Making complex experiences feel effortless.

From manual onboarding to a connected digital journey

The challenge. In 2022, enterprise onboarding relied on scheduled virtual sessions, presenters, and significant manual coordination. A standardized experience existed, but the process created scheduling friction and limited new hires' control over when they could learn.

Discovery and research

I combined direct observation, stakeholder and new team member interviews, hiring manager focus groups, satisfaction surveys, leadership panels, course feedback, and completion data to identify friction and guide successive design iterations.

What I owned

• Designed the end-to-end new team member journey architecture and wireframe, collaborating with HR Technology on Workday Journeys implementation, QA, and iterative testing.
• Restructured the virtual experience into digital orientation and self-paced learning; partnered with instructional designers and leadership on production and approvals.
• Built an interconnected product suite covering preboarding through month six: learning, career resources, a Viva Engage peer community, and employee connection touchpoints.
• Owned product maintenance, HR Services Online documentation, and coordination across business partners and executive stakeholders without direct-report authority.

Experience evolution

The enterprise onboarding experience moved from approximately four hours of live, scheduled learning toward a 1.5-hour self-paced digital experience. A separate learning component was iterated from approximately three hours to one hour using feedback and participation data. These are different scope measures and should not be combined.

Measured results and evidence

The product suite serves approximately 4,000–6,000 new hires annually. Organizational reporting showed a reported 6% year-over-year retention improvement (2025) and year-over-year increases in belonging sentiment among newer team members. Evidence sources include annual Glint employee surveys, corporate new-hire engagement and retention reporting, and experience-level satisfaction surveys (reported 4.5/5). Approximately approximately 500 annual labor hours in previously reported process efficiencies (pending final validation) has also been reported for process improvements.

Measurement note: Retention and sentiment are organizational trends measured year over year, not isolated causal effects of this program. The precise retention calculation and baseline are not published here. Program-level results do not imply sole individual attribution.

Designing the missing hiring manager journey

The opportunity. A coordinated new-hire experience also depends on managers knowing what to do and when. There had been no dedicated hiring manager journey or checklist.

Research to design

Hiring manager interviews and focus groups first revealed gaps in onboarding guidance. I responded with learning sessions and an HR Services Online checklist and guide. Newer feedback showed a second challenge: useful information was not necessarily reaching managers at the moment they needed it. This insight became the basis for a proposed just-in-time Workday experience.

Future-state concept

I developed a Figma prototype and business case for a tandem manager journey, aligned with the new hire experience. It would surface timely task reminders, practical resources, reflective moments, and prompts to support the person—not only administrative compliance. The idea has executive sponsorship and is being considered for a 2027 HR Technology roadmap.

Current status

Implemented: manager checklist, HR Services Online guidance, and an earlier recurring manager session. In design / roadmap consideration: the automated Workday manager journey. No deployment or impact results are claimed for the proposed automation.

HEDIS Lifecycle: Interactive Process Learning

The challenge. HEDIS work spans multiple interdependent phases, making the full lifecycle difficult to grasp for people who encounter only part of the process.

Design response

An interactive Articulate Storyline eLearning experience organizes the HEDIS process into four connected stages: Measurement → Abstraction → Submission → Audit. Learners move through visual explanations, knowledge checks, and scenario-based interactions.

• Visual structure connects each stage to the next.
• Brief interactions reinforce sequence and purpose.
• An abstraction scenario encourages application rather than memorization.
• Concise explanation keeps attention on the workflow.

What this demonstrates

Technical translation, process visualization, content architecture, and interactive learning design in a regulated healthcare context.

Interactive course demonstration available upon request; a public launch link is not yet provided.

Clinical Roles for Non-Healthcare Staff

The challenge. Non-clinical employees often work alongside healthcare teams without a clear picture of clinical responsibilities, patient-centered care, and how different disciplines coordinate.

Design response

This learning example introduces common clinical roles and connects them to the workflows, handoffs, and collaborative practices that support care.

• Distills complex job functions into understandable role descriptions.
• Explains how care-team roles intersect.
• Uses the learner's non-clinical perspective to make concepts relevant.
• Builds a shared vocabulary for better cross-functional communication.

What this demonstrates

Audience-centered design, healthcare translation, role mapping, and reducing barriers to effective collaboration.

Interactive course demonstration available upon request; a public launch link is not yet provided.

Supporting Members with Clarity and Care

Design challenge. Develop an approachable learning scenario for healthcare service representatives supporting a member confused about a denied claim.

My design response

I designed an interactive healthcare eLearning experience in a fictional Revenant Healthcare setting. Using the CLEAR model—Clarify, Listen, Explain, Assist, Resolve—the experience asks learners to make decisions in a claims-related member scenario and receive tailored feedback. The published module provides a firsthand example of the interactive learning experience.

What this demonstrates

Scenario writing, plain-language communication, learner decision points, feedback structure, visual storytelling, and translating complex service situations into practical support behaviors.

Context: This is a self-directed interactive eLearning work sample. It is not a client deployment or evidence of measured learner outcomes.