Melissa Mcmahon Email & Phone Number

Stamford, Ct, Us

Cincinnati, Oh, Us

Led the company’s human capital strategy and served as the organizational effectiveness executive during a significant time of M&A, company growth, culture transformation and COVID. Organization Assessment: Recognized for swiftly performing an enterprise organizational assessment to identify the greatest areas of people and culture opportunities aligned to business priorities. Created actionable plans and measurement strategies favorably impacting the business and culture (talent attraction, engagement and retention). M&A: Led the people acquisition and assimilation of the company’s largest competitor; built a foundation to prepare the organization for ongoing M&A, company acquisition and in support of future going public considerations. Introduced new company compensation practices. Developed and implemented new broad base and executive pay practices aligned to company and individual performance. Total Rewards: Introduced new and modernized company benefits, mental health offerings and time off practices to create company cost savings and to improve talent attraction and retention. Modernized Talent Offerings: Designed and implemented new onboarding, performance and talent management practices to improve time to productivity, performance accountability, retention and career advancement opportunities; and to ensure equity and fair performance practices across the organization. Vetted and implemented an industry leading managed service provider (MSP) to extend marketplace reach, speed to hire and quality of contingent / contract labor. COVID & Safe Return to the Office: Executive leader responsible for the management of COVID safety protocols and office re-entry.

Boston, Massachusetts, Us

Actively recruited to help drive the transformation and evolution of the HR function and delivery model in support of the company’s growth and diversification strategy. Successfully built and evolved the company’s people data strategy and reporting in alignment with company business priorities and KPIs; recognition for actionable insights to solve business and people challenges. Key content designer in all talent management process modernization (performance management, talent review) enhancements, simplification, communication and measurement strategy. Executive contributor in the strategic planning and design of the company’s anti-racism strategy and ongoing organization education. Executive HR leader of the “new normal” COVID return to the workplace plan and communication strategy. Company received “Great Place to Work” certification in October 2020.

Served as a member of the company’s Executive Committee reporting to the CEO. Board / Private Equity Engagement: Executive participant in quarterly Board meetings and in leading Board Compensation Committee meetings. HR Strategy & Service Delivery: Designed HR strategy, structure, priorities and key performance indicators (KPIs) in alignment with organizational growth strategies. Talent Assessment & Organizational Structure: Developed, directed and executed the first ever talent review assessment of company leaders to inventory talent. Led / facilitated organizational structure & strategy sessions to address capability and structure requirements aligned to strategic growth.Performance Management: Executive sponsor and design lead for the re-design, optimization & simplification of performance management. Engagement / completion rates increased from 41% in 2018 to 95% in 2019. Annual Incentive Compensation: Partnered with finance & operational field leaders to identify new annual incentive performance measures tied to volume and growth to accelerate results. Led the creation of a communication plan, message map and FAQs for leaders to implement a new incentive program designed to drive retention of critical company leaders. Implemented regular reporting and discipline around compensation approvals, off-cycle merit adjustments, bonuses, etc.Talent Acquisition & Employment Branding: Designed & deployed a talent acquisition quarterly performance assessment / pay for performance model leading to a 60% increase in hiring productivity in the first quarter of implementation. Employment brand discovery & validation leading to new go-to-market messaging & campaigns, new sourcing channel strategy / execution.

Vernon Hills, Il, Us

June 2015 - June 2017Served as CDW’s executive leader responsible for enterprise-wide talent priorities and programs (talent acquisition, performance management, career & leadership development, succession, culture/engagement, diversity & Inclusion). Led a team of 50+.Performance Management, Talent Review, Succession & Engagement: Led strategy for next generation solutions / offerings for performance management, talent review process (TRP), high-potential development and succession to accelerate the mobilization of talent pipelines. Leadership Development: Responsible for the team leading the design and implementation of development programs: Emerging Leader Program, New Leader Academy, Annual Leader Training & Executive Leadership Conferences.Diversity and Inclusion: Led CDW’s diversity, inclusion, veteran programs & employee resource groups designed to successfully attract, develop, mobilize talent and create an inclusive work environment. Ongoing recognition as GI Jobs Military Friendly Employer and Military Times Best for Vets. Chair and Board Member of CDW’s Women’s Opportunity Network (WON), Leadership Committee.Talent Acquisition Strategy / Delivery: Directed the ongoing development & evolution of CDW’s multiyear Talent Acquisition Strategy delivered through scalable best-in-class solutions and delivery models. Recruitment Marketing / Employment Branding: Success building & delivering a powerful international employment brand & attraction strategies. CDW was rated #3 of Top 100 Employment Brands by Wilson HCG in 2015, named as a Direct Employers Member Award in 2016 for impactful recruitment marketing and by Glassdoor in 2016 for Best Places to Interview (candidate experience).

Vernon Hills, Il, Us

Directed fit / gap assessments across existing people, process and technology operations identifying opportunities to create productivity, enablement and efficiency gains across the talent lifecycle. Centralized and automated HR operational processes.Performed national marketplace talent supply and demand assessment for critical hiring priorities aligned to CDW’s business strategy, expansion and growth plans. Directed talent acquisition strategy integration, organizational development (OD) efforts, change management and transformation priorities for newly acquired services company.Received the Talent Board’s Candidate Experience Award in 2013.Led efforts to identify and implement a Recruitment Process Outsourcing (RPO) provider for the sourcing of CDW’s billable engineers. $1.2M in agency spend cost savings and a 49% increase in engineer hires in year one. Implemented a company-wide outsourced interview scheduling model.Proactively vetted and implemented CDW’s first Managed Service Provider (MSP) contingent workforce program to increase results delivery, quality, speed, scale and cost savings in support of company talent requirements.Co-led creating the strategy and connection between personal and personal wellness through the design and delivery of CDW’s Achieve It – A Better You program focused on physical, emotional, financial and safety benefit offerings for CDW coworkers.Created and implemented analytics, simplified cadenced reporting and executive scorecards.

Vernon Hills, Il, Us

• Hired to perform a complete assessment and transformation CDW’s talent acquisition strategy and delivery model. Implemented best-in-class technology solutions and industry partners to accelerate results, create efficiencies, compliance and improved the hiring manager and candidate experience. • Led enterprise efforts to perform CDW’s first employment brand and employment value proposition discovery efforts, recruitment marketing go-to-market strategy and plans. • Designed and implemented a quarterly recruiter expectations and performance measurement strategy (pay for performance bonus model) designed to accelerate the performance, engagement and retention of recruiters. Increased hiring productivity by 100% in year one. • Successful design and implementation of selection processes / customized assessments for critical talent priorities. Results: Engineers - 49% increase in hiring productivity, improved selection pass through rate (quality) by 20%, Sales Account Representatives: Increased hiring productivity by 50% & reduced attrition by 6% in year one of implementation. Developed Sales recruiter “Screening-Sell Guides” recognized and published by the Corporate Executive Board (CEB) as an industry best practice.

Jacksonville, Florida, Us

Served as a Business Development leader, managed new client accounts and executive-level search assignments within the professional services and outsourcing industries.

Dublin 2, Ie

• Director-Resourcing Services / Recruitment Process Outsourcing (RPO), Accenture HR Services • Director of Corporate / Enterprise Recruiting • Global Director of Recruiting, Marketing and Communications• National Recruiting & HR Manager, Marketing and Communications

Master Of Science In Communication

Bachelor Of Science In Interpersonal And Public Communication