* Strategic Program Leadership: Directed the development and execution of multi-regional competency programs for 20+ senior stakeholders across 10 locations, ensuring alignment with organizational objectives and compliance with regulatory requirements.* Competency Framework Innovation: Spearheaded the design and deployment of competency frameworks, significantly enhancing internal talent pipelines, improving client satisfaction, and achieving regulatory compliance.* Cross-Functional Integration: Led the integration of learning initiatives across 6 states and 14 project sites, driving workforce efficiency improvements and elevating overall business performance.* Technology and Data Innovation: Drove the adoption of innovative learning technologies and data-driven methodologies, optimizing succession planning and talent development pathways to support long-term organizational growth.* Partnerships and Funding Success: Cultivated strategic relationships with the Arizona and Texas Workforce Commissions and the Department of Labor, securing $1.6M in funding. Developed apprenticeship programs compliant with the Inflation Reduction Act requirements, fast-tracking regulatory approvals and aligning with emerging industry standards.Key Projects and Achievements:* Successfully implemented a Registered Apprenticeship Program that met Federal and State compliance requirements and contributed to workforce upskilling across multiple regions.* Leveraged analytics to refine and continuously improve program success, directly impacting career progression pathways and enhancing employee retention rates.* Developed scalable competency frameworks that addressed critical skills gaps while aligning with long-term business and industry objectives.

• Development and maintenance of new and existing processes with company wide standardization• Assess existing training programs and recommend methods to improve efficiency while enhancing learning capabilities• Ensure Management System is compliant with applicable regulatory, client, industry and certifying bodies.• Develop a standardized approach to competency (define competency, identify prerequisites, clarify Skills & Knowledge, standardize format & forms)• Develop training performance metrics and measure performance on a regular basis (i.e.- analytics of the competency programs• Utilized resources from State Workforce Commissions and local Workforce boards in order to offset costs of training for both new hires and incumbent employees. Additionally, these resources made it possible to establish internships associated with Registered Apprentice Programs. • Ensure a consistent approach to competency is taken by all participating BU’s• Analyze business impact • Point of Contact for OPITO and other Learning & Performance industry group/forums (i.e.IMCA, Center for Offshore Safety)• Collaborate with other Training & Development Managers to meet the strategic objectives of the organization• Implemented apprenticeship programs in alignment with the Department of Labor standards so that the benefits of Registered Apprentice Programs support Oceaneering learning initiatives

Responsible for the implementation, execution and maintenance of the training, mentoring, competency and talent development of the Divisions and Service Lines operating in the Western Hemisphere. Additional responsibility of the OPITO certified Competency Management System globally.

Responsible for managing the development, implementation and maintenance of the training, competency, mentoring processes and talent development processes of Subsea Projects Group.● Determine Operational training needs and learning gaps● Assess existing training programs and recommend methods to improve efficiency while enhancing learning capabilities● Develop, measure and monitor the development of classroom and on-the-job training programs throughout Subsea Projects ● Utilize the online Learning Management and Talent Management systems to manage the overall program. Develop the analytics needed to ensure the training, mentoring, competency and related processes are meeting the needs of the business. Utilize the entire suite of processes and tools to develop the personnel to their fullest capacity and capabilities. ● Utilize companywide internal resources to optimize performance● Develop metrics and analyze training needs associated with key business drivers within the operating group.● Utilize industry best practices, Customer & regulatory requirements and internal Oceaneering Core Values and processes to in the development of the Subsea Projects system. ● Utilize the overall training and competency process in the development of improvement plans for positions or individuals.● Utilize the overall training and competency process to manage the workforce, design crews, staff projects, etc.

• Development of Technical Curriculum and Competency Program for Diving , Marine and Offshore Projects Group (OPG) GoM / OPG Angola • Management of training requirements: Regulatory, Internal, Industry and Client• Evaluation of Competency Profiles• Development Bi-Annual Performance Review Criteria• Safety Environmental Management System (SEMS) training compliance and reporting• Health Safety & Environmental (HSE) compliance reporting via ISN and PEC databases• 50% Travel

Served as Continuous Quality Improvement Manager for Oceaneering. Primary responsibility was for the America's Region and WW ROV.• Standardized ROV Operations World Wide in 8 countries (US, Canada,Brazil, Norway, UK, UAE, Angola, Singapore) resulting in ISO 9001-2008 certification for US, Canada, Brazil, UAE, & Angola locations• Supported the development and implementation of ROV Training and Competency Program• Coordinated Continuous Quality Improvement effort • Led effort to establish ISO 9001-2008 certification for Installation and IMR Services• Executed enterprise application of quality management system database across 5 countries• 70% Travel time

Support of Operations Department for the Oilfield Projects Group daily activities. Served as HSE and Training interface to facilitate interaction with the operational aspects of the department.

Maintain storage and disbursement of warehouse materials.

Career progression covering multiple positions ranging from enlisted service member to war time detachment commander.