Learning and Development Specialist resume example

• Used skills assessments and manager interviews to identify a handoff gap in a logistics team, then applied instructional design to build role-based training with realistic dispatch cases; replaced a general presentation with practice tied to the decisions learners needed to make.
• Evaluated learning effectiveness by comparing scenario assessments with manager-observed handoffs after training, separating attendance from demonstrated job application; identified where follow-up coaching was needed instead of declaring success from completion rates.
• Used task observation to identify a performance gap, wrote scenario-based learning objectives, and compared post-training work samples with the pre-training assessment.
• Owned the practice-assessment rubric using observed learner errors, completed manager calibration and released revised training after a repeat task confirmed fewer instruction-related mistakes.
• Owned an instructional-design pilot using observed task errors, resolved confusing practice instructions and completed a coaching guide for manager review.
• Published training revisions using performance-management data analysis, increased correct first-attempt task completion from 62% to 81% in the follow-up practice cohort.

• Facilitated workshops with mixed-experience teams and adapted practice prompts from observed misunderstandings; made difficult handoff decisions explicit enough for peer feedback.
• Prepared a structured facilitation guide, tested the instructions with a small internal group, and revised ambiguous prompts before using the material in a hiring or employee-development session.
• Reviewed an employee-facing process with HR and the responsible manager, separated mandatory policy steps from local team habits, and rewrote the guidance around actual questions received during onboarding.

• Maintained a learning plan linking business priorities, course owners, and scheduled manager follow-ups. kept outdated modules from being reused after the operating process changed.
• Used Skills assessments and Needs analysis to compare the source record with the proposed result; documented exceptions, the reviewer, and the acceptance decision before handoff.
• Built a fictitious employee-case set with a policy question, an incomplete record and an escalation need; defined access limits and separated evidence collection from the decision reserved for an authorized adviser.
• Prepared a manager guide with scenario-based questions and a review checklist; tested whether a reader could choose the correct next step without seeing confidential employee information.
• Owned the independent lesson trial using observable learning criteria, resolved an ambiguous instruction and completed revised practice materials after a peer walkthrough.

Relevant coursework: Financial accounting, statistics, operations management, organizational behavior

Skills assessments · Instructional design · Training · Learning effectiveness · Facilitation

• Published a personal teaching reflection using the practice observation log, explaining differentiated instructions, feedback choices and the limits of a small classroom exercise.