HDR Builds a Unified Learning Culture and Scalable Learning Ecosystem with Global eTraining
- Case Study -
HDR is a global architecture and engineering firm delivering complex projects from infrastructure to multi million square foot hospitals. As an employee owned company, HDR places a strong focus on supporting its people through clear processes, shared ownership and continuous learning that drives project success.
With many business groups, diverse working styles and a broad mix of platforms and workflows, HDR faced a very specific challenge. It needed to unify learning across the organization without flattening the individuality of each team or disrupting live project delivery. The goal was not to replace its systems or overhaul its culture, but to integrate learning so seamlessly that it became a natural part of how work happens every day.
HDR partnered with Global eTraining to support this vision by:
- Unifying learning across multiple business groups without forcing a one size fits all model
- Integrating training directly into HDR’s existing LMS rather than creating another disconnected system
- Supporting just in time learning for live projects
- Creating a single source of truth for technical workflows and processes
- Embedding learning into the daily habits and culture of the organization
This case study explores HDR’s true challenges, the solutions built with Global eTraining and the results shaping how learning now functions inside the organization.
Keep scrolling for the complete HDR Case Study or click below to download the shareable PDF version.
FEATURING
Scott Chatterton
Digital Delivery Leader at HDR
Todd Shackelford
Area BIM Manager at HDR
The Challenge
Pragmatic unification across a highly diverse organization
HDR does not operate as a single uniform entity. It is a collection of business groups, each with its own personality, workflows and approach to training. While this diversity strengthens the organization, it also created fragmentation in how learning was delivered and accessed.
Todd describes his role as one of pragmatic unification, aligning teams around a shared direction while respecting their individuality. Historically HDR experienced what he refers to as random acts of training, where different groups used different tools and approaches without a cohesive structure.
The challenge was to unify learning without erasing these differences, creating consistency without removing flexibility.
“Every company has its own personality. In a company the size of HDR we actually have multiple personalities. My role is to help get everyone moving in one clear direction. That requires a true partnership, not simply a transactional vendor relationship.”
Todd Shackelford
Integrating learning into an existing LMS ecosystem
HDR was not starting from scratch. It already had its own learning management system and multiple historic tools supporting training across the organization. The challenge was not to replace this infrastructure but to strengthen it.
They needed a platform that could be integrated directly into HDR’s LMS so that Global eTraining content could live alongside internal training, compliance modules and corporate learning pathways.
This required flexibility in delivery formats, close collaboration and a willingness to work through technical and operational complexity.
“We are a large organization with many platforms and our own LMS. What drew me to Global eTraining was the willingness to work with us on how to implement and support everything and the focused AEC content that serves all our business groups.”
Scott Chatterton
Enabling learning in the flow of active project work
HDR’s training challenge is deeply tied to project delivery. Staff do not have the luxury of stepping away for long structured sessions. Instead they need fast access to precise information when issues arise on live projects.
The key requirement was microlearning that could be searched, accessed and applied immediately. This meant small modules, quick navigation and the ability to jump directly to the exact point in a lesson that solves the problem at hand.
“The first time I want to watch the video all the way through. As I start using the process in real work I just want the outline or that one specific part again. Being able to find that exact moment quickly is incredibly valuable.”
Scott Chatterton
“Sometimes I want to learn by seeing and sometimes by doing. A lot of what we are trying to build is real skill. I need people to learn something and then repeat it and actually apply it.”
Todd Shackelford
Keeping pace with accelerating technological change
HDR operates in an environment where software, workflows and digital tools evolve continuously. The pace of change makes traditional training methods too slow and rigid.
The challenge was to create a learning environment that could evolve as quickly as the tools themselves, ensuring people remain capable, confident and future ready.
“Technology keeps evolving and the pace of change keeps accelerating.
One of the reasons we partnered with [Global eTraining] is that we are trying to shorten the traditional learning and change management cycle and put it on a continuous loop. The best investment you can make is in your people and keeping them capable and ready at all times.”
Todd Shackelford
The Solution
Seamless LMS integration rather than platform replacement
Global eTraining was integrated directly into HDR’s existing LMS structure. This ensured staff experienced one connected learning environment instead of juggling multiple systems.
This approach allowed HDR to:
- Combine Global eTraining content with internal HDR training
- Maintain reporting and tracking in one environment
- Present learning as part of standard workflow rather than an optional add on
Close collaboration between HDR and Global eTraining teams made it possible to determine the best formats and technical processes for this integration.
Role based and workflow-specific learning design
Using Global eTraining’s authoring tools, HDR built training aligned directly to how its teams work. Courses were structured by role, workflow and project function, not as generic software instruction.
Modules were intentionally short, precise and practical. Most were designed to be accessed while actively working on a project rather than as standalone training sessions.
“My focus is training on the job. If someone is working on a project and gets stuck I want them to do a quick search, find that specific module, jump to the right section, watch it, pause it and grab the resources they need so they can get the work done quickly and confidently.”
Scott Chatterton
Skills assessment and self guided development
HDR implemented Global eTraining’s assessment tools to identify knowledge gaps and guide targeted learning. Scott created role based assessments that evaluate both software proficiency and process understanding.
These assessments automatically generate learning paths that allow employees to focus exactly on what they need to improve, rather than moving through unnecessary material.
“To really understand the skill sets and needs of your staff you need a baseline of what they do not yet know. I built skill gap analysis based on roles. If you are a digital delivery project manager you take this assessment and immediately see where your knowledge gaps are. That has been extremely valuable.”
Scott Chatterton
“Learners can go in at any time and ask themselves what they want to explore or improve. It helps them focus on their own areas of growth as they move forward in their careers. It has become a very effective tool for self development.”
Todd Shackelford
Partnership driven collaboration and project integration
HDR worked with Global eTraining as a strategic partner, not a content vendor. This included ongoing conversations with leadership and direct collaboration on custom project channels.
For large complex projects, HDR created dedicated learning spaces within Global eTraining to support specific workflows, tools and project requirements. This expanded training beyond internal use and into project delivery strategy itself.
“We can call and say we have a large project and want a custom channel dedicated specifically to it. We integrate [Global eTraining] directly into the way we deliver that project. That is genuinely exciting because it becomes part of execution, not just training.”
Scott Chatterton
“Knowing that we have a partner is so much different than someone who sells training. It just makes sense.”
Todd Shackelford
The Results
Learning embedded into HDR’s cultural DNA
The most significant result is cultural transformation. Training has shifted from an occasional activity to a natural reflex within the organization.
Employees increasingly turn to learning resources as their first response when encountering a challenge instead of relying solely on informal knowledge sharing or external searches.
“The goal is for learning to become so embedded in what we do that it is the natural first place people turn. Not phoning a friend or just Googling it. It simply becomes part of how HDR operates.”
Todd Shackelford
Improved speed, efficiency and confidence on projects
HDR now supports staff with instant access to workflow specific training, allowing projects to move forward without delays caused by uncertainty or inconsistent knowledge.
This results in:
- Faster problem resolution on live projects
- Reduced dependency on single point experts
- Consistent execution of HDR workflows
- Better alignment between technical teams and project managers
Stronger employee development and retention
HDR’s learning environment supports career growth by allowing employees to define and direct their own development paths. Staff can explore advancement in technical roles, process leadership or project support depending on their goals.
“The goal is to advance people as quickly as possible so they can produce high quality work. The real win is for them and then the company benefits as well. The happiest people are the ones who are able to nurture their curiosity and continuously improve their skills.”
Scott Chatterton
This investment strengthens engagement and reinforces HDR’s culture of shared success as an employee owned organization.
Looking Ahead
HDR views learning as an ongoing journey rather than a completed initiative. The partnership with Global eTraining continues to evolve alongside changes in technology, workflows and project complexity.
Future focus areas include expanding project based learning, refining role based assessments and continuing to strengthen learning integration into everyday operations.
“Things change every day. Having a partner and platform that can evolve alongside us is how we keep our people capable, confident and ready for whatever comes next.”
Scott Chatterton
