My work has been shaped by complex environments where learning has to support more than course completion. It has to help people understand what is changing, what is expected, how to perform, and how to apply new ways of working with clarity and confidence.
Across higher education, financial services, federal programs, and global pharmaceutical manufacturing, I have learned that useful learning is practical, structured, and connected to the realities of the work. The best solutions bring together role clarity, stakeholder alignment, governance, measurement, and the right level of support so people are prepared to do the work well.
CPTD · 20+ years · Brandon Hall Gold Award recipient
The short version.
For my entire career, I have worked in environments where learning had to support change, compliance, leadership behavior, system adoption, and operational consistency. That shaped my belief that learning has to be designed around the work, not just the content.
I focus on the systems that make learning useful: role-based curricula, readiness planning, governance, stakeholder alignment, measurement, and practical support that helps people apply what they learn.
I bring structure to complex learning problems, align the right people around the right outcomes, and keep solutions practical enough to use, manage, and improve over time.
Hello, and thanks for checking out my portfolio. This is a good place to start if you want to learn more about me, not just the roles I've held, but the experiences and turning points that shaped how I think about learning and development today. Over my 20-some years in adult learning, it became clear to me that L&D is not just about courses, content, or compliance checkoffs.
It's about capability, performance, and whether L&D is making a measurable impact on the business. That perspective started taking shape early in my career as an Assistant Director of Financial Aid at a large metropolitan university. There, I took ownership of a compliance training program that needed a fresh perspective.
It probably wasn't the assignment everyone was lining up for, but for me, it became the starting point for everything that followed. The first time I planned a session and stood up to deliver it, something clicked. I thought, okay, I actually like this.
I liked helping people make sense of complex material. I liked turning required training into something useful, and that became the thread that carried through the rest of my career, making learning practical, purposeful, and connected to real performance. From there, I moved deeper into instructional design and learning technology, a progression that eventually led to my first director-level role at what was then the nation's largest student loan guarantor.
For about 12 of my 20-plus years in learning and development, my primary focus was and coaching L&D teams while also owning strategy and building enterprise learning solutions. In 2016, I earned the Certified Professional in Talent Development Credential, or CPTD, and later took ownership of the learning function at a global pharmaceutical organization. There, I led global supply chain learning in a GXP-regulated environment, supporting more than 1,000 supply chain and manufacturing professionals.
I also led the enterprise learning strategy for two major SAP transformations, delivered in six languages and reaching more than 10,000 workers. And just to keep me humble, I didn't speak any of those languages myself, so partnership and clarity mattered. Earlier in my career, I consulted independently for federal agencies and ed tech clients, including the Department of Veterans Affairs and FEMA.
I also ran L&D operations for what had been the nation's largest student loan guarantor, which strengthened how I think about scale, compliance, and learner impact. That work earned a Brandon Hall Gold Award for Best Extended Enterprise Learning Solution. I'm proud of that recognition, but even more proud that it reflected the work of a talented team and a program that created real value for customers and the people they served.
Across all of these experiences, three things have stayed constant. Learning has to be practical enough to use, clear enough to reduce friction, and connected to outcomes the business actually cares about. That's why I start with the real problem, not the requested course.
I like working with people at every level of an organization, from frontline teams to the C-suite, to understand what needs to change and design a practical solution that can hold up in the real world. So stated plainly, I bring deep L&D experience, enterprise leadership, a CPTD credential, award-winning program work, and a bias for learning that helps people perform. Whether you need strategy, instructional design, learning technology, including thoughtful use of AI or the operations and measurement to run it well, I'm comfortable stepping in and moving things forward.
Thanks for spending a few minutes with me. Explore the portfolio, and if this connects with your organization's challenges, let's talk.
That's the perspective behind the work. Next, the capability areas where I put it to use across strategy, readiness, governance, and measurement.
