Relations & Enablement Training & Development Manager; Remote

Join Us in Redefining Care

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…