• Partner with organizations to develop and design custom learning programs• Discover and analyze client needs through interviews and observations• Use adult learning theory and instructional design principles to create effective training • Ensure learning objectives in programs will measure performance changes • Fulfill instructional design needs desired by clients

• Developed comprehensive needs assessment tools based on client needs: one-on-one interviews, focus groups and surveys• Designed and developed performance interventions based on the needs of the client: instructor-led-training, coaching, simulations, eLearning components, one-time training, training series, development planning, etc.• Used client-specific content in creating customized learning solutions throughout training programs• Wrote implementation plans for programs including assessment, development, timelines and evaluation plans• Evaluated programs using Kirkpatrick’s four levels of evaluation• Collaborated effectively with an internal team and subject matter experts to create the optimal learning solution for external clients in various industries• Created all materials for the learning and development programs including instructor guides, participant workbooks, job aids and exercises

• Facilitated majority of weekly, 3-day new employee orientation for plant ramp-up of over 250 employees• Developed and facilitated skills-based training for production employees• Managed Pay for Skills program which included skills-based testing for employee certifications• Created and maintained an on-the-job trainer program for production employees to help reduce turnover• Provided supervisor training for floor supervisors and lead personnel• Partnered with local community college to receive state-funded grants for new industry training and offered English as a Second Language and Spanish classes on-site• Used PeopleSoft to track training records• Provided simple bilingual (Spanish/English) sessions for skills-based training

Training & Development Supervisor/Manager, Sept. 2000 to Oct. 2001 (Supv.) & Nov. 2001 to May 2003 (Mgr.)• Responsible for running HR-Training & Development department, which included planning and tracking an annual budget and implementation of over 5000 training hours per year• Assessed needs of departments to plan company-wide training and career development programs or other performance interventions, including mentoring, leadership and e-learning programs• Partnered with outside training vendors to design and develop training workshops• Advised employees in choosing career development opportunities available through company programs• Designed or customized courses to be facilitated by internal employees• Coached internal and external facilitators on facilitation skills and course development• Facilitated training programs such as Performance Evaluation training, Customer Service or Team Building• Marketed internal training• Evaluated programs through classroom evaluation, focus groups and continuous follow-up evaluationsTraining & Development Specialist, August 1996 to August 2000• Developed customized exercises and activities to supplement externally developed training programs• Analyzed the results of workshop evaluations to recommend program improvements or changes and to check for skills transfer• Wrote, edited and/or coordinated all copy for monthly Human Resources newsletter, the Employee Update• Implemented Infinium 2000 software system to expedite scheduling, tracking and report generation of training workshops and development programs for employees• Participated in various special project task forces: Process Improvement, High Performance Culture and Work-LifeHuman Resources Intern, May 1995 to August 1996