PROFESSIONAL HIRING PROFILE

Thomas Reynolds

Learning Technology · Enterprise LMS · Learning Design & Performance

Chattanooga, Tennessee · Open to remote opportunities

I connect learning, technology, data, operations, and people to solve larger organizational problems.

~12,000 employeesEnterprise learning environment at Erlanger

2–6 hours → <10 minRecurring leadership analysis

~25% → ~70%Observed correct recycling sorting at NASA

~250 studentsThunderbird 1:1 Chromebook transformation

What I bring

Enterprise learning systems: LMS administration and modernization, configuration, learner workflows, access and permissions, course catalogs, compliance processes, and platform governance.
Learning analytics: Power BI, executive reporting, learning data analysis, and visibility into organizational learning needs.
Design and performance consulting: needs analysis, SME collaboration, scenarios, microlearning, assessments, performance support, and multimedia development.
Leadership and change: education technology leadership, people development, vendor/RFP work, and collaboration across HR, IT, compliance, and clinical stakeholders.

Leadership in practice

Participated in evaluation of an LMS/vendor relationship exceeding $1M. Helped reduce testing logistics from roughly 4–5 days to half a day through the Chromebook rollout. Developed a junior colleague by progressively transferring knowledge and decision-making authority.

Knowledge. Perspective. Kindness. I thrive in environments grounded in trust, collaboration, and purpose.

Relevant tools

Totara · Moodle · Canvas · Power BI · Articulate · Adobe Creative Cloud · SCORM / xAPI

Target role families

Learning technology leadership: Learning Technology Manager, Learning Systems Leader, Learning Operations Manager.

Enterprise LMS operations: Senior / Lead LMS Administrator, LMS Manager, Learning Platform Manager.

Learning design and performance: Senior / Lead Instructional Designer, Performance Consultant, Learning Experience Manager.

A useful conversation starter

Where are learning, technology, and operations disconnected in your organization—and what would change if they worked together?

Portfolio summary grounded in the “Portfolio work Reverse Recruiter” career review. Figures are approximate, retrospective, and specific to each project. Recycling results reflect field observations rather than controlled causal estimates. This profile is a concise overview, not a complete employment chronology.