People Relations & Enablement Training & Development Manager (Remote)

At Advocate Health, we’re committed to helping people live well by delivering exceptional care with compassion, innovation, and expertise. We’re seeking an experienced People Relations & Enablement Training & Development Leader to design and deliver enterprise learning strategies that help leaders, teammates, physicians, faculty, PCBPs, and People Relations & Enablement teams apply practices effectively, consistently, and confidently.

As a key member of the People Relations & Enablement team, you’ll play a critical role in strengthening performance, culture, accountability, and consistency across the enterprise through thoughtful, scalable, and practice-based learning experiences.

This opportunity offers the chance to build and lead an enterprise-wide training strategy aligned to the People Relations & Enablement operating model. In this role, you will translate policies, procedures, investigative standards, and People Relations practices into clear, accessible, and practical learning experiences that support confident decision-making and consistent application across the organization.

You’ll partner closely with People Relations, Policy Lifecycle & Alignment, Investigative Protocols & Compliance, Intake teams, PCBPs, legal, compliance, risk partners, and operational leaders to ensure training is relevant, aligned, and impactful.

• Design a cohesive, enterprise-wide training strategy aligned to the People Relations & Enablement operating model.
• Prioritize training initiatives based on risk, impact, and organizational needs.
• Ensure alignment with governance standards, investigative protocols, and policy intent.
• Establish a multiyear roadmap that evolves with the organization.
• Convert policies, procedures, and investigative standards into clear, practice-based learning experiences.
• Ensure training emphasizes application, judgment, and real-world decision-making.
• Reduce ambiguity by reinforcing expectations, roles, and escalation pathways.
• Partner with Policy Lifecycle & Alignment to ensure fidelity to policy intent.
• Design targeted training to strengthen leader confidence and capability in addressing people-related issues.
• Equip leaders with tools to identify concerns early and respond appropriately.
• Reinforce consistent, fair, and respectful management practices.
• Support leaders in navigating complex, sensitive, or high-risk situations.
• Develop a mix of delivery methods, including digital, live, and blended learning, to support enterprise scale.
• Ensure training is accessible, inclusive, and tailored to different leader and teammate audiences.
• Leverage technology platforms to support consistent delivery and tracking.
• Balance standardization with flexibility for role-specific needs.
• Collaborate with Investigative Protocols & Compliance, Policy Lifecycle & Alignment, and Intake teams.
• Incorporate legal, compliance, and risk perspectives where appropriate.
• Engage PCBPs and operational leaders to ensure training relevance.
• Align training efforts with broader organizational learning initiatives.
• Establish metrics to assess training participation, comprehension, and application.
• Gather feedback from leaders and teammates to improve content and delivery.
• Monitor trends to identify gaps in understanding or capability.
• Use insights to continuously refine and strengthen training offerings.
• Develop reinforcement tools such as job aids, playbooks, and reference guides.
• Support ongoing learning through refreshers and targeted interventions.
• Enable People Relations teams to coach leaders using consistent frameworks.
• Promote a culture of learning, accountability, and continuous improvement.
• Identify opportunities to modernize training content and delivery.
• Leverage insights, data, and emerging best practices to evolve learning approaches.
• Support prevention-focused strategies by strengthening early intervention skills.
• Contribute to enterprise efforts to improve consistency, trust, and culture.

• Bachelor’s degree or equivalent years of experience.
• Typically requires 5 years of progressive leadership or training and development experience.
• Experience across People Relations, Workforce Analytics, HR Business Partner, organizational development, or strategic advisory work.
• Ability to navigate complexity with agility and adaptability.
• Strong judgment, strategic thinking, and ability to scale impact.
• Ability to develop practical solutions that support consistency and enterprise alignment.
• Strong communication, influence, and relationship-building skills.
• Resilience and ability to manage stakeholders across a complex environment.
• Understanding of the external landscape and emerging trends that may influence People Relations, training, and workforce practices.
• Ability to translate complex policies, procedures, and standards into clear learning experiences.
• Strong capability in developing tools, resources, and learning solutions that support leader confidence and teammate experience.

• Master’s degree.
• Experience supporting People Relations, employee relations, compliance, investigations, workforce analytics, organizational development, or strategic advisory functions.
• Experience designing enterprise-wide learning strategies in a complex, matrixed organization.
• Experience developing blended learning solutions, job aids, playbooks, and scalable training resources.
• Experience partnering with legal, compliance, risk, HR, and operational leaders.