Healthcare employees
Enterprise learning environment at Erlanger.
LEARNING TECHNOLOGY · SYSTEMS · PERFORMANCE
I connect
the dots.
You move
forward.
I’m Thomas Reynolds. I connect learning, technology, data, operations, and people to solve larger organizational problems.
Chattanooga, Tennessee / Open to remote opportunities
THE CONNECTED ADVANTAGE01 / 05
Learning that people can use.
Instructional design, practical performance support, and meaningful learning experiences.
EXPERIENCE AT SCALE
Complex environments. Practical delivery.
Recurring leadership analysis
Previously roughly 2–6 hours for the analysis discussed.
Observed correct sorting
Approximate before / after observations at NASA.
Students connected
Thunderbird’s 1:1 Chromebook transformation.
Approximate, retrospective figures from my professional portfolio. Each result describes a specific project; observed changes are not controlled causal estimates.
SELECTED WORK / THE EVIDENCE
More than a platform.
A better way to work.
I bring the systems perspective and the hands-on skills to connect strategy with day-to-day execution.
Understand
Requirements
→Requirements
Redesign
Workflows
→Workflows
Configure
Platform
→Platform
Surface
Insights
Insights
Learning infrastructure for a healthcare enterprise.
LMS administration and modernization in an environment supporting roughly 12,000 employees. Connecting learner experience, compliance workflows, platform governance, and reporting.
Explore the work +
The challenge
Make an enterprise learning environment usable for learners and useful to the teams responsible for training and compliance.
My contribution
Totara configuration, learner workflows, user access and permissions, course administration, vendor coordination, and technical escalation. I helped evaluate an LMS/vendor relationship exceeding $1 million and an RFP examining alternatives including Cornerstone and Absorb.
What I bring to your team
A practical connection between business requirements, platform decisions, and the people who depend on the system. Moving specialized support closer to L&D reduced handoffs, with some routine requests addressed in approximately 5–10 minutes. Platform evaluation is distinct from hands-on administration.
Before2–6 hours
After<10 min
Recurring leadership analysis · bars use the 6-hour upper bound
Data that helps leaders see what needs attention.
Structured reporting and dashboarding reduced some recurring leadership analysis from roughly 2–6 hours to under 10 minutes.
Explore the work +
My contribution
Executive-facing learning reporting, data analysis, and dashboarding in an enterprise healthcare environment. The time comparison refers to the recurring analysis discussed in my portfolio, not every report.
What I bring to your team
The ability to translate learning data into a clearer picture of training activity, compliance needs, and opportunities for improvement.
Approximate retrospective times. The after bar shows a 10-minute upper bound; actual review time was reported as under 10 minutes.
Before~25%
After~70%
Observed correct sorting · 0–100% scale
Measure the behavior.
Not just completion.
Recycling education redesigned around practical decisions, examples, and memory aids. Field observations several months later indicated improved correct sorting.
Explore the work +
The challenge
Regulation-heavy training was not translating into the everyday decisions employees needed to make.
My contribution
Translated scientific and regulatory concepts into practical, behavior-focused instruction for audiences with varying technical knowledge.
The result
Observed correct sorting moved from approximately 25% before the redesign to approximately 70% several months afterward—a change of about 45 percentage points. These were field observations, not a controlled experiment.
~250students · 1:1 devices
½ daytesting logistics, previously 4–5 days
Change that reaches the classroom.
A 1:1 Chromebook rollout connecting technology selection, policy, faculty preparation, instructional practice, and ongoing support.
Explore the work +
Make the right trade-off
Balanced instructional needs with budget constraints, choosing a practical Chromebook option when pen-enabled devices cost approximately three times as much.
Build adoption
Prepared staff through training, communication, and classroom support. Devices enabled collaborative work, digital peer review, HyperDocs, and field learning.
Operational impact
Removing dependence on one computer lab helped reduce standardized-testing logistics from roughly 4–5 days to about half a day. The program later supported the transition to remote learning.
Knowledge→Judgment→Ownership
Build capability.
Then give it room to grow.
Mentored a junior colleague by gradually transferring knowledge, authority, and decision-making responsibility until he could operate more independently.
Explore the work +
My approach
Develop understanding of the work, create space for decisions, and transfer real responsibility—not just tasks.
What success looked like
A colleague who could contribute independently and bring strengths different from my own. The goal was sustainable team capability.
HOW I THINK
Start with the problem.
Then choose the solution.
Training is one possible answer. First, I look at the knowledge, workflow, resources, and expectations behind a performance gap.
“I connect learning, technology, data, operations, and people to solve larger organizational problems.”
- 01
Diagnose
Understand the performance gap and the conditions around it.
- 02
Connect
Bring the right people, systems, and evidence into the conversation.
- 03
Build
Translate needs into practical learning, workflows, and support.
- 04
Learn & improve
Use reporting and feedback to guide the next decision.
WHERE I CAN CONTRIBUTE
Three role families.
One connected skill set.
Select the challenge your team is hiring for.
STRATEGY + EXECUTION
Connect the learning ecosystem.
For teams that need a leader who understands learning strategy, platform decisions, data, and organizational change.
Learning Technology Manager · Learning Systems Leader · Learning Operations Manager
Relevant experience
- Enterprise LMS modernization and learning technology transformation
- Vendor evaluation, RFP work, and cross-functional partnership
- Education technology leadership and people development
TOOLS & PRACTICE
TotaraMoodleCanvasPower BIArticulateAdobe Creative CloudSCORM / xAPI
Hands-on learning platforms, content development, and reporting experience. Practical AI evaluation complements this foundation.
HOW I WORK WITH PEOPLE
Knowledge. Perspective. Kindness.
Trust
Clear expectations, accountability, and room for people to make decisions, ask questions, and learn.
Collaboration
Listen across functions. Combine the perspectives of technology, operations, data, and the people doing the work.
Purpose
Understand why the work matters and how it improves the organization or the experience of the people it serves.
My approach to change management +
My experience is practical: stakeholder analysis, communication, readiness, training, adoption, reinforcement, and adjustment based on feedback. A permissions rollout taught me to test legitimate user needs, pilot changes, communicate clearly, and maintain an escalation path.
I do not hold a Prosci Change Management Certification.
LET’S START A CONVERSATION
Have an opportunity?
Working through a challenge?
Tell me what you have in mind and how to reach you. I’ll review your request and follow up directly.
THOMAS REYNOLDS / YOUR NEXT TEAMMATE
Bring the bigger
picture into focus.
Learning technology. Enterprise systems.
People who can put both to work.