Training Manager
Resume:
Alvin Garcia
************@*****.***
PROFESSIONAL EXPERIENCE
SRS Distribution
Manager of Learning and Development / Talent February 2019-Present
Works with a team of Learning & Development Specialists (LDS) to design and create effective training solutions that impact business results
Oversees development and implementation of the learning strategy which may include project management, learning solution development, measurement and evaluation strategy development, and other key aspects
Identifies innovative, cost-effective, impactful solutions that address all requirements, improve learner outcomes and deliver measurable results to the business
Advocates for change, including creating and leading the Inclusion and Diversity Forum at SRS.
Orchestrates work assignments for a team of peers based on capacity and capability to get the work done.
Reviews project documentation (performance agreement, training outline, training storyboard) for completeness, identifies opportunities for efficiencies and digital innovation
Monitors and ensures projects stay on track and are delivered with focus on speed to market
Ensures collaboration with training peers to identify efficiencies, opportunities to leverage content, design approach, best practices, and innovation
Ensures that LDSs embrace new training technologies and approaches with emphasis on “digital first” design that leads to learning solutions that are effective, but also efficient
Maintains strong knowledge of training industry trends, including innovation, digital learning and new delivery modalities
Lead all aspects of a project from Analysis to Evaluation.
MV Transit
Director of Learning and Talent April 2017 to February 2019
My primary mission is collaborating and partnering with the organization, creating and implementing the learning and talent strategy and move the business forward through successfully executing a portfolio of corporate-wide learning, Talent programs, creating leadership bench strength, enhancing and adding new skills and increase employee retention and engagement.
Manage and lead the assessment, design, delivery and measurement of training and talent programs across the organization to span a broad range of topics to include all areas within the organization to increase employee knowledge that contributes to the financial success of the organization.
Lead content development and strategy of the Learning Management System, increasing usage, tracking and identifying topics of interest to users, providing knowledge at the touch of the users.
Plan and execute strategic Learning & Development initiatives for executive leaders and/or key roles, implementing management learning / talent programs around performance management, customer centricity and financial acumen.
Utilize evaluation data, determine program improvements, and make modifications by providing reports on training efforts and effectiveness to senior management.
Establish relationships with outside organizations and professionals to deliver training programs according to needs.
Act as an internal consultant on matters related to organizational effectiveness and performance and support internal clients on development of goals and training needs to support them.
Hewlett Packard Enterprises
Talent Enablement Leader February 2016 to April 2017
Scope, designs, and develop talent management, change management, and organizational development strategies spanning across program offerings, and facilitate/manage global execution in parts of the HP Enterprise Services logistic and procurement business unit.
Project manage organizational development, change management, talent management, and learning initiatives specifically for executive leaders within the global organization.
Manage strategic talent initiatives targeting executive leaders and their direct reports, ensuring continuous development for current and future roles within the organization.
Collaborating with the Center of Excellence, plan and execute strategic Learning & Development initiatives for executive leaders and/or key roles.
Identify program success criteria, designs program strategy, and establishes goals and metrics to measure performance.
“Lead from within”, partnering with business leaders to facilitate meetings, off-sites, and workshops, as needed to understand learning and talent needs and support the business as it relates to people development.
Lehigh Hanson Heidelberg Cement Group
Talent Management Manager September 2009 to February 2016
Develop and maintain inventory of organizational skills and competencies.
Develop and maintain methods for conducting organizational and individual needs analysis, which leads to developing training programs to address organizational and individual needs on technical, professional, and leadership development areas.
Research, develop, coordinate and implement business skills and professional development training for varying levels of staff at the different business units.
Develop and maintains a succession-planning program for the organization and a process for measuring the effectiveness of training programs through testing, feedback surveys and evaluation tools.
Utilize evaluation data, determine program improvements, and make modifications by providing reports on training efforts and effectiveness to senior management.
Establish relationships with outside organizations and professionals to deliver training programs according to needs.
Act as an internal consultant on matters related to organizational effectiveness and performance and support internal clients on development of goals and training needs to support them, such as Safety, Finance and Operations.
Conduct training on areas of leadership, teamwork, and organizational effectiveness.
Work with corporate headquarters in Heidelberg, Germany in global projects such as E-learning, Leadership/Management Development and succession planning.
FedEx Kinko’s, Dallas, Texas
Senior Manager – Career Development Programs June 2004 to August 2009
Plan, develop, oversee and implement learning and development programs for new products, services and processes as defined by the organization.
Created and developed the Career Development program for all levels of the organization, which increased engagement, lateral and upward moves into new roles and decreased attrition.
Responsible for researching, analyzing learning programs, defining deliverable schedules, developing the structure and key elements of the program that provide skills and alignment to corporate and business unit/functional goals and manage costs and budgets.
Garcia Mediation and Negotiation, Dallas, Texas
Civil / Employment Mediator, Consultant February 2003 to June 2004
Mediator for, civil and employment matters, working as a third-party neutral in assisting parties in resolving pre, or litigated issues and creating solutions to parties satisfaction.
Consult with attorneys, individuals and companies on creating an internal mediation programs to meet company’s strategic goal, while reducing employee conflicts and lawsuits.
Washington Mutual, Pensacola, Florida
Organizational Development and Training Director October 2001 to February 2003
Implement, direct and supervise all aspects of Leadership, sales and operational training for the Specialty Finance Group of Washington Mutual increasing new loan originations.
Assure all groups within Specialty Finance are properly trained to perform their duties.
Develop and manage Specialty Finance’s Call Center training needs, which include leadership and operational needs to handle customer calls on their loans.
Provide key input to training strategy planning, and directing for revenue growth. Work directly with clients to play integral role in new business development by identifying training needs and providing key information on product/service capabilities.
Measure the success of all programs through return on investment, surveys and follow up tools and measurements for the field to ensure key strategic initiatives are met.
Advise Senior Management on key strategic initiatives, cultural changes results and Senior Management development, with solutions and direction to future strategic steps.
CompUSA, Dallas, Texas
Training Manager June 1997 to October 2001
Managed, created, implemented and supervised a behavior/learning style-based Team Member process that was used to identify Team Member strengths and areas of development in the classroom and in their professional positions.
Performed non-management and management career assessment/gap needs analysis and serve as an advisor to non-management and management, after interpreting assessment/gap needs.
Conducted career coaching sessions with members, and provided career/educational and training resources for development purposes.
Documented Team Members’ progress in their career development and assisted them in evaluating their own skills through self-assessment, testing, and career counseling activities.
Managed the registration for all classes and programs for Team Members.
Evaluated training products specific to career development programs and developed and managed an in-house training library.
Interacted with training vendors, and internal and external organizations to procure training materials, courses and modules and negotiated pricing for specific training products.
Served as an advisor to Senior Management and Supervisors to analyze and determine additional training needs and operational training needs to participate in the strategic planning and direction for increased revenue growth.
Worked with Vendor Liaison to contact and implement product-training courses for Team Members. Implemented, and conducted Team Member surveys to measure the effectiveness of Career Development Programs and return on investment.
Implemented, managed and supervised all training aspects for Corporate Leadership Development courses, which included headquarters and field leadership development.
Selected and managed a training team of 1 Facilitator and 6 Trainers, focusing on operational strategic initiatives and Leadership Development.
HENRY SCHEIN INC., Dallas, Texas
Training Manager June 1996 to June 1997
Trained, assessed, and developed Senior Management and non-management Team Members. Partnered to develop and supervise training programs, and curriculums tailored to accomplish the company’s business strategies, plan and philosophy, while selecting and managing a training team of 6 trainers and curriculum developers.
Assessed each participant and provided participants with proper materials and information for continued professional growth. Interacted with all levels of management to facilitate an understanding of the company's training needs and provided recommendations to efficiently and effectively impact each team member.
Worked with the software division of the business to create and develop software and technical training products and services.
Worked with the external training division to train clients in the practice management software.
Created, implemented and supervised a Leadership Development Program for mid-level and Senior Management. Measured success of all programs via surveys and return on investment.
AMR - American Airlines, Ft. Worth Texas October 1994 to June 1996
Strategic Instructor
Trained, assessed, and developed members of the AMR team, which included a multi-cultural component, for the Telemarketing/Teleservice industry.
Assessed and provided each student with proper materials and information for personal and professional growth.
Promoted cultural diversity within the company by promoting and participating in various company quality improvement teams and company activities.
Provided benchmarking analysis and recommendations for employee growth.
Managed a team of 5 operational trainers to provide training for various programs.
Perrier Group of America, Irving, Texas October 1992 to October 1994
Trainer – Marketing Technologies
Trained, assessed, and developed members of the Perrier subsidiaries in marketing products and services to national customers.
Worked with the marketing division to create, develop and implement marketing strategies focused on increasing the multi-cultural customer base we served.
Developed, created, implemented and delivered training programs and documentation to support marketing strategies and new services.
Provided benchmarking analysis and marketing recommendations to ensure that all marketing efforts were supported internally.
EDUCATION
UNIVERSITY OF SOUTH FLORIDA, Tampa, Florida Bachelor of Arts - International Relations, 1992
AWARDS/PRESENTATIONS
Program of the Year and Advocacy Award, FedEx Kinko’s
Presenter at Skill Soft Perspective Conference 2007 and 2010
Excellence in Practice Citation, American Society of Training and Development (ASTD)
Human Resource Star Award Nominee, FedEx
Presenter at Dallas ASTD local Chapter
Expert Global Team for E-Learning, Heidelberg Cement Group
Nominated for ASTD Best Place to Learn Award
Wall Street Analyst – SkillPort 7.0
State Grant Awards for Lehigh Hanson
NATIONAL CERTIFICATIONS
ASSESS 360 and Development Feedback
Predictive Index (PI) Certification
Development Dimensions International (DDI)
Franklin Covey – What Matters Most
Situational Leadership - Hersey Model
National Institute for Mediation and Negotiation – Abrams Mediation and Negotiation
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