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Hello and Bonjour! I'm Isis...

Who I Am

  • The Modernizer: Transforming legacy corporate processes into high-fidelity, digital-first experiences.

  • The Global Strategist: Leading multinational teams to deliver results in fast-paced, 24/7 environments.

  • The Problem Solver: Using data-driven discovery to identify friction and architect scalable solutions.

 

My Design Philosophy

I believe that data is the tool, but the user's question is the North Star. Every program I architect—whether in Healthcare, Tech, or Education—is built on a foundation of Human-Centered Design (HCD) and Operational Rigor.

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I build cultures where people can thrive. My path to People Leadership was forged through two decades of advocating for others—first as an educator, then as a Union Co-President leading high-stakes labor negotiations for over 100 staff members.

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Today, I combine the 'people-first' heart of an advocate with the strategic mind of an MBA. Whether I am redesigning global onboarding for 32,000 employees or managing multinational teams across the Philippines and Peru, my focus remains the same: solving the complex puzzle of human performance. I don't just deliver content; I build the systems, trust, and psychological safety required for organizations to scale. I am a lifelong learner, a Scrum Master, and a strategist dedicated to helping people be better tomorrow than they were yesterday

Key Career Accomplishments

1

Enterprise Digital Transformation

The "Day 1" Orientation Re-Architecture

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  • The Problem: University Hospitals’ 32,000 caregivers were experiencing a legacy "death by PowerPoint" orientation that led to low engagement and high cognitive load for new hires.

  • The Solution: Architected a high-fidelity digital "Talk Show" experience. I "stitched together" compliance requirements with human-centered storytelling, using branded characters, Vyond animation, and a multi-host format.

  • The Impact: Achieved a 96% learner satisfaction rating and a 32% increase in autonomous resource utilization within the first year.

2

Strategic Growth & Market Scaling

The "Junior Experience" Program

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  • The Problem: Identified a systemic gap in college and career readiness that prevented students from successfully transitioning into the modern workforce.

  • The Solution: Conceived, designed, and managed a multi-year "product" lifecycle for a readiness program. I aligned the interests of the Board of Education, community stakeholders, and students to create a scalable curriculum.

  • The Impact: Scaled from a local pilot to a State of Ohio Graduation Requirement. The program was adopted by a national LMS, reaching 550+ school districts with a 98% approval rating.

3

Global Operational Infrastructure

Cross-Continental Team Synchronization

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  • The Problem: Managing a 24/7 global production cycle at BetMGM across the US, Philippines, and Peru created significant "friction" in project handoffs and role clarity.

  • The Solution: Developed a comprehensive Operational Playbook and "Success Notebooks." I implemented Agile rituals (Scrum) and standardized SOPs for payroll, scheduling, and content governance to bridge the 12-hour time zone gap.

  • The Impact: Maintained 100% on-time project delivery and successfully upskilled international teams in UX and accessibility standards via weekly virtual labs.

4

Data-Driven Performance Improvement

The "Caregiver Skill" Development Framework

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  • The Problem: Internal data showed a rise in "soft skill" friction (communication/trust) leading to increased HR write-ups and team turnover.

  • The Solution: I launched a comprehensive discovery phase to bridge the gap between "complaints" and "competencies." by conducting a deep-dive qualitative research project, performing structured interviews with 25 HR Business Partners and surveying over 500 leaders to isolate specific "pain point" behaviors. Using this data, I architected the Caregiver Skill Development Framework—a library of high-engagement, just-in-time micro-learning modules. I "stitched" together concepts of emotional regulation, professionalism, and psychological safety into a series of resources designed for autonomous, on-demand development.

  • The Impact: The framework transformed how the organization handled conflict. Within the first year, the intervention contributed to a 10% decrease in HR-related write-ups and a 32% increase in the utilization of autonomous development resources. By shifting the culture from "punitive correction" to "proactive upskilling," I empowered caregivers to own their professional growth, resulting in higher team morale and a more resilient internal talent pipeline.

5

Specialized Program Innovation

Biomedical Informatics Graduate Architecture

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  • The Problem: The Department of Biomedical Informatics (DBMI) at UAMS needed to build a Master’s program from scratch. While the department consisted of world-class PhDs and researchers, they lacked a structured methodology to translate their high-level scientific knowledge into a cohesive, accredited academic curriculum.

  • The Solution: I designed and led a specialized "Accelerated Backward Design" workshop for the department’s leadership and faculty. I facilitated the "stitching" of their clinical goals into a concrete framework—moderating high-stakes brainstorming on program strands, publication requirements, and thesis defense structures. I then architected the curriculum skeleton and partnered with the team to implement the design within the Blackboard LMS.

  • The Impact: Successfully launched one of the only specialized programs of its kind in the US, achieving an 80% improvement in curriculum development efficiency for the department.

6

Talent Engineering & Capacity Building

Strategic Mentorship & Team Upskilling

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  • The Problem: Both in the public sector (Fairview Park) and the corporate world (BetMGM), I identified a common friction point: a "capability gap" where new hires and early-career designers had the raw talent but lacked the specific operational rigor, branding alignment, and advanced technical skills required for high-velocity production.

  • The Solution: I architected a multi-layered mentorship framework. At BetMGM, I led weekly virtual "Design Labs" to upskill global IDs in accessibility standards, AI tools (Vyond/Canva), and UX principles. In my peer mentoring work, I developed a "Gradual Release" coaching model, providing early-career educators with structured playbooks for classroom management and stakeholder relations.

  • The Impact: Successfully accelerated the "ramp-up" period for new hires, leading to a 100% project delivery rate across global teams. I transformed a disparate group of designers into a unified, high-output unit capable of maintaining 24/7 responsiveness and enterprise-grade branding consistency.

Contact

I'm always looking for new and exciting opportunities. Let's connect.

ipriorlxd@gmail.com

iprior31@gmail.com

440-315-2085

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