Leading the expansion of the college’s continuing education portfolio to support local business partners, and managing the applied technology programs to guarantee we’re providing the most responsive and impactful learning opportunities for residents interested in automotive, trucking, machining, welding, construction and other careers.

Led a team of educators in the development and management of a range of learning programs which respond to the skill and knowledge needs of regional employers and position area residents for stable, rewarding careers; leveraged processes such as Action Learning to identify and promote solutions to chronic challenges which prevent student success; collaborated with internal and external stakeholders to develop grant proposals to expand programming and impact; supervised a team of world-class, passionate educators who possessed critical industry expertise, and coached them on strategies to further enhance their individual impact on student learning, confidence and success.

Leave of absence from the full-time workforce to complete dissertation research on the topic of “what prevents supervisors from providing actionable, informal performance feedback to their direct reports on an on-going basis?” Supervisors are central to any organization’s ability to execute; our investments in building their ability to train, coach and motivate the daily performance of frontline employees are, therefore, critical - so let’s figure out how to do it effectively.

Reporting to the Commissioner, I managed Instructional Designers, Educators, Training Managers and technologists to deliver employee on-boarding, compliance training, professional development and leader development, designed and led diversity and inclusion initiatives, and culture change. • Led an organization-wide culture change program to shift mindsets from custody/control of inmate population, toward rehabilitation. Developed a comprehensive program which led to 91% of participants agreeing that the program had positively impacted their approach to inmate relations and support. • Increased Senior Leadership Team leadership capacity by and front-line manager leadership capacity via the development and optimization of 5 development programs, designing and overhauling curriculum to align with best practices.• Increased training completion rates by 28% and generated an added 25K hours of training content completed via the integration of an updated Learning Management System and leading the development of a library of asynchronous training content. • Spearheaded the development of an organizational Diversity, Equity and Inclusion initiative featuring programming for personnel at all levels, and targeted interventions for leadership team. • Ensured Training and Development Team stayed on the cutting edge of relevant training technologies, topics, and trends by advocating for, receiving, and allocating professional development funds leveraging internal and external resources. • Operationalized Action Learning Theory as a practice into development programs, tasking emerging leaders with the development of solutions focuses on organizational challenges and opportunities; format developed practical skills while also meeting key business needs.• Partnered with senior leaders using a consultative approach to identify education-based solutions to organizational deficiencies.

Directed strategy and operations for division which provided learning and development solutions for external client organizations; consulting with Senior Leaders from client organizations to identify talent development needs, then design and deliver solutions to meet those needs. • Managed a $20M book of business serving 16 to 18 client organizations annually, accountable for sales and program delivery.• Directed the end-to-end development and delivery of customized learning and development content, procuring trainers/SMEs to develop and deliver training solutions through in-person courses as well as LMS synchronous and asynchronous programs.• Innovated to address an “adoption to practice” deficiency, creating a program to involve supervisors of trainees on learning topics. 50% of supervisors opted in and participated in action to reinforce adoption of training content in the workplace. • Designed and launched an array of theory-driven executive coaching and leadership development programs, emphasizing strategic thinking, collaboration, and supervisory coaching skills. • Implemented an innovative Action Learning approach to leadership development to facilitate hands-on skill development. • Owned corporate learning and development project budgets ranging from $500K to $2M.

Led a team of energy engineers and trainers to establish prepare a broad cross-section of public and private sector building managers with energy efficiency skills and a sustainability mindset. Accountable for stakeholder relationship management, development and delivery of targeted programs, grant and proposal writing, and budget management. • Client Relationship Management – collaborated with corporate and agency colleagues to define organizational objectives and related performance behaviors; articulated these behaviors into learning objectives; then involved client groups in each stage of the learning and development value chain, thru performance monitoring on the job.• Instructional Design – leveraged neuroscience findings in the design of blended training interventions involving Instructor Led, synchronous and asynchronous online formats, and gamification; achieved a sustained 45% adoption rate of desired worksite practices.

Directed a talented team of internal educators and external SMEs to design, develop, and execute a technical training program directly aligned with positioning key leaders to support the achievement of Mayor Michael Bloomberg’s PlaNYC sustainability goals. This role gave me the opportunity to roll-out and project manage "green skills" training to an incumbent workforce, at scale. The Board of Education had received funding from the U.S. Department of Energy to transform its operations into the most sustainable school system in the country. I was hired to train 995 Building Managers in energy efficiency and engineering topics in order to reduce energy use and emissions. We incorporated a concentration on mindset to shift employee thinking toward sustainability, and gaming in order to ramp up adoption of efficiency methods through competition. The initiative was so well received by the target audience participants that we expanded our efforts to train the mechanical and custodial staff who reported to the Building Managers. • Developed an experiential program to enable 3,800 facilities managers to reduce the city’s carbon footprint across 2M ft2 of NYC-managed real estate. Successfully reducing greenhouse gas emissions from NYC-managed properties by 8% in 2 years. • Led creation of a series of “Best Practice” videos and courses hosted online and in-person to prepare trainees on sustainability problem solving through an innovative approach outlining problem identification, resolution, resources needed, and results. • Enabled 89% of learners to earn a national credential aligned with their specific training. • Achieved exceptional results for client across the initial 24-month contract, earning an additional 2 years and doubling revenue.

Reporting to the Dean, I led all strategic planning, professional development program management and team supervision. The financial crisis of 2008 allowed us to pivot resources temporarily away from a portfolio focused largely on personal interest courses, into one focused on reconnecting New Yorkers laid off during the recession back into the workforce in a meaningful way. We established industry advisory boards for sectors projected to grow most quickly, built career skills training programs aligned with national credentials, provided career advisory services including job search planning, and developed a scholarship fund to help our learners afford to participate in the programming - it was among the most rewarding periods of my career. • Generated an 11% increase in learner services and an 18% increase in revenue despite the 2008-09 economic downturn by strategically expanding offerings to meet the changing needs of the client base and successfully marketing those programs. • Enabled one employer client to achieve a 68% reduction in turnover within a key supervisory role and supported others to achieve similar KPI improvements, leveraging a consultative approach to understanding team pain points and designing solutions. • Spearheaded instructor recruitment efforts, identifying, targeting, and procuring talent with distinct skill sets for each new program we launched.

Recruited into this strategic leadership role with accountability for managing the college's apprenticeship training partnerships, increasing revenue and launching a series of retail training solutions for employers and individuals.• Increased clients served by 11% via intensive market research efforts to identify and pursue 4 new target client industries, as well as driving new approaches to the student recruitment process from a B2B marketing and relationship building perspective. • Earned a 9% revenue growth within 1 year through a strategic redesign of the organization and expansion of service offerings.

Led a team of Trainers, Training Managers and Career Advisors in the delivery of services to dislocated workers in the Metropolitan Region. We offered nine (9) career skill training programs ranging from Medical Billing & Coding, to CDL Truck Driver License Training to High-Tech Manufacturing skills, with program start dates and completion dates on a rolling monthly schedule. Career Management and Job Search skill training was integrated into the individual programs as a way to guarantee the learners would master these skills as well as the technical skills they were initially attracted too.• Prioritized new programs in development based on regional industry data and economic development trends which dictated where career role growth would be realized.• Continuously aligned technical and soft skills training provided in existing programs under management with input and direction provided by Subject Matter Experts on our industry advisory boards.

Led an 18-month, $1 million High-Tech Manufacturing Skills training program funded by the U.S. Department of Labor to retrain dislocated workers in Central Maryland who had been laid off as a result of the declining manufacturing sector.• Recruited, supervised and coached a team of technical professionals to both develop CAD and CNC curriculum, and facilitate courses. • Developed and managed a range of on-going trainee recruitment strategies which involved developing relationships with stakeholders including career advisors in local unemployment offices and the local Veterans Administration operation, among others, and achieved our participant enrollment goal six (6) months ahead of time. • Responsible for on-going evaluation metric tracking and reporting, relationship management with local and federal labor agency leadership.

Government Relations and Campaign Management consultancy. Developed and executed government relations strategies with professional association leadership teams, and managed campaign field operations, vendors and communications for local and state office candidates.