Selected Work & Results: Christopher Paul, CPTD

By the numbers

The scale, at a glance.

1.5M+ Course completions across USA Funds extended-enterprise programs · 2010 to 2015

30% Average workforce-readiness gain across redesigned programs and AI-enabled performance-support pilots · 2019 to 2026

$200K+ Sustained annual savings from vendor reduction, internal content production, and AI-enabled workflow improvement

Featured case · Enterprise transformation

Two SAP migrations, one global standard for readiness.

Enterprise learning ownership for two multi-year SAP/ERP migrations across a GxP-regulated global pharmaceutical manufacturing organization, planned backward from go-live readiness and proven against role-based requirements.

150+ sites · six languages GxP · 21 CFR Part 11 · ALCOA+ Role-based curriculum architecture

10,000+Employees trained for go-live

94%Demonstrated capability vs. role requirements

98%Global user satisfaction

~40%Content efficiency gain, spend reduced

01 Challenge

Two multi-year SAP/ERP migrations had to land across a regulated global manufacturing environment without disrupting validated operations. Employees across 150+ sites, six languages, and 2,800 business roles needed clear, role-specific readiness before go-live. In a GxP environment, "trained" is not a checkbox: assignment, evidence, and traceability have to hold up to audit.

02 What I Led

I owned the learning strategy, the role-mapping framework, the curriculum execution model, the stakeholder operating rhythm, content standards, governance, and the readiness measurement approach. Business-defined SAP roles were translated into 250+ role-based curricula, supporting delivery of 200+ courses and business-process procedures across six languages to a single design standard.

03 Result

Employees were trained and prepared against role-based requirements before go-live, with adoption, satisfaction, content efficiency, and cost outcomes tracked through business-relevant measures. To control cost and quality, routine content production shifted from outside vendors to an internal, AI-enabled development model.

04 Evidence

Readiness was proven against role-based requirements in the LMS before go-live, with capability, satisfaction, content efficiency, and cost each tracked through measures the business already trusted and could audit.

More selected work

Three more numbers that moved.

Each engagement followed the same throughline: baseline the problem, design for the job, instrument the rollout, and report a number leadership could act on.

Operating model

$175K

First-year savings, with $200K+ sustained every year after

Content model

A lower-cost content engine

Challenge

Learning ran on a vendor-dependent content model that was expensive to sustain and hard to justify each budget cycle.

What I Led

Shifted routine content production from vendors to a strategically staffed internal development team, and incorporated AI into instructional-design and development workflows.

Result

Annual program spend dropped from $500K to $300K, saving $175K in the first year and $200K+ every year after.

Workforce readiness

25%

Less upfront training time, with higher engagement and readiness

AI-guided learning

Faster proficiency, reduced training time

Challenge

600+ supply chain employees needed to reach proficiency on critical skills without spending more hours in training than the work allowed.

What I Led

Piloted an AI-enabled performance support model that moved select high-detail content from upfront delivery to in-the-flow access through a custom AI chatbot, connecting capability gaps to skills-based learning journeys.

Result

Reduced seat time by 25%, increased learner engagement by 15%, and improved workforce readiness by 30%.

Onboarding

50%

Faster new-hire ramp-up, with proficiency up 20%

Onboarding redesign

Faster time-to-proficiency

Challenge

At USA Funds, supporting a 500K+ learner base, new hires took too long to reach full proficiency.

What I Led

Redesigned onboarding around competency-based milestones and targeted performance support, so people built the right skills in the right order.

Result

Reduced new-hire ramp-up by 50% and improved proficiency by 20%.

Artifacts behind the work

How the work holds up.

The strategic artifacts behind these outcomes: architecture, governance, roadmaps, and measurement. These are representative, reconstructed, or anonymized examples that show the thinking, not proprietary employer material.

Confidentiality note. Every example here is sanitized, reconstructed, or fully anonymized. No proprietary employer data, internal systems, non-public metrics, or employee information is shown. Samples illustrate structure and approach only.

Architecture

Role-based curriculum architecture

How business roles map to required curricula and courses, the traceable structure that makes assignment consistent and audit-ready at scale.

Governance

Governance & review lifecycle

The recurring review, approval, and version-control cycle that keeps content compliant, current, and defensible through change.

Roadmap

Readiness roadmap

Workstreams sequenced backward from a go-live date, with the readiness milestone marked, so leadership sees the path and the gate.

Measurement

Executive measurement dashboard

A mock scorecard layout, readiness, capability, satisfaction, and ROI, framed for a leadership audience, not a course report.

AI operations

AI-enabled content workflow

Before and after of a development pipeline modernized with AI assists and quality controls, operational modernization with risk gates intact.

Stakeholders

Stakeholder RACI & intake model

Who is responsible, accountable, consulted, and informed, plus the intake gate that keeps demand prioritized by business risk.

Ecosystem

Learning ecosystem map

How the LMS/LXP, record store, HR systems, and content sources connect, the integrated picture behind automated, compliant assignment.

Communication

Executive update sample

How I report progress and risk to leadership, concise, metric-led, and framed around business decisions rather than activity.

What's next

Let's talk about what you're trying to prove.

Bring me the outcome that's been hard to move. We'll map the learning, and the measurement, to reach it.

Email Christopher