AI Learning and Workforce Enablement Strategist
Connecting AI strategy with learning, workflows, and performance.
I design learning and enablement systems that help employees understand new technologies, apply them to real work, and build the judgment needed for responsible and effective use.
Best suited for senior roles in AI enablement, learning strategy, workforce readiness, and enterprise performance.
Explore Selected Work
Learning strategy • Workforce readiness • Systems adoption • Performance support
AN ENABLEMENT SYSTEM
01
AI Strategy
Priorities and responsible use
02
Workflow Enablement
Practice, coaching, and support
03
Performance
Readiness, judgment, and outcomes
Connecting technology to capability.
WHAT I BRING
Enterprise learning leadership grounded in real work.
10+ years
Learning strategy, workforce readiness, and regulated-industry performance.
Responsible AI enablement
Human-reviewed workflows, adoption support, and measurable operational improvement.
Enterprise execution
Custom simulations, scalable systems, cross-functional leadership, and evidence-centered design.
The workplace challenge
Access to technology does not automatically create workforce capability.
Organizations can introduce AI tools quickly. Employees still need relevant use cases, clear expectations, realistic practice, manager support, and guidance for applying those tools responsibly.
My work connects technology with the decisions, processes, and behaviors employees need to perform effectively.
Translate complexity
Turn technical tools, policies, and workflows into clear employee actions.
Build readiness
Create role-based learning, practice, coaching, and performance support.
Connect learning to work
Define what employees should demonstrate and how leaders can evaluate progress.
FLAGSHIP WORKFORCE READINESS CASE STUDY
Building a Field Collections Readiness System
I transformed fragmented, inconsistent on-the-job training into a structured first-year readiness system for a confidential state revenue agency. The pathway clarified role expectations, sequenced learning and field practice, and gave supervisors a consistent framework for coaching performance.
The design connected realistic scenarios, field-safety standards, performance support, and evidence-based reviews at 90 days, six months, and one year. Instead of treating onboarding as course completion, the system established progressive checkpoints for foundational application, coached performance, and independent field readiness.
View Flagship Case Study
ROLE
AI Learning and Workforce Enablement Strategist
AUDIENCE
Collectors, supervisors, and leadership
FOCUS
Workforce readiness, systems adoption, coaching, and measurement
Selected Work
Selected initiatives spanning learning strategy, workforce readiness, technical qualification, onboarding, compliance, and AI-assisted development. Each artifact is reconstructed and sanitized to protect confidential information while preserving the scope, decisions, tools, and measurable outcomes of the work. Together, these initiatives reduced rework, accelerated policy deployment, improved audit readiness, lowered support demand, and shortened the path to independent performance.
HUMAN-REVIEWED AI WORKFLOW
Faster learning updates without giving up human control.
AI helps prepare the work. Experts test it, improve it, and decide when it is ready.
01
Review source
02
Draft with AI
03 · HUMAN CHECK
Validate with experts
04
Revise learning
05
Approve and publish
35%
70%
Independently led strategy and development. AI assisted preparation; technical experts validated specialized content.
View graphic and evidence
AI Learning Operations
PROBLEM
Learning updates relied on manual source review and loosely coordinated expert feedback. This slowed revisions and increased the chance that safety, compliance, accessibility, or approval requirements could be missed.
SOLUTION
OUTCOMES / EVIDENCE
Mixed evidence: upfront analysis and preparation were estimated to require 35% less time, while production and development time showed a measured 70% reduction. AI assisted preparation; the instructional designer led learning decisions and technical experts validated specialized content.
CUSTOM BRANCHING SIMULATION ENGINE
Custom JavaScript and HTML turned complex call scenarios into layered coaching practice.
Each decision opened a relevant branch and delivered feedback at every level.
01
Listen
02
Decide
03
Branch
04
Feedback
CUSTOM CODE
JavaScript + HTML
MULTILEVEL
feedback at every branch
View graphic and evidence
CUSTOM SIMULATION DEVELOPMENT
State Government Call Center Coaching Lab
PROBLEM
Supervisors and agents faced complex call situations where one decision changed what happened next. Existing practice did not consistently reproduce those branching conditions or provide targeted feedback at each decision level, contributing to variable call handling and coaching.
SOLUTION
Designed and developed the digital coaching lab in Storyline 360, then personally wrote the JavaScript and HTML that powered complex branching call scenarios. The custom logic tracked layered responses, opened state-dependent paths, and delivered specific feedback at every decision level so learners could see how each choice affected the customer, the call, and the next coaching action.
OUTCOMES / EVIDENCE
Qualitative operational result: the custom simulations created a repeatable environment for practicing complex calls, diagnosing decisions, and coaching performance. Leaders observed more consistent coaching, stronger call quality, faster agent readiness, and fewer repeat errors.
ENTERPRISE COMPLIANCE SYSTEM
From long-form training to a scalable microlearning library.
Short, role-relevant modules made recurring safety and policy updates easier to maintain and approve.
01
Safety updates
02
Policy changes
03
Role-relevant practice
10,000+
learners supported
40%+
management-reported faster development and approval
COMPLIANCE LEARNING AT SCALE
Confidential Aerospace Compliance Microlearning Program
PROBLEM
Recurring safety and policy updates were delivered through long, inconsistent courses. The format made role-specific requirements difficult to find and increased the effort needed to review, approve, and maintain training for a large workforce.
SOLUTION
Independently led strategy and development for a standardized Rise 360 microlearning library organized around short, role-relevant modules. Reusable structures improved consistency, while an AI-assisted review workflow accelerated drafting and prepared updates for SME, compliance, and stakeholder approval.
OUTCOMES / EVIDENCE
Management-reported outcome: the library supported more than 10,000 learners, and leadership reported development and approval became more than 40% faster. The modular structure also reduced rework and created a repeatable system for recurring safety and policy updates.
FACILITATOR CAPABILITY MATRIX
Built drone facilitator capability for consistent, independent delivery.
Department of Defense subject-matter experts practiced drone instruction, coaching, and evaluation against a shared certification standard.
01
Prepare
02
Demonstrate
03
Practice
04
Certify
100
learners reached across the program
5
evidence methods
View graphic and evidence
PROBLEM
Complex Department of Defense drone procedures were being transferred through inconsistent trainer methods and informal shadowing. Subject-matter experts understood drone operations, but they lacked a shared standard for explaining concepts, demonstrating procedures, observing practice, and coaching performance.
SOLUTION
Designed a DoD drone facilitator-development and certification program combining role-play, microteaching, structured teach-backs, observation checklists, and targeted feedback. Facilitators practiced delivery, questioning, coaching, and drone-performance evaluation before leading sessions independently against a shared standard.
OUTCOMES / EVIDENCE
Qualitative result and documented scope: the DoD drone training program reached approximately 100 learners, reduced reliance on informal shadowing, and improved consistency in how complex drone procedures were demonstrated and coached. The certification model built internal capability that could continue without direct instructional-design support.
WINTRUST WORKFORCE READINESS MATRIX
From onboarding activities to independent client performance.
Wintrust formal learning, Salesforce practice, and manager coaching converged at a defined Day 90 proficiency checkpoint.
01
Learn
02
Practice
03
Coach
04
Perform
DAY 90
defined proficiency checkpoint
5
Day 90 proficiency signals
Wintrust Relationship Manager Onboarding Program
PROBLEM
Wintrust Relationship Manager onboarding included useful activities, but they were not organized around a clear progression to independent client-management performance. Learners and managers needed shared expectations for practice, coaching, and Day 90 readiness.
SOLUTION
Led the team, strategy, and development of a Wintrust blended pathway connecting client discovery, Salesforce tasks, guided application, manager coaching, and assessments. Curriculum analysis aligned each activity to a Day 90 readiness checklist and defined performance expectations.
OUTCOMES / EVIDENCE
Qualitative result: Wintrust Day 90 proficiency combined manager observation, successful Salesforce tasks, client-conversation performance, assessment results, and a readiness checklist. The pathway gave learners and managers shared evidence for progression to independent performance.
RECERTIFICATION EVIDENCE MATRIX
Applied judgment became visible, measurable, and auditable.
The program connected realistic decisions with completion records and formal recertification evidence.
01
Applied judgment
02
Completion evidence
03
Audit trail
~900
learners completing federally required training
95%+
verified completion
ASSESSMENT AND RECERTIFICATION
State Revenue Agency Annual Recertification
PROBLEM
Approximately 900 employees were required by the federal government to complete annual training. Attendance alone did not show whether they could apply required judgment, and the organization needed reliable evidence for recertification and audit review.
SOLUTION
Independently led strategy and development of a 158-screen Storyline 360 program with realistic decision scenarios, targeted feedback, and scored knowledge checks. LMS tracking captured completion and scores, while certificates provided a clear recertification record for learners and administrators.
OUTCOMES / EVIDENCE
Verified result: at least 95% of approximately 900 learners completed the federally required program. Scenario scores, LMS records, and certificates documented learner judgment, recertification status, and audit readiness.
Explore additional work
Culture transformation, executive compliance, global clinical enablement, and safety-critical qualification.
View Additional Work
How I contribute
AI Adoption and Workforce Readiness
Role analysis, use case identification, readiness planning, learning pathways, and adoption support.
Learning and Performance Strategy
Needs analysis, curriculum architecture, applied practice, evaluation, and performance alignment.
Systems and Workflow Enablement
Translating complex systems into clear procedures, decisions, job aids, and workplace support.
Scenario-Based Practice and Coaching
Realistic decisions, feedback, supervisor resources, and practice that builds professional judgment.
Responsible Technology Use
Privacy, accuracy, human review, approved use, escalation, and communication of organizational expectations.
My approach
I begin with the work employees need to perform, then design the learning, support, and evidence required to help them succeed.
1
Understand the work
Identify goals, workflows, decisions, barriers, and risks.
2
Define readiness
Describe what employees should know, do, and demonstrate.
3
Design the pathway
Sequence learning, practice, support, coaching, and review points.
4
Build applied practice
Use realistic tasks, scenarios, decisions, and feedback.
5
Support performance
Create job aids, prompts, checklists, and manager resources.
6
Measure application
Connect learning with observable behavior and workplace evidence.
Experience across complex and regulated environments
My work spans technical training, systems adoption, onboarding, compliance, professional judgment, and workplace performance.
Aerospace
Financial Services
Healthcare
Defense
Government
Compliance
Enterprise Systems
Higher Education
Currently supporting technical, HSE, and compliance learning at Honeywell Aerospace.
From learning strategy to AI workforce enablement
I am a senior learning strategist and instructional designer with more than 10 years of experience helping employees understand complex systems, adopt new processes, and perform effectively in regulated environments.
My background includes aerospace, financial services, healthcare, defense, government, compliance, and enterprise technology. I have designed onboarding programs, proficiency pathways, systems training, simulations, performance support, and blended learning programs.
I now bring that experience to AI learning and enablement, with a focus on workforce readiness, responsible use, workflow integration, coaching, and measurable performance.
Experience, education, and tools
Review my background in learning strategy, instructional design, systems enablement, curriculum development, and workplace performance.
View Resume
Let’s discuss AI learning and workforce enablement.
I’m interested in senior enterprise roles where AI strategy, workforce readiness, learning, and performance support connect directly to real work.