Canada
I'm less interested in whether people completed training, and more interested in whether they're ready to act differently when it matters. That question has shaped 10+ years of L&D work across Canadian public sector, financial services, and global pharma — most recently at City of Calgary, where I lead training strategy work for Calgary 911 and other high-stakes operational environments. What I think about, and increasingly write about: → How L&D in the public sector can move beyond completion rates and satisfaction scores toward evidence of workforce readiness. → What L&D's role becomes when AI can generate content faster than any team can review it — and why diagnosis, context, and quality review matter more than production. → How mandatory and compliance training can stop being a "check-the-box" activity and start being connected to control behaviours, manager follow-up, and observable change. → What linguistics and learning science research can tell us about why most workplace training doesn't transfer. A bit of background: • HR Consultant, City Learning & Development — City of Calgary (911, mandatory training, etc.) • Senior Digital Learning Consultant — Ontario Ministry of Government and Consumer Services (30+ enterprise digital learning projects) • Instructional Designer — BMO (North America Contact Centre leadership program) • AI Trainer & Reviewer — Outlier AI, Invisible Technologies (prompt engineering, RLHF, multi-turn evaluation for Korean LLMs) • Former PhD researcher in Linguistics, University of Calgary (SSHRC-funded; psycholinguistics and second language acquisition) • Bilingual: English / Korean I'm always open to conversations with other practitioners thinking about evidence-based L&D, AI quality review in learning, or public sector workforce readiness. Views are my own and do not represent my employer.
-Plan, develop and manage corporate-wide learning portfolios (including budget, engagement strategy, leadership programs, change management, communication, implementation, and sustainment plans) to enhance the learning experience and foster career development. -Consult, engage, and collaborate with internal clients (e.g., C911) at all corporate levels and external partners to advance organizational change, organizational learning culture, workplace interventions, and practices. -Manage contract lifecycle from development of RFx to contract execution. Manage City Learning & Development budgets and vendor relationship management, including leading the design, development, evaluation of learning solutions, and ongoing vendor performance management. -Develop learning strategy to advance corporate-wide L&D maturity and meet organizational needs. -Design and develop integrated strategies, policies and programs that will support corporate HR initiatives. -Conduct and analyze corporate, team, individual learning needs, and employee and leader competency gaps to identify optimal solutions; and assess learning effectiveness using organizational metrics to implement ongoing improvements.
- Acted as a performance partner supporting Planning and Development Services (PDS) City Planning and Policy service line. - Led the design, development and implementation of Learning and Development (L&D) strategies, plans and learning solutions to ensure employees have the knowledge, skills and capabilities to support PDS’s strategic plans and future operational needs. -Evaluated the effectiveness of learning solutions including conducting quantitative and qualitative analysis, researching best practices, industry and public-sector standards, trends and technologies and developing recommendations.
- Evaluate and benchmark outputs from frontier LLMs across diverse task domains on behalf of top-tier AI research labs. - Provide structured expert feedback to support model alignment and quality improvement.
- Review other agents' training data and provide feedback for enhancing the quality of LLM data
- Review other attempters' work and provide feedback. - Train Korean generative AI (Artificial Intelligence) using prompt engineering, image reasoning, response evaluation, rlhf and multi-turn conversations.
- Designed a leadership and coaching program for BMO Virtual Connect leaders across North America with planning for learning data analytics - Provided needs analysis, design, development, and QA of all Virtual Connect learning assets (e.g., facilitator guides, virtual learning, blended learning, job aids, and eLearning modules) - Established and implemented a new accessibility guideline and a course quality check process to help designers better support business needs