Work that made
a measurable difference.
Each project below is presented as a case study: the problem to be solved, how I approached it, and what changed as a result. Where content is proprietary, I describe the work and can share samples on request.
Operations Onboarding System — Built from Zero
The problem
The Operations division had no structured onboarding. New hires across annuities and life insurance were learning on the job with no consistency, no common foundation, and widely varying ramp times.
My approach
Conducted needs analysis across both lines of business. Designed Welcome Week as a shared cultural entry point, then built eight role-specific processing workflow programs, each as a standalone cohort experience running twice a month.
The outcome
16+ cohort sessions running monthly across two lines of business. Time to proficiency reduced by more than 50%. New hire effectiveness and 90-day retention both improved measurably.
AI Literacy Curriculum & Copilot Workflow Automation
The problem
As AI tools rolled out across the organization, employees lacked the foundational skills to use them confidently or effectively. The L&D team also faced mounting content development workloads with limited capacity.
My approach
Co-developed one of an organization’s first AI literacy curricula, including online courses on prompt engineering and practical AI fluency. Simultaneously built and deployed Microsoft Copilot agents to automate key L&D workflows internally.
The outcome
Workforce AI confidence and capability measurably increased. L&D content development cycles accelerated significantly through automation, freeing the team for higher-value design work.
Enterprise Onboarding Program — 3,000-Person Company
The problem
The organization needed a scalable, consistent onboarding experience for a rapidly growing workforce across all divisions. Early attrition and inconsistent new hire experiences were a growing concern for leadership.
My approach
Designed and built the organization-wide onboarding program from scratch, a six-month structured learning journey delivered in monthly cohorts of ~20 new hires. Developed digital content, coached five facilitators, and owned the full program end-to-end.
The outcome
Facilitated onboarding for 450+ employees over two years. Leadership directly credited the cohort model with improving 90-day retention and reducing early attrition. The model later became the blueprint for another organization’s program.
Virtual Train-the-Trainer Program
The problem
As programs scaled across multiple locations, facilitation quality became inconsistent. The organization needed facilitators who could deliver digitally with the same engagement and confidence as in-person delivery.
My approach
Designed and facilitated virtual Train-the-Trainer programs focused on digital delivery best practices, platform fluency, engagement techniques, and quality benchmarks. Coached facilitators through live observation and structured feedback cycles.
The outcome
Consistent, high-quality facilitation across all locations. L&D team capacity expanded without sacrificing delivery standards. Facilitators reported significantly higher confidence in virtual environments.
Want to see the work behind the work?
I’m happy to walk through samples, storyboards, or process artifacts in a conversation.