I’m a Senior Learning & Development Strategist with over a decade of experience. I specialize in designing impactful learning experiences, optimizing onboarding processes, and leading initiatives that drive operational efficiency.
Professional Overview
As a Senior Learning & Development Strategist, I excel at designing impactful learning experiences that drive business results. With over a decade of experience across diverse industries, I specialize in creating and implementing eLearning programs, optimizing onboarding processes, and leading cross-functional initiatives that enhance learning outcomes and operational efficiency.
As a Senior Learning & Development Strategist, I excel at designing impactful learning experiences that drive business results. With over a decade of experience across diverse industries, I specialize in creating and implementing eLearning programs, optimizing onboarding processes, and leading cross-functional initiatives that enhance learning outcomes and operational efficiency.
I am known for my collaborative approach, problem-solving skills, and the ability to translate strategic goals into practical, engaging learning solutions. Whether it's building new curricula, guiding teams through change, or creating systems that simplify complex tasks, I thrive on making learning accessible, impactful, and aligned with business objectives.
In my current role, I've spearheaded the successful transition to a new learning experience platform (LXP) for 6,000+ employees, developed training programs that reduced hiring gaps and increased productivity, and implemented cost-saving initiatives that have improved data integrity and employee recognition processes. My unique ability to grasp complex systems quickly allows me to provide innovative solutions, often bridging gaps outside of my primary role.
Objective: Achieve compliance with WHMIS regulations, educate office staff on safe chemical handling, and mitigate company liability.
Approach:
Needs Assessment & Planning: Conducted an analysis of compliance requirements and developed a training plan, which was approved by the stakeholder.
Interactive Design: Created a 30-minute eLearning module with scenarios, quizzes, and drag-and-drop exercises, enhanced with attractive graphics and animations to keep learners engaged.
AI Voice Integration: Used AI voice technology for extensive narration, ensuring it was natural-sounding and engaging to maintain learner interest throughout the course.
Tools: Articulate Storyline 360, AI Voice Technology, Microsoft PowerPoint, Adobe Illustrator.
Impact:
Compliance: Full compliance achieved within 60 days, half the time initially requested by the stakeholder.
Employee Feedback: Positive feedback highlighted the engaging narration, visual appeal, and interactive elements. Some noted the course length, a compliance necessity that was communicated upfront.
Role: Led needs assessment, collaborated with stakeholders to ensure regulatory compliance, designed and developed the interactive eLearning module, integrated AI voice for extensive narration, and standardized safety postings across office locations.
Timeline: 4 weeks from project intake to course completion; 60 days to full compliance.
Project: Data Governance Training & Recognition Program
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Objective: Educate HR employees on data governance principles, align them with IT policies, and engage them through an ongoing recognition program.
Approach:
eLearning Module: Developed interactive scenarios and real-life applications to make data governance engaging and practical.
Recognition Program: Built an automated system that recognized adherence to data governance practices, integrating with existing tools like Microsoft Forms and Power Automate.
Tools: Storyline 360, Microsoft Forms, Power Automate, Power BI, Adobe Illustrator.
Impact:
Employee Engagement: Over 1,000 recognitions logged, with monthly celebrations in HR meetings that have shifted the culture toward proactive data governance.
Efficiency Gains: A 50% reduction in time spent on data corrections, thanks to better practices and process improvements.
Cost Savings: Saved the company $30k by using in-house tools instead of purchasing an external recognition platform.
Role: Led needs assessment, designed the recognition program, developed the eLearning course, and created interactive, scenario-based learning experiences.
Timeline:
6 Weeks: eLearning course development, from scripting to final reviews.
1 Month: Recognition program design and implementation using Microsoft 360 tools.
Project: Leadership Training Program for QSR Managers and Supervisors
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Objective: Transform store managers into strategic business operators, empower supervisors to manage daily operations, and improve operational efficiency, customer satisfaction, and employee retention.
Approach:
Content Development: Developed and released management and leadership content over 5 months targeted at managers, with supplementary material for supervisors to ensure alignment and support change management.
Facilitation & Support: Conducted regular meetings and on-site visits with managers and supervisors to ensure understanding and application of the materials, adjusting as needed based on feedback and challenges.
Tools & Resources: Created eLearning modules, Quick Reference Guides, and process maps. Optimized existing tools and physical store layouts for better efficiency. The final month focused on integrating all elements, conducting peer site visits, and creating location-specific strategies.
Tools: Articulate Storyline, PowerPoint, Adobe Illustrator, process mapping, change management strategies, Microsoft Word, Teams, Outlook.
Impact:
Time Reallocation: Managers gained an average of 15 hours per week for strategic tasks, focusing on areas like inventory control and schedule optimization.
Performance Boost: One location increased revenue by over 20% year-over-year through focused efforts on sales forecasting, schedule optimization, and inventory control. Across the program, customer satisfaction rose by 15%, revenues by 10%, and employee retention by 30%.
Data-Driven Success: Managers learned to analyze dashboard metrics, profit and loss statements, and sales-by-department reports, enabling them to pinpoint which strategies were most effective.
Material Iteration: Based on learner feedback, materials were revised to be clearer and more concise, some delivery was automated, and locations were grouped by type (e.g., drive-thru vs. non-drive-thru) for future training cohorts.
Role: Assessed store performance, identified key training topics, set goals, developed content and resources, facilitated training, conducted site visits, provided stakeholder updates, iterated materials for future use, and trained a long-term facilitator. Managed stakeholder expectations by sharing insights on learner mindset, common challenges, adjustments made, observed behavioral changes, and incremental improvements.
Timeline:
Preparation (2 months): 1 month of assessment and 1 month of program development.
Implementation (5 months): Content delivery, follow-ups, site visits, and demonstrations.
Finalization (1 month): Integration, peer site visits, and strategy development.
