Founder and Workforce Systems Architect, Regimus

LeaVonda Robinson is a Navy veteran who has worked in workforce development and education for more than twenty years. She has managed career academies at two high schools, developed curricula adopted by school districts, built employer partnerships, and advised workforce boards, school districts, and agencies.

She founded Regimus because she kept seeing the same problem from inside the system. Education, policy, funding, and employer demand operate separately, so programs underperform and people lose out. Her work is designing coordinated workforce and education systems that turn strategy into measurable outcomes.

Workforce experience

From 2002 to 2008 at First Coast Workforce Development Board, then doing business as WorkSource, she was a business consultant responsible for Clay, Putnam, and St. Johns counties and their high schools. She developed workforce readiness curricula adopted by local school districts, advised districts on career academies and career and technical education, built employer partnerships for internships and job placements, and mentored opportunity youth. She helped with job shadowing and WorkKeys testing, held countywide college fairs for students, planned career fairs for the City of Jacksonville, and trained agencies on labor market statistics. Regional chamber presidents selected her to serve as a job profiler for the state.

From 2008 to 2010 she was Career Specialist for Clay County School District. She managed daily operations of the career academies at Clay High School and Orange Park High School, built employer and college partnerships for internships, job shadowing, and dual enrollment, and ran advisory board meetings and career fairs. She also helped the district secure a workforce development board grant and helped run the funded program.

She developed Moving Up, a curriculum endorsed through a St. Johns County Chamber business-education partnership and adopted for all 8th graders countywide by the St. Augustine school district.

In 2010, a photo of her leading a workshop for young men who had aged out of foster care ran on the front page of The Florida Times-Union.

Systems, compliance, and communications

At the FAA from 2014 to 2019 she managed payroll of more than $60 million a year for 450 employees, along with HR support for the division, including making sure personnel actions and promotions were processed correctly. She also prepared and submitted the training files for air traffic controllers in the FAA certification program, who were enrolled as students under the Montgomery GI Bill, and every government review passed 100% accuracy. Her work included managing EEOC complaint files and training compliance reporting.

At a major research university from 2021 to 2023 she managed multi-million-dollar grants and contracts and applied federal, state, and university regulations across each award’s post-management lifecycle.

From 2012 to 2014 she managed internal and external communications for the largest business unit of a $1 billion aerospace company, covering more than 2,100 employees across 26 offices and overseeing a team of 30 communications professionals.

Background and service

She served in the Navy from 1996 to 2002 as a journalist, broadcaster, and public affairs specialist at Naval Hospital Jacksonville. She holds an MBA in Communications Management and Procurement & Acquisition Management from Webster University, and a bachelor’s degree in Organizational Management from Edward Waters [University, then College], where she graduated with honors. She completed journalism and public affairs training at the Defense Information School.

She has served on the Clay County Chamber of Commerce, the St. Johns County business and education partnerships, and the Up and Cummers committee at the Cummer Museum of Art & Gardens in Jacksonville.

Through Regimus, she applies Capacity-First Workforce Design™ to help workforce boards, education systems, and employers build programs that place people, keep them employed, and can be measured.

Workforce systems do not improve by intention. They improve by design.