A Bit About Me
I’m Lina-Myree, an instructional designer with dual master’s degrees—an MHA in Health Administration (Gerontology minor) and an MBA in Human Resources. My journey into learning and development began unexpectedly at Cardinal, where I discovered my passion as an accidental trainer. Whether I’m elbow-deep learning a new process on the floor or deep-diving into journal articles, I love transforming complex, detail-rich topics into clear, engaging learning experiences.
Learning lives everywhere—not just in front of a screen or inside a classroom. In my last role, I spearheaded ongoing job education via social media, turning bite-sized training moments into real-time skill boosts. I’m a self-proclaimed lifelong learner who’s always hunting for the next “aha” moment—whether that’s through hands-on practice, peer interviews, or a deep analytics dive. I particularly thrive on seeing the spark when a topic finally clicks for someone.
I believe everyone deserves to enjoy their work—and that starts with understanding why their role exists and thriving in a positive culture. In every project, I aim to provide both the “why” behind the work and an atmosphere where curiosity and collaboration flourish. When it comes to delivering results, I hit the ground running. Give me the direction and the data, and I promise to blow your socks off. Let’s turn your toughest training challenge into your team’s next big win.
Additional Roles & Contributions
Employee Engagement & Community Outreach Chair
As chair of this committee, I designed and executed initiatives to break up routine work cycles and foster camaraderie on the plant floor. I organized monthly events—car washes, donation drives, Secret Santa, team meals, family days and chili cook-offs—to create a fun, inclusive atmosphere. I also led interdepartmental donation competitions supporting local charities like Interfaith, Kimberly’s Center, Salvation Army and VOCAL. Year-round, I recognized team members with personalized birthday and work-anniversary cards, reinforcing a culture of appreciation.
Mission Strategy Tasks Chair
I led a cross-functional committee of department managers and stakeholders through our division realignment, crafting a three-year strategic plan. We co-created the plant’s mission statement, core values and vision by comparing individual leadership philosophies and identifying shared goals. I organized managers into six focus groups—each accountable for specific initiatives—and facilitated progress-review meetings every four months. This structured, collaborative approach ensured alignment, accountability and continual strategic momentum.
Bedrock Leadership Beacon
As the corporate-appointed Bedrock Beacon, I championed professional and leadership development at our site. I coordinated Level 1 and 2 corporate Bedrock training—scheduling leaders, managing travel logistics and arranging production-floor back-fills. To sustain learning post-training, I delivered weekly “Leadership Minutes,” monthly in-person workshops for supervisors and quarterly sessions for management and senior leadership. These ongoing touchpoints reinforced key concepts and drove a consistent leadership culture.
Best Practices Sharing (BPS) Coordinator
I supported our division’s monthly Best Practices Sharing calls for each department by attending, capturing insights and distributing summaries to plant leaders. When managers were unavailable to present, I stepped in to showcase our plant’s best practices. This role kept our teams informed without pulling managers off the line, and it gave me exposure to innovative solutions across the division, fueling continuous improvement at our site.
LMS Administrator (Cornerstone)
As site administrator for our Cornerstone LMS, I handled system configuration, reporting, analytics and troubleshooting. I replaced generic, off-the-shelf trainings with custom, site-specific modules, cutting average training hours from: Year 1: 34 → 18 hours/user Year 2: 18 → 9 hours/user Year 3: 9 → 5 hours/user By integrating daily toolbox talks into annual safety compliance training, we returned an average of 5,945 man-labor hours back to production—directly boosting site profitability.
SME Excel Program Developer
I designed and launched the SME Excel Program, a three-level skills assessments track that empowers team members to earn incremental pay raises when promotions aren’t available. Participants demonstrate mastery of quality controls and process knowledge to advance, driving both individual retention and plant performance. This $631,790 annual program not only put more money in employees’ pockets but also raised overall product quality by aligning learning initiatives with the competencies required for each level.
Work Experience, Education & Certifications
02/2022 - 05/2025
02/2018 - 02/2022
10/2020 - 04/2021
Training & Development Manager
Cardinal Glass Industries - Ocala, FL
Lifestyle Consultant (Research)
Aspire Lifestyles - Remote
HR Manager
Belk - Ocala, FL
MBA & Human Resources
Liberty University
Masters in Health Administration
University of Phoenix
Bachelors in Health Administration
Keiser University
