About Heather

Let my breadth and depth of experience benefit your business!


I began my career in Human Resources/Learning and Development many years ago after graduating from Purdue University's rigorous Master of Science in Human Resource Management (M.S.H.R.M) program.

Roles held include:

  • ‍HR Generalist/Business Partner – spent approximately 20%-30% of time on designing and delivering training, including leadership development.

  • Recruiter many IT positions including senior developers, entry-senior level managers, customer service, and more.

  • HR Consultant process flows, implementations of HR software, etc.

‍More recently, my own thirst for knowledge and love of helping others learn led me to complete a certificate program in eLearning and Instructional Design.

My true calling!!

‍Some of the organizations I have worked with include:

  • An international Healthcare IT company

  • An insurance subsidiary of a Top 10 company on the Fortune 500 list

  • A not-for-profit retail company with 13 locations

  • A large marketing and printing services company

  • A beverage equipment-making company with worldwide distribution

Just as I strived to balance the needs of companies, managers, and employees in past HR roles, I will balance the needs of *your* company with that of your learners.

L&D Accomplishments

  • Improved business outcomes and reduced employee relations issues by developing and delivering training to managers on numerous HR topics.

  • Enhanced leadership bench strength by consulting on a comprehensive Manager Trainee program (Emerging Leaders) as well as designing and delivering training on two topics within the program.

  • Improved operational efficiencies by researching and testing a proposed new HR info system. Documented process flows (current and new). Developed and delivered training on new system to managers and employees. Company successfully completed their first-ever online benefits enrollment using the new system.

  • Selected training materials and counseled/coached new managers during several 1:1 sessions.

  • Improved leadership development planning by training managers on how to interpret vertical feedback (similar to 360 feedback) from their direct reports.

Principles & Philosophy

eLearning can take many different forms; sometimes within the same course. Above all, it should not be boring! (Yes, this even applies to compliance training).

Here are some of my most closely held principles with regards to learning design: