My career started in higher education at Hollins University in admissions, where I was responsible not just for recruitment, but for training staff, building outreach systems, and improving how teams executed consistently across a multi-state territory. That early work exposed me to how much organizational performance depends on clear processes, capable people, and well-designed systems, not just individual effort. I saw firsthand how training, communication, and operational alignment directly affected outcomes like enrollment, service quality, and stakeholder trust.
I then moved into academic advising at George Mason University, working at scale with thousands of students while also training and equipping advising staff. That role deepened my interest in readiness and how people are prepared to navigate complex systems, make good decisions, and transition successfully into new roles or environments. I began designing onboarding resources, technology-enabled advising tools, and structured supports that improved consistency and outcomes across a high-volume operation.
That systems lens ultimately pulled me into formal training and organizational learning. I transitioned into corporate learning and development at Strayer University as a Training Officer in Human Resources, where I began designing enterprise onboarding, leadership development, compliance training, and management capability programs. This was my first opportunity to operate fully at the organizational level by building scalable learning models, aligning development to business performance, and establishing repeatable standards rather than one-off solutions.
From there, I continued deepening my enterprise learning and systems expertise at ICF and across community college environments, leading large-scale training operations, technology transformations, role-based capability pathways, and governance models. Each role strengthened my ability to design learning ecosystems that operate reliably at scale, align with regulatory and operational realities, and measurably improve performance, ultimately shaping my identity as an Organizational Learning and Development Strategist rather than a traditional trainer or coach.
Dr. Treca Bourne 