Roles I'm targeting
I'm looking for senior L&D leadership roles at tech or SaaS companies that treat learning as infrastructure. Remote-first or Salt Lake City hybrid.
Role families
Learning Leader
Director of Learning, Head of L&D, Senior Manager L&D
Owns the full learning function: strategy, team, budget, and measurement. Ideal match for the scope I operated at Tekion: director-level accountability in a senior manager role.
Look for these signals in the JD:
- Global or distributed team responsibility
- Budget ownership ($300K+)
- Cross-functional program management
- LMS/learning technology decisions
Learning Operations Leader
Head of Learning Operations, Sr. Manager Learning Ops, Director of L&D Operations
Focused on building the systems that make learning scale: content operations, intake processes, vendor governance, measurement infrastructure. This is where my operational instinct is sharpest.
Look for these signals in the JD:
- Content at scale (50+ modules)
- Process design and improvement
- AI or technology integration
- Cross-functional workflow design
Capabilities Architect
Learning Architect, Capability Designer, Learning Strategy Lead
Designs the capability frameworks, career paths, and learning architecture that align to business outcomes. Strong overlap with my career framework and role design work at Tekion.
Look for these signals in the JD:
- Competency or capability model design
- Skills-based learning architecture
- Alignment to workforce strategy
- Measurement beyond Level 2
Onboarding & Capability Systems Leader
Head of Onboarding, Sr. Manager New Hire Learning, Director of Enablement
Builds the onboarding and enablement systems that get new hires productive faster. Particularly strong fit in technical or complex product environments where ramp time is a business priority.
Look for these signals in the JD:
- Revenue-critical onboarding (sales, CS, technical roles)
- Time-to-productivity as a KPI
- System design for repeatable delivery
- Cross-functional collaboration with HR and GTM
Senior Training Operations Manager
Sr. Manager L&D, Senior Manager Instructional Design, Sr. Manager Content Development
Strong fit when the scope includes system design, team leadership, and technology decisions. Not the right fit for pure IC or content-production roles without strategic ownership.
Look for these signals in the JD:
- Team of 5+ direct/indirect reports
- Technology or AI integration mandate
- Business impact measurement requirements
- Path to director within 12-18 months
Contract & fractional engagements
Available for 90-day engagements
Not every L&D problem requires a full-time hire. If you need senior-level thinking applied to a specific challenge (a function build-out, an AI integration, an LMS migration, a curriculum overhaul), a defined engagement is often faster and more cost-effective.
L&D Function Build
You're scaling fast and training is breaking. I come in, audit what you have, design the system, and stand it up: team structure, governance, tech stack, content operations.
AI Integration
You want to integrate AI into your content development workflow but don't know where to start or how to do it without losing the team. I've done this. I know the failure modes.
LMS Migration & Data Strategy
You're evaluating platforms or mid-migration. I've completed 3 migrations across 7 platforms. I'll tell you what the vendor demos won't, and help you build for data you'll actually own.
Onboarding System Design
Ramp time is too long and the experience is inconsistent. I design the intake, the content architecture, the delivery model, and the measurement, not just the slide deck.
What I'm looking for in an organization
If this matches what you're building, I'd like to hear about it.