Remote Learning Development Manager Jobs
Remote Learning Development Manager jobs are available nationwide at employers like Affirm, Indeed, and Target and other distributed teams, at every experience level. See the openings below and apply to the ones that match your experience.
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Showing 5 of 16+ Remote Learning Development Manager jobs
Who We Are
Evergreen Nephrology partners with nephrologists to transform kidney care through a value-based, person-centered, holistic, and comprehensive approach to kidney care. We believe patients living with kidney disease deserve the best care. We are committed to improving patient outcomes and improving quality of life by delaying disease progression, shifting care to the home, and accelerating kidney transplants.
We help nephrologists focus on the right patients at the right time across the full care spectrum. We do this by providing them with the best-in-class interdisciplinary clinical resources, analytical insight and tools, and services to patients. We listen to the needs of our patients, our employees, and our client partners, continually working to push beyond the status quo in which the care system manages patients today.
Who You Are
You are a pragmatic, hands-on learning leader who believes learning should directly enable business performance - not exist as a standalone function. You thrive in lean environments where you are responsible for both defining direction and delivering outcomes. You are comfortable operating as a senior individual contributor, partnering closely with leaders across the organization, and building solutions from the ground up.
You are energized by translating ambiguity into practical, scalable approaches that help teams perform at a high level, especially in operational and clinical settings.
Your Role
As Senior Manager, Learning & Development, you will serve as Evergreen's primary learning leader and builder, owning the design and delivery of our most business-critical learning priorities.
Reporting to the SVP of People, this role is focused on enabling execution: ensuring our teams can perform effectively in role, with a primary emphasis on partnering with Clinical Operations and Technology, delivering onboarding, building the leadership skills of Evergreen's managers, and outlining clear career and learning opportunities for all Evergreen employees.
This is a highly hands-on and cross-functional role. You will personally design, build, and deliver Evergreen's highest-impact learning programs, leveraging cross-functional partners and lightweight tools to scale your work. This role is best suited for a builder who is comfortable owning strategy and execution end-to-end, without reliance on a direct team.
While this position is fully remote, candidates should be able to work core business hours of 9am-5pm in the Central time zone.
Evergreen's current learning technology and tool stack includes: WorkRamp (LMS), Articulate, 7Taps, Tango, and LinkedIn Learning. Evergreen utilizes the Microsoft suite of products, including Copilot.
Role Responsibilities
Responsibilities will vary based on business priorities, but this role's primary duties include the following:
Learning Strategy & High-Impact Program Delivery
- Define and execute a focused learning strategy aligned to Evergreen's highest-priority business needs
- Personally design, build, and deliver high-impact programs, including:
- End-to-end employee and leader onboarding (focused on accelerating time-to-impact)
- Manager and leadership development
- Employee career growth paths and development programs
- Clinical, operational and technical enablement, in partnership with our Clinical and IT Technical trainers
- Learning support for major company initiatives (e.g., company all-hands events, provider education)
- Execution of mandatory compliance training in partnership with Legal/Compliance
- Build practical, scalable learning experiences using blended and asynchronous formats for a distributed workforce
- Leverage AI-enabled tools in day-to-day design, content creation, and knowledge access to improve speed, quality, and scalability
- Ensure all learning approaches meet Evergreen's standards for quality, accuracy, compliance, and data privacy
Clinical, Technical & Other Cross-Functional Partnership
- Act as a key learning partner to Clinical Operations leadership, aligning learning directly to care delivery workflows, performance expectations, and operational priorities
- Prioritize learning investments based on Clinical Operations needs, recognizing this as the organization's highest-impact capability area
- Partner with our Clinical and IT Technical trainers to both build and integrate their training needs, materials and subject matter expertise into our training programs
- Partner with Clinical, Technology and Operations leaders to identify capability gaps and define practical solutions
- Translate business and clinical requirements into clear, effective learning experiences that drive performance
- Influence stakeholders without formal authority by grounding recommendations in business outcomes
Program Execution & Measurement
- Define and track success using a combination of:
- Learning adoption and engagement
- Business outcomes (e.g., time-to-productivity, manager effectiveness, employee satisfaction scores, retention rates, operational performance signals)
- Continuously iterate and improve programs based on results and feedback
- Ensure learning efforts are well-prioritized, clearly communicated, and aligned to Evergreen's operating cadence
Learning Technology & Vendor Management
- Own and optimize Evergreen's learning tools and technology ecosystem
- Manage external partners and vendors with a focus on efficiency and measurable value
- Evaluate opportunities to simplify and streamline tools, content, and processes
- Partner with Finance, IT, Legal, and Security to ensure alignment with company standards
Learning Infrastructure & Enablement
- Establish lightweight standards, templates, and tools that enable scalable, high-quality learning without unnecessary complexity
- Oversee content governance and the end-to-end learner experience
- Partner with subject-matter experts across the organization to design and deliver learning, rather than owning all specialized content directly
- Leverage limited support resources (e.g., contractors, tools) as needed to extend impact
What Success Looks Like (12-18 Months)
- Learning is tightly integrated into Evergreen's operating rhythm (onboarding, manager expectations, and key initiatives)
- A streamlined onboarding experience reduces time-to-productivity for new hires
- Managers consistently apply core leadership practices, improving team effectiveness and retention
- Employees understand the career paths and growth opportunities available to them at Evergreen
- Clinical Operations learning is embedded into workflows and viewed as essential to execution
- Learning programs meaningfully support major company initiatives and drive adoption
- AI-enabled learning practices improve efficiency, access to knowledge, and scalability while maintaining quality and compliance
- A lean, high-impact learning approach delivers measurable business value without unnecessary complexity
- L&D is viewed by leaders as a practical, trusted enabler of business performance
Required Qualifications
- 7+ years designing and delivering learning programs in fast-paced, resource-constrained environments
- Demonstrated ability to operate as a senior individual contributor while influencing at the leadership level
- Proven experience building manager and leadership capability
- Strong hands-on experience designing and delivering learning programs (not just overseeing)
- Ability to translate operational or clinical needs into practical, performance-focused learning solutions
- Strong understanding of adult learning principles, applied pragmatically
- High comfort level with learning technologies and AI-enabled tools
- Able to work effectively in a primarily remote environment:
- Home internet must support a minimum download speed of 25 Mbps and upload speed of 10 Mbps. Cable, Fiber, or DSL connections hardwired to the internet device are recommended
- Evergreen will provide remote employees with telephony applications and equipment to meet the business requirements for their role
- Employees must work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information
Preferred Qualifications
- Background in healthcare, services, or mission-driven organizations
- Experience supporting distributed, remote teams
- Experience building learning in early-stage or scaling environments
Compensation
The base salary pay range for this role is $130,000 to $150,000 annually. Exact pay is determined based on experience, education, and other role-specific factors.
This role is also eligible for an annual bonus.
Benefits
Evergreen Nephrology's total rewards program is designed to support you in and outside of work. You can expect:
- Paid time off starting at four weeks for full‑time employees
- 12 paid holidays per year
- Medical, dental, vision, and life insurance
- A 401(k) program with employer match after 6 months of tenure
- Paid parental leave and flexible work arrangements
- Ongoing learning and development opportunities throughout your career
Evergreen Nephrology is an equal opportunity employer. Applicants will not be discriminated against because of race, color, creed, sex, sexual orientation, gender identity or expression, age, religion, national origin, citizenship status, disability, ancestry, marital status, veteran status, medical condition or any other protected category under local, state or federal laws.
If you are an applicant with a disability who requires reasonable accommodation for any part of the hiring process, please contact us for assistance at recruiting@evergreennephrology.com.
Who We Are
Evergreen Nephrology partners with nephrologists to transform kidney care through a value-based, person-centered, holistic, and comprehensive approach to kidney care. We believe patients living with kidney disease deserve the best care. We are committed to improving patient outcomes and improving quality of life by delaying disease progression, shifting care to the home, and accelerating kidney transplants.
We help nephrologists focus on the right patients at the right time across the full care spectrum. We do this by providing them with the best-in-class interdisciplinary clinical resources, analytical insight and tools, and services to patients. We listen to the needs of our patients, our employees, and our client partners, continually working to push beyond the status quo in which the care system manages patients today.
Who You Are
You are a pragmatic, hands-on learning leader who believes learning should directly enable business performance - not exist as a standalone function. You thrive in lean environments where you are responsible for both defining direction and delivering outcomes. You are comfortable operating as a senior individual contributor, partnering closely with leaders across the organization, and building solutions from the ground up.
You are energized by translating ambiguity into practical, scalable approaches that help teams perform at a high level, especially in operational and clinical settings.
Your Role
As Senior Manager, Learning & Development, you will serve as Evergreen's primary learning leader and builder, owning the design and delivery of our most business-critical learning priorities.
Reporting to the SVP of People, this role is focused on enabling execution: ensuring our teams can perform effectively in role, with a primary emphasis on partnering with Clinical Operations and Technology, delivering onboarding, building the leadership skills of Evergreen's managers, and outlining clear career and learning opportunities for all Evergreen employees.
This is a highly hands-on and cross-functional role. You will personally design, build, and deliver Evergreen's highest-impact learning programs, leveraging cross-functional partners and lightweight tools to scale your work. This role is best suited for a builder who is comfortable owning strategy and execution end-to-end, without reliance on a direct team.
While this position is fully remote, candidates should be able to work core business hours of 9am-5pm in the Central time zone.
Evergreen's current learning technology and tool stack includes: WorkRamp (LMS), Articulate, 7Taps, Tango, and LinkedIn Learning. Evergreen utilizes the Microsoft suite of products, including Copilot.
Role Responsibilities
Responsibilities will vary based on business priorities, but this role's primary duties include the following:
Learning Strategy & High-Impact Program Delivery
- Define and execute a focused learning strategy aligned to Evergreen's highest-priority business needs
- Personally design, build, and deliver high-impact programs, including:
- End-to-end employee and leader onboarding (focused on accelerating time-to-impact)
- Manager and leadership development
- Employee career growth paths and development programs
- Clinical, operational and technical enablement, in partnership with our Clinical and IT Technical trainers
- Learning support for major company initiatives (e.g., company all-hands events, provider education)
- Execution of mandatory compliance training in partnership with Legal/Compliance
- Build practical, scalable learning experiences using blended and asynchronous formats for a distributed workforce
- Leverage AI-enabled tools in day-to-day design, content creation, and knowledge access to improve speed, quality, and scalability
- Ensure all learning approaches meet Evergreen's standards for quality, accuracy, compliance, and data privacy
Clinical, Technical & Other Cross-Functional Partnership
- Act as a key learning partner to Clinical Operations leadership, aligning learning directly to care delivery workflows, performance expectations, and operational priorities
- Prioritize learning investments based on Clinical Operations needs, recognizing this as the organization's highest-impact capability area
- Partner with our Clinical and IT Technical trainers to both build and integrate their training needs, materials and subject matter expertise into our training programs
- Partner with Clinical, Technology and Operations leaders to identify capability gaps and define practical solutions
- Translate business and clinical requirements into clear, effective learning experiences that drive performance
- Influence stakeholders without formal authority by grounding recommendations in business outcomes
Program Execution & Measurement
- Define and track success using a combination of:
- Learning adoption and engagement
- Business outcomes (e.g., time-to-productivity, manager effectiveness, employee satisfaction scores, retention rates, operational performance signals)
- Continuously iterate and improve programs based on results and feedback
- Ensure learning efforts are well-prioritized, clearly communicated, and aligned to Evergreen's operating cadence
Learning Technology & Vendor Management
- Own and optimize Evergreen's learning tools and technology ecosystem
- Manage external partners and vendors with a focus on efficiency and measurable value
- Evaluate opportunities to simplify and streamline tools, content, and processes
- Partner with Finance, IT, Legal, and Security to ensure alignment with company standards
Learning Infrastructure & Enablement
- Establish lightweight standards, templates, and tools that enable scalable, high-quality learning without unnecessary complexity
- Oversee content governance and the end-to-end learner experience
- Partner with subject-matter experts across the organization to design and deliver learning, rather than owning all specialized content directly
- Leverage limited support resources (e.g., contractors, tools) as needed to extend impact
What Success Looks Like (12-18 Months)
- Learning is tightly integrated into Evergreen's operating rhythm (onboarding, manager expectations, and key initiatives)
- A streamlined onboarding experience reduces time-to-productivity for new hires
- Managers consistently apply core leadership practices, improving team effectiveness and retention
- Employees understand the career paths and growth opportunities available to them at Evergreen
- Clinical Operations learning is embedded into workflows and viewed as essential to execution
- Learning programs meaningfully support major company initiatives and drive adoption
- AI-enabled learning practices improve efficiency, access to knowledge, and scalability while maintaining quality and compliance
- A lean, high-impact learning approach delivers measurable business value without unnecessary complexity
- L&D is viewed by leaders as a practical, trusted enabler of business performance
Required Qualifications
- 7+ years designing and delivering learning programs in fast-paced, resource-constrained environments
- Demonstrated ability to operate as a senior individual contributor while influencing at the leadership level
- Proven experience building manager and leadership capability
- Strong hands-on experience designing and delivering learning programs (not just overseeing)
- Ability to translate operational or clinical needs into practical, performance-focused learning solutions
- Strong understanding of adult learning principles, applied pragmatically
- High comfort level with learning technologies and AI-enabled tools
- Able to work effectively in a primarily remote environment:
- Home internet must support a minimum download speed of 25 Mbps and upload speed of 10 Mbps. Cable, Fiber, or DSL connections hardwired to the internet device are recommended
- Evergreen will provide remote employees with telephony applications and equipment to meet the business requirements for their role
- Employees must work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information
Preferred Qualifications
- Background in healthcare, services, or mission-driven organizations
- Experience supporting distributed, remote teams
- Experience building learning in early-stage or scaling environments
Compensation
The base salary pay range for this role is $130,000 to $150,000 annually. Exact pay is determined based on experience, education, and other role-specific factors.
This role is also eligible for an annual bonus.
Benefits
Evergreen Nephrology's total rewards program is designed to support you in and outside of work. You can expect:
- Paid time off starting at four weeks for full‑time employees
- 12 paid holidays per year
- Medical, dental, vision, and life insurance
- A 401(k) program with employer match after 6 months of tenure
- Paid parental leave and flexible work arrangements
- Ongoing learning and development opportunities throughout your career
Evergreen Nephrology is an equal opportunity employer. Applicants will not be discriminated against because of race, color, creed, sex, sexual orientation, gender identity or expression, age, religion, national origin, citizenship status, disability, ancestry, marital status, veteran status, medical condition or any other protected category under local, state or federal laws.
If you are an applicant with a disability who requires reasonable accommodation for any part of the hiring process, please contact us for assistance at recruiting@evergreennephrology.com.
See All 16 Remote Learning Development Manager Jobs
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Find JobsRemote Learning Development Manager Job Market
Who's Hiring
- Affirm1
- Indeed1
- Target1
- reddit1
- Netflix1
Top Industries Hiring
- Technology & Software4
- Retail2
- Insurance1
- Media & Entertainment1
- Construction & Real Estate1
What Employers Look For
The qualifications that appear most often in remote learning development manager jobs.
- Bachelor's degree in instructional design, organizational development, education, or a related field
- 3 to 7 years of experience designing and delivering learning programs in a corporate environment
- Proficiency with authoring tools such as Articulate 360, Adobe Captivate, or equivalent platforms
- Experience managing or administering a learning management system such as Cornerstone, Workday Learning, or SAP SuccessFactors
- Demonstrated ability to conduct needs assessments and align learning solutions to business goals
- Certified Professional in Learning and Performance (CPLP) or equivalent ATD certification preferred
Tips for Your Remote Learning Development Manager Job Search
Quantify learning program outcomes on your resume
Hiring managers want to see impact, not just activity. Replace phrases like 'developed training materials' with metrics tied to completion rates, time-to-proficiency reductions, or employee retention improvements your programs directly influenced.
Tailor your portfolio to each company's L&D maturity
A company building its learning function from scratch needs a different portfolio than one optimizing an established program. Lead with work samples that match where the employer currently is, not where you want to take them.
Apply early to roles that fit
Migrate Mate lists learning development manager openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target job postings that name your authoring tools
Job descriptions that specify Articulate 360, Cornerstone, or Workday Learning signal an environment where your existing tool fluency translates immediately. Prioritize these openings to reduce your ramp time and strengthen your application pitch.
Prepare a concrete needs-analysis example for interviews
Most panels will ask how you identify skill gaps before designing a program. Walk through a real situation where you gathered stakeholder input, defined learning objectives, and chose a delivery format based on that analysis, not instinct.
Negotiate scope alongside compensation in your offer stage
Learning development manager roles vary widely in budget authority, team size, and executive access. Before accepting, clarify whether you own program strategy or execute someone else's, and whether headcount growth is planned for the function.
Remote Learning Development Manager Jobs: Frequently Asked Questions
How do I get a remote learning development manager job?
Target companies that already run distributed teams, since they hire remotely by default and know how to onboard someone they never meet in person. Remote learning development manager employers screen hard for self-direction and clear written communication on top of the core skills, so show evidence you can own work without someone over your shoulder. Apply to the openings above that match your experience.
Which companies hire remote learning development managers?
Companies hiring remote learning development managers include Affirm, Indeed, and Target, based on current remote listings on Migrate Mate as of June 2026. Remote-first firms and large companies running distributed teams post the most remote learning development manager roles.
Can you get a remote learning development manager job with no experience?
Yes, but it is harder than an on-site role, because remote work expects you to operate independently from the start. Entry-level remote learning development manager openings do exist, especially at remote-first companies, and a portfolio of real work helps more than a long resume. Applying broadly to the roles that fit improves your odds.
Do you need a degree for remote learning development manager jobs?
Not always. Many employers hire remote learning development managers on demonstrated skills and prior work rather than a specific degree, though some larger companies still prefer one. Showing relevant results matters more than a credential for most remote learning development manager roles.
Which industries hire the most remote learning development managers?
Remote learning development manager roles concentrate in Technology & Software, Retail, and Insurance, based on current remote listings on Migrate Mate as of June 2026. These sectors run distributed teams and hire learning development managers remotely most consistently.
See All 16 Remote Learning Development Manager Jobs
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