Portfolio
Learning leadership. Hands-on design and development.
I combine L&D leadership with hands-on instructional design and content development. I build learning programs and systems, and develop the materials people use—from eLearning and instructor-led learning to structured OJT, assessments, and job aids.
The projects below show selected content, tools, and frameworks I’ve designed and developed for workforce learning. Each includes the business need, my role, the design decisions, and artifact previews so you can see both the learning strategy and the work itself.
L&D Leadership & Program Design
Learning strategy and execution, team leadership, budget management, vendor management, talent development, job architecture, succession planning, governance, and learning measurement.
Instructional Design & Content Development
Learning objectives, eLearning, instructor-led materials, OJT, assessments, and performance support. Authoring experience: Articulate 360 (Rise and Storyline) and Adobe Captivate.
Selected Projects
Featured Work
Four examples of my work across program design, learning materials, assessment tools, and performance support. Explore each project to see what I built and how I approached the need.
01 / Structured On-the-Job Training
Enterprise OJT Development Program
Designing role-based OJT materials, coaching guidance, and performance verification
At Patterson-UTI, I designed the enterprise OJT framework and development process for more than 3,000 field employees within a 6,000-employee organization. The examples include position-based OJT materials, checklists, mentor guidance, and performance verification tools, showing how the learning design translated into content employees and supervisors could use.
What this work demonstrates
- Learning architecture
- OJT design
- Performance-based learning
- Development standards
- SME collaboration
02 / Workforce Capability
Global Competency Assurance
Developing competency requirements, assessment tools, and a scalable assurance process
As Global Technical Training Manager at Parker Wellbore, I led a global approach connecting role requirements with observable performance, assessment, and development planning. The selected artifacts show role-to-competency mapping, assessment profiles, and tracking tools alongside the processes used to prepare assessors and maintain consistent records.
What this work demonstrates
- Competency frameworks
- Assessment strategy
- Workforce capability
- Career development
- Learning analytics
03 / Learning Governance
Enterprise Training Standard
Building training matrices, assignment rules, and governance for consistent learning
At Parker Wellbore, I developed a global training framework for 2,500+ employees in 20+ countries, including 150+ training matrices covering 400 unique courses. The examples show training matrices, learning-system assignments, and reporting that connect the learning strategy to everyday implementation across operations.
What this work demonstrates
- Learning governance
- Training standards
- Quality assurance
- Roles and responsibilities
- Enterprise learning strategy
04 / Performance Support
Field Performance Support
Creating troubleshooting flowcharts, inspection checklists, and annotated job aids
I turn technical information into practical job aids that help field employees troubleshoot equipment, complete recurring tasks, and apply learning at the point of work. These examples show how I use decision flowcharts, inspection checklists, and annotated equipment visuals to make guidance easier to locate and use.
What this work demonstrates
- Performance support
- Technical communication
- Visual job aids
- Task-centered design
- Learning transfer
Current Consulting Work
AI-assisted learning analysis and development
As an independent Learning & Development Consultant with Developing Thought LLC, I serve as a Learning Analyst for an oil and gas client. I analyze technical documentation, legacy training, SME input, and learning outcomes to identify gaps, overlaps, reusable content, and development priorities.
I translate technical knowledge into competencies, learning objectives, performance outcomes, and equipment-specific training. Reusable prompts, templates, and AI-enabled analysis workflows support instructional design and course production.
I maintain this practice part-time while pursuing a full-time Learning & Development leadership role.
My Approach
From Business Need to Practical Solution
Across these projects, my role has typically started with a business or workforce problem rather than a request for a specific training deliverable.
I work backward from the capability people need on the job, then determine the right combination of standards, processes, learning experiences, performance support, assessment, technology, and measurement needed to build it.
That might result in a course, but it might also result in an OJT framework, competency model, assessment process, governance standard, job aid, dashboard, or an entirely new learning system.
Let’s Talk
Have a similar challenge?
I work with organizations that need to build, modernize, or scale learning and workforce development systems—from individual programs to enterprise-wide frameworks.