1. Design and Delivery of Comprehensive Training Programs
• Design, develop, and implement targeted training programs for both clinical and
non-clinical staff across multiple service lines, including urgent care, adult day care,
homecare, non-emergency medical transportation, and nursing home operations.
• Conduct in-depth job analyses for various roles (e.g., Service Coordinators,
Insurance Coordinators, Customer Service Representatives) to create role-specific
learning paths.
• Apply instructional design principles and leverage educational technologies such as multimedia tools, training manuals, workflow diagrams, and job aids to enhance
learning outcomes and operational performance.

2. Training Infrastructure Development and Continuous Improvement
• Build and continuously refine the organization’s training infrastructure to support
rapid growth and evolving operational requirements.
• Implement scalable training delivery models through learning management systems
(LMS) and data-driven tools that ensure efficiency, consistency, and accessibility.
• Regularly assess training programs and processes for effectiveness, using feedback, performance data, and evaluation metrics to revise and enhance learning
experiences.

3. Training Needs Assessment and Program Execution
• Conduct comprehensive training needs assessments in collaboration with
department leaders and HR to align programs with organizational goals and
compliance requirements.
• Deliver engaging in-person and virtual training sessions, including onboarding
programs, compliance training, skill enhancement, and cultural integration
workshops.
• Use both formative and summative evaluation techniques to measure training
effectiveness and identify areas for ongoing improvement.

4. Compliance and Quality Assurance
• Ensure all training programs meet federal, state, and local healthcare regulatory
standards, as well as internal policies and quality benchmarks.
• Partner with operational and clinical leadership to maintain training content that
supports organizational integrity, risk mitigation, and accreditation readiness.
• Develop compliance-specific training modules and monitor staff completion rates
and comprehension to ensure regulatory alignment.

5. Cross-Functional Collaboration and Organizational Development
• Collaborate with HR and department managers to support workforce development
initiatives such as career path planning, succession planning, and organizational
structure optimization.
• Facilitate company-wide learning initiatives including OKR implementation
training, professional soft-skills workshops, and peer learning activities to
strengthen team capabilities and promote a growth-oriented culture.
• Promote interdepartmental communication through training and coaching to
enhance collaboration, streamline workflows, and support strategic decision
making.