Built MJHS’s Summer Internship into a recurring early-career talent pipeline, with ownership across recruiting, curriculum design, partner relationships, intern experience, and evaluation.
Healthcare workforce readinessTalent developmentHealthcare learning
Learning systems for healthcare teams doing complex, people-centered work.
I build the strategy and structure behind onboarding, service quality, behavior-change communication, manager capability, regulated learning, and early-career readiness. The work is collaborative by design: seeing the 30,000-foot view, writing the vision, aligning the right people, and turning learning into systems teams can actually use.
Clinical + operational view
I bring an RN foundation across care delivery, Medicare managed care, home care, hospice, health plan operations, and payer workflows.
People in the right places
I work alongside SMEs, managers, facilitators, and learners, aligning people around the parts of the work they can own best.
Vision into structure
I connect the 30,000-foot view to the practical system: flow, timing, materials, communication, learning operations, and follow-through.
Leadership evidence
Work that moves from vision to execution.
These are the signals behind how I lead: scale, systems, behavior, and adoption. I connect the bigger picture to the people, process, and follow-through required to make learning stick.
Re-engineered the instructional design workflow with AI-supported development, giving the organization a faster way to respond when clinical workflows, compliance expectations, or technology changes require timely learning.
Designed Customer Service Excellence across Access, Hospice, Home Care, Health Home, UM Support Services, and Care Management using one shared standard with service-line-specific scenarios and role plays.
Helped Copilot move from awareness to practical manager use through training tied to agendas, email, appraisals, documentation, and team communication.
What the work is built to do
Learning that holds up when the work gets real.
The strongest fit is healthcare work that is high-touch, regulated, fast-moving, and people-dependent. I build learning that is clear enough to use, structured enough to scale, and human enough to stick.
Readiness systems
Orientation, onboarding operations, facilitator flow, manager communication, and new-hire experience.
Communication practice
Role play, call coaching, empathy, active listening, service recovery, and behavior-change conversations.
Manager capability
Writing, documentation, feedback, AI-supported communication, team reinforcement, and practical adoption.
Case studies
6 case studies across strategy, systems, and practice.
Each case study shows how I think through the work, who needs to be involved, what has to be built, and which materials support the outcome.
Employee readiness
Onboarding Systems & Employee Readiness
Onboarding is treated as a system of clarity, not a 1-day event. Healthcare onboarding carries more weight than introductions and paperwork.
View case study
Communication + service quality
Service Quality & Call Coaching
Service standards become stronger when people can practice the behavior. In healthcare, the quality of a call can affect trust, documentation, escalation, compliance, and member experience.
View case study
Clinical communication
Behavior-Change Communication
Behavior-change learning helps teams listen for what people are ready to change. Clinical and member-facing teams often have limited time with people navigating chronic illness, resistance, fear, and competing priorities.
View case study
Compliance + clinical operations
Regulated Healthcare Learning
Regulated healthcare requirements have to become learning people can apply. Healthcare teams operate inside payer rules, clinical expectations, CMS/NCQA requirements, quality measurement, care coordination, provider networks, HRAs, care plans, and interdisciplinary teams.
View case study
Manager capability
Manager Communication & AI Adoption
Manager capability grows when communication becomes clearer, more intentional, and easier to apply. Manager communication shows up everywhere: emails, agendas, appraisals, performance documentation, feedback, and daily team clarity.
View case study
Early-career talent
Early-Career & Internship Readiness
Early-career talent needs context, confidence, and professionalism before the work begins. Internship programs are not just exposure programs.
View case studyLeadership direction
A strong fit: roles where learning sits close to workforce performance.
The roles that fit best: healthcare learning and development, talent development, employee readiness, manager development, clinical learning, onboarding leadership, regulated healthcare learning, and workforce development.
The throughline: This work is not built for attendance. It is built so people know what to do, how to communicate, where to go, and how to apply expectations in the real environment they work in.