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Rebecca Tooley, Vice President of Corporate Learning and Talent Strategy at Swift Transportation, brings over 20 years of experience in learning and development. She leads teams to higher performance with proven results, specializing in leadership and organizational development, curriculum creation, digital learning, performance management, culture and inclusion, employee onboarding, and succession planning. Rebecca has provided talent and organizational development strategies for companies in healthcare, sales, higher education, and transportation.
Rebecca Tooley, Vice President, Corporate Learning & Talent Strategy, Swift Transportation
Leveraging Learning Technologies For A Dynamic Workforce
We have integrated learning technologies into our talent development programs, offering employees the flexibility and accessibility necessary for effective on-the-go learning through our Learning Management System (LMS). In the transportation industry, continuous access to relevant training is vital—not just for safety, but also for equipping employees with essential problem-solving skills. This is especially important in our fast-paced environment, where challenges can arise unexpectedly. By fostering a culture of just-in-time learning, we enable our workforce to stay informed, responsive, and ultimately more efficient in their roles.
“By Combining Business Acumen, Risk Management, And Cultural Awareness, You Can Create HR Technology Strategies That Not Only Address Immediate Needs But Also Strengthen The Long-Term Health And Effectiveness Of Your Organization”
Alongside foundational leadership development, it’s crucial to implement adaptable frameworks tailored to the unique needs of leaders across the organization. Regular feedback from participants and stakeholders helps identify areas for improvement, enabling us to refine programs and address specific departmental challenges. By incorporating technology solutions, we enhance leadership skills and create an environment where leaders can effectively inspire and develop their teams.
Personalizing Learning Paths While Ensuring Scalability
In our diverse workforce, it’s essential to create personalized learning paths that cater to individual skills, experiences, and career aspirations. At the same time, we must ensure that our learning solutions are scalable and cost-effective to benefit the organization. Achieving a balance between mandatory compliance and safety training—critical for organizational integrity—and developing soft skills, such as communication, teamwork, and emotional intelligence, requires strategic thought. This balance is key to our curriculum design, which promotes continuous learning and empowers employees to thrive while adhering to safety protocols and regulations. We aim for a curriculum that is both comprehensive and dynamic, adapting to the evolving needs of our workforce and industry.
Measuring ROI: The Kpis That Matter Most
To ensure a strong return on investment (ROI) in talent development, we track several key performance indicators (KPIs), including employee engagement, the effectiveness of training programs, and the correlation between learning initiatives and improved job performance—especially knowledge transfer. We also assess retention and promotion rates, as well as the impact of training on productivity. Monitoring these metrics provides valuable insights into the effectiveness of our development strategies, enabling us to make informed decisions that enhance our programs and drive organizational success.
The Evolution Of Technology In Learning & Development
The role of technology in corporate learning and development is rapidly evolving, and we anticipate significant changes over the next 3 to 5 years. One of the most notable trends is the growing integration of artificial intelligence (AI) into training frameworks. We are exploring various AI applications, not just to enhance operational efficiency but also to leverage data-driven insights for personalized learning experiences.
This technological evolution is set to transform employee training and development. For example, AI can facilitate the creation of customized learning pathways that adapt to individual needs, preferences, and performance metrics. By harnessing data, companies can make informed decisions about the most effective training programs, pinpoint skills gaps, and ultimately drive better business outcomes. AI-powered analytics tools also allow organizations to monitor engagement and progress in real time, enabling timely interventions and continuous improvement.
As we embrace these advancements, the focus will shift towards creating an agile learning environment that addresses immediate organizational needs while fostering long-term employee growth and adaptability in a constantly changing business landscape.
Advice For Future HR Tech Leaders
For those aspiring to make a meaningful impact in HR technology, my key advice is to first understand the fundamentals of your business. Get a deep understanding of how your organization generates revenue, so you can align HR technology initiatives with business goals. This ensures that your efforts contribute to the overall success of the company.
It’s also essential to assess organizational risks. Understand the challenges your business faces—whether related to compliance, employee engagement, or talent retention. This knowledge will empower you to develop technology-driven solutions that mitigate those risks.
Lastly, immerse yourself in your company’s culture and norms. By understanding these elements, you can introduce HR technologies that resonate with both employees and management, ensuring that new tools and processes are met with acceptance and enthusiasm. By combining business acumen, risk management, and cultural awareness, you can create HR technology strategies that not only address immediate needs but also strengthen the long-term health and effectiveness of your organization.
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