsRemote Vice President Learning Development JobsRemote Vice President Learning Development Jobs in Delafield, WI

Remote Vice President Learning Development information

See Delafield, WI salary details

$62.8K

$141.4K

$236.4K

How much do remote vice president learning development jobs pay per year?

As of Jul 15, 2026, the average yearly pay for remote vice president learning development in Delafield, WI is $141,404.00, according to ZipRecruiter salary data. Most workers in this role earn between $110,300.00 and $168,300.00 per year, depending on experience, location, and employer.

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 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 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 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.
What cities near Delafield, WI are hiring for Remote Vice President Learning Development jobs? Cities near Delafield, WI with the most Remote Vice President Learning Development job openings:
Remote Vice President Learning Development jobs near you
Divisional Vice President of Clinical Operations

Divisional Vice President of Clinical Operations

Sinceri Senior Living

Milwaukee, WI • On-site, Remote

Full-time

Posted 2 days ago

New

Sinceri Senior Living rating

6.5

Company rating: 6.5 out of 10

Based on 36 frontline employees who took The Breakroom Quiz

75th of 235 rated social care providers

Job description

Why You Should Work With Us:
At Sinceri Senior Living, we are a fun loving, employee-centric company like no other! Maybe that's why we have been certified by our employees as a Great Place to Work ® for our 7th Year in a row. Create your career with us and learn about all the career growth opportunities we offer.
Have we sparked your interest yet? Apply online and join our wonderful team. Questions about the application process? Come visit us and our staff will be happy to assist you!
Sinceri Senior living is proud to be an Equal Employment Opportunity employer. We celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability status, or any other applicable characteristics protected by law. Minors must be at least 16 years of age to be employed by Sinceri Senior Living. Candidates submitted by unsolicited 3rd party recruiters will not be considered.
Purpose:
The Vice President of Clinical Operations provides strategic and operational clinical leadership across all senior living communities within an assigned division, spanning assisted living, memory care, and independent living services. Reporting to the Chief Clinical Officer, this role translates enterprise clinical strategy into consistent, high-quality resident care at the community level. The VP is accountable for standardizing clinical practice, safeguarding multi state regulatory compliance, mitigating clinical risk, and optimizing the operational and financial performance of clinical services. Serving as the primary clinical bridge between the corporate office and the field, the VP leads and develops a team of regional clinical leaders to advance resident wellness, safety, and satisfaction while supporting the division's overall business objectives.
ABOUT THE LEGACY DIVISION
You'll lead clinical operations for Sinceri's Legacy division that has 76 communities offering independent living, assisted living, and memory care, organized into six regions. The division spans 16 states: CA, CO, ID, IL, IN, ME, NC, OH, OR, SC, SD, TN, TX, VA, WA, and WI. You'll partner with a divisional leadership team spanning Sales, Operations, Clinical, Dining, Resident Experience, and Environmental Services, collaborating across every discipline to deliver a coordinated, exceptional experience for residents and their families.
Essential Job Functions:
Clinical Quality and Standardization
  • Align divisional clinical practices, memory care programming, and assisted living services with enterprise clinical protocols, standards, and philosophy of care
  • Lead divisional quality assurance and performance improvement efforts to reduce falls, medication errors, avoidable hospitalizations, and other adverse clinical outcomes
  • Monitor divisional clinical quality metrics and dashboards, identify trends, and drive targeted interventions and measurable improvement
  • Ensure accurate and consistent resident assessments, care-level determinations, and service plan execution across all communities in the division

Regulatory Compliance and Survey Readiness
  • Maintain perpetual survey readiness across all communities and ensure ongoing compliance with applicable state assisted living, memory care, and licensing regulations
  • Oversee mock surveys, self-audits, and readiness reviews, and hold communities accountable for closing identified gaps
  • Direct the development and execution of Plans of Correction for regulatory deficiencies, including complex citations and immediate jeopardy or equivalent findings
  • Partner with the Regulatory & Quality Services, Licensing, and Legal teams on investigations, remediation, and communication with state agencies

Risk Management
  • Monitor clinical incident reports and high-risk resident situations, and implement proactive risk-reduction strategies across the division
  • Support timely reporting, investigation, and documentation of clinical incidents in accordance with enterprise risk and insurance protocols
  • Partner with Risk, Insurance, and Legal on claims, liability trends, and mitigation planning
  • Escalate significant clinical, regulatory, and liability risks to the Chief Clinical Officer and cross functional partners

Operational and Financial Performance
  • Partner with the Divisional Vice President of Operations to manage clinical labor budgets, care-level pricing models, and clinical supply expenses
  • Optimize staffing grids to meet resident acuity and care needs while aligning with financial and productivity benchmarks
  • Drive appropriate care-level capture and revenue integrity through accurate assessment and documentation practices
  • Reduce reliance on agency staffing through effective workforce planning, retention, and scheduling strategies

Clinical Technology and Innovation
  • Evaluate, implement, and drive adoption of clinical and resident-experience technologies, electronic health record systems, and clinical partnerships across the division
  • Champion consistent utilization of enterprise clinical platforms and support field teams through implementation, training, and change management
  • Serve as a clinical subject-matter partner in the assessment of new tools, vendors, and care models

Team Leadership and Talent Development
  • Direct, mentor, and evaluate a team of Regional Director of Health Services, setting clear expectations and accountability
  • Support the recruitment, interviewing, and onboarding of community-level Health Services Directors
  • Build a supportive, high-performing clinical culture that strengthens engagement and retention of nursing and clinical staff
  • Develop clinical talent pipelines and succession plans within the division

Cross-Functional Collaboration
  • Serve as the clinical liaison between the corporate office and community teams, ensuring two-way communication of strategy, expectations, and field realities
  • Collaborate with Operations, Regulatory & Quality Services, Licensing, Risk, Insurance, and Legal to deliver aligned, integrated support to communities
  • Represent divisional clinical operations in enterprise initiatives, rollouts, and strategic planning as directed by the Chief Clinical Officer

Sales & Marketing Partnership
  • Partner with Sales and Marketing to ensure the community's clinical capabilities, levels of care, and signature programs are represented accurately and in compliance with advertising and licensing requirements
  • Support move-in decisions through clinical review of prospective residents to confirm the community can safely meet their care needs while promoting right-fit admissions, census growth, and long-term retention
  • Provide clinical expertise for tours, family meetings, and prospect questions involving higher acuity and memory care needs, and equip sales teams to speak accurately to levels of care and pricing

Resident Experience Partnership
  • Partner with the Resident Experience teams to align clinical care planning with life enrichment, engagement, and memory care programming so activities suit each resident's cognitive and physical abilities
  • Collaborate on resident engagement technology and on satisfaction initiatives that strengthen resident and family confidence
  • Support a smooth clinical onboarding at move-in, and use resident engagement participation and feedback to inform care planning and continuous quality improvement

Additional Responsibilities
  • Represent the organization in industry associations and professional development activities. • Perform other duties as assigned to support organizational objectives and regulatory compliance

Minimum Eligibility Requirements
Education & Licensure
  • Current and unrestricted Registered Nurse (RN) license in good standing
  • Bachelor of Science in Nursing (BSN) and Master's degree (MSN, MHA, or MBA) preferred
  • Minimum of 5-7 years of multi-site regional or divisional clinical leadership in senior living, assisted living, or long-term care
  • Demonstrated expertise managing assisted living and memory care clinical operations
  • Proven track record navigating state health department and licensing regulations and managing complex surveys and Plans of Correction

Key Competencies
  • Working knowledge of electronic health records and clinical data/analytics systems
  • Strong financial acuity, including clinical budget and staffing grid management
  • Excellent crisis management, communication, and interpersonal skills
  • Ability to lead through influence across a geographically dispersed, multi-state division

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