Human Resources Management Consultant

LINDSEY M. MCCLAIN, M.S. HCM, SHRM-SCP

Westchester County, NY 917-***-**** *******.*.*******@*****.*** linkedin.com/in/lindseymcclain HR BUSINESS PARTNER, CHIEF OF STAFF, ORGANIZATIONAL DEVELOPMENT LEADER Accomplished Global HR Business Partner, Chief of Staff, and Organizational Development Leader with over a decade of experience partnering with Goldman Sachs, IBM, Shopify and other Fortune 500 businesses to successfully implement transformational change through inclusion and engagement goals, corporate deal transactions (i.e., mergers, acquisitions, and divestitures), and organizational behavior and change management initiatives. Action-oriented, strategic thought partner – grounded in principles of operational excellence and unyielding commitment to client success. Enduring dedication to sustainable growth-oriented impact fueled by an unwavering commitment to curiosity, collaboration, and creativity. KEY SKILLS AND AREAS OF EXPERTISE

• Organizational Behavior and Development

• Diversity, Equity & Inclusion Advocacy Strategy

• Board Relations and Senior Stakeholder Management

• Culture Change and Employee Engagement

• Mergers, Acquisitions, and Divestitures Transactions

• Workforce Analytics and Data Driven Insight

• 360 Feedback and Performance Management

• Compensation Programs and Industry Benchmarking

• Leadership Development and Succession Planning

• Learning Offerings and Enablement Delivery

• Career and Skills Policy and Initiatives

• Design Thinking Methodology and Facilitation SME EDUCATION AND CERTIFICATIONS

• Columbia University Master of Science in Human Capital Management New York, NY

• George Washington University Bachelor of Arts in Communication, Minor in Philosophy Washington, DC

• Society for Human Resource Management (SHRM) Senior Certified Professional (SCP) PROFESSIONAL EXPERIENCE

FEDERAL RESERVE BANK OF NEW YORK NEW YORK, NY 09/2024 – 02/2025 SHOPIFY INC. NEW YORK, NY 12/2022 – 04/2023

Director, Business Operations and Deputy Chief of Staff to the Chief HR Officer

• Stewarded the transformation of the Talent function at Shopify, a global leader in e-commerce infrastructure, empowering entrepreneurs and over 2 million businesses in over 175 countries. Drove all Talent-related engagements with the Shopify Board of Directors, including education, charter documentation, annual work planning, enhancing governance outcomes, and contributing to improvement in stakeholder satisfaction. Led the rigorous revitalization of the Talent and Compensation Management Committee operations with accountability for CHRO readiness ahead of all general and committee meetings. Management Consultant, People & Engagement and Risk Management

• Led the design and implementation of an enhanced PMO operating strategy and project life cycle for all HR projects -optimizing governance and execution across the People & Engagement (P&E) portfolio which consisted of over 30 ongoing efforts.

• Conducted a five-year retrospective analysis of PMO activities, identifying key gaps in project intake, prioritization, and execution, which informed a more effective project governance framework.

• Leveraged expertise in design-thinking methodologies to facilitate the prioritization planning cycle for the CHRO and Senior Leadership Team. Strategically aligned HR project management with organizational objectives by engaging senior leadership and HR function heads in the redesign process, ensuring improved adoption and impact.

• Developed change management and communication strategies to implement a seamless transition to the enhanced approach to the PMO model ensuring stakeholder alignment across HR, Finance, and Risk. Established standardized methodologies for project tracking, reporting, and risk mitigation, enhancing efficiency and transparency across HR initiatives.

• Served as the lead project manager for cross functional HR initiatives – integrating real time insights to the evolving PMO strategy. Key examples: People Analytics Offerings: Developed a framework for leveraging workforce data insights to inform talent strategies and decision-making. Volunteerism Initiative: Designed and implemented a structured program to enhance employee engagement through corporate social responsibility. Leave of Absence Project: Led efforts to optimize leave management processes, ensuring compliance and improved employee experience.

• Acted as a liaison across Shopify’s matrixed ecosystem to ascertain feedback, end-user experience, and market intelligence which informed improvements to communications with/from the CHRO and CHRO office. Increased awareness of agile talent priorities which were undergoing rapid evolution in response to the dynamic e-commerce landscape powering global brands.

• Relentlessly focused on operational excellence and integrating scalable solutions to fortify team systems and ignite accelerated delivery –increased functional flexibility, and quality business services. Served as a trusted advisor and thought partner to develop and articulate the reimagined Talent narrative– resulted operational efficiencies and navigated workforce planning poised to support Shopify's rapid market expansion.

• Leveraged specialization in design thinking practices, agile methodologies, market awareness, predictive analysis, and negotiation tactics to collaborate across all Talent leaders, HRBPs, and cross-business partners to evolve the Talent team’s capacity and capability to deliver initiatives greater aligned with the company's mission and product principles. INTERNATIONAL BUSINESS MACHINES INC. (IBM) ARMONK, NY 10/2021 – 12/2022 Director, IBM Global Diversity and Inclusion, Enterprise Strategy and Capability Development

• Advanced IBM diversity and inclusion initiatives, exceeded enterprise goals, and amplified industry thought leadership with data driven insights and outcome-oriented actions. Exercised empathetic team-focused leadership empowering 60 diversity and inclusion SMEs focused on geographic market implications, regulatory and compliance requirements, community programming, offering management, and brand communication.

• Collaborated with HR Business Partners and business unit leaders to integrate diversity and inclusion principles into existing talent management practices, scaling global promotions of women to 42.2% and U.S. promotions of underrepresented minorities to 16% within a year.

• Provided diversity and inclusion expertise, education, and insights on emerging topics as the D&I focal on IBM's AI Ethics Board, a multidisciplinary committee established for governance and the rigorous embedment of trustworthy AI principles into business and product decision-making. Contributed to establishing IBM's Principles for Trust and Transparency, Everyday Ethics playbook, AI Fairness 360 and additional assets, microlearning, and factsheets.

• Led cross-functional workstreams and authored high-quality content for the production and omni-channel release of IBM’s 2020 Diversity and Inclusion Report, Social Impact content for the ESG Report (2021 and 2022), contributions to the Annual Report, Be Equal campaign expansion, and supporting enablement materials, which generated increased data-transparency and sustained progress.

• Expanded IBM brand awareness and amplified corporate value of inclusion illustrated by awarded distinctions including Ethisphere World’s Most Ethical Companies (2020), Human Rights Campaign Best Place to Work for LGBTQ Equality, Corporate Equality Index score of 100% (2021), and Comparably, Best CEO for Women, Diversity, and Compensation; Best Happiness along with 15 other awards (2022).

INTERNATIONAL BUSINESS MACHINES INC. (IBM) ARMONK, NY 10/2020 – 10/2021 Chief of Staff to the Senior Vice President of Transformation and Culture

• Performed as a trusted advisor, counsel, and proxy for the Senior Vice President of Transformation and Culture (T&C). Collaborated with the SVP to shape the organization's mission, objectives, and core initiatives. Informed org-wide decisions and provided insights that directly influenced significant policy and strategy changes, impacting the organization's overall direction, IBM culture change, and business growth.

• Accelerated organizational velocity and served as the implicit imprimatur for the T&C leadership team across Executive Succession and Development, Talent Acquisition, Talent Management, Diversity and Inclusion, Global Mobility, Learning Solutions, Talent Analytics, Business Architecture, and Enterprise Transformation functions.

• Optimized operational systems and structure for increased productivity and frictionless engagement throughout the SVP’s ecosystem. Leveraged design thinking principles and agile methodologies to establish enduring cross-departmental synergies and execute enterprise-wide change management strategies related to IBM growth behaviors, performance management solutions, and leadership enablement modules.

• Delivered resilient, reliable, and diligent tactical support focused on SVP success. Leveraged stakeholder relationship management skills, market research, and communication expertise to augment readiness for all SVP engagements (internal and external), board membership, and thought leadership commitments.

• Co-created IBM's updated purpose statement, values, and behaviors to activate culture change aligned with a declared focus on growth. Acted as a catalyst to actualize leadership's vision of reimagined talent strategies, including the IBM New Collar opportunities, policy recommendations to the US Senate on AI, apprenticeships, and sustainability, as well as advancement in diverse leadership, employee experience, and optimized client service. By 2020, over 50% of roles removed degree requirements, supplier diversity increased by 14.1%, and over 20% of new hires in the US were underrepresented minorities. INTERNATIONAL BUSINESS MACHINES INC. (IBM) ARMONK, NY 06/2020 – 10/2020 Talent Leader, IBM Global Markets, Go to Market Sales, Americas

• Achieved synergy at the intersection of IBM Talent priorities and business strategy for IBM Global Markets, Americas. Focused on design, development, and execution of GEO talent strategy for all talent lifecycle functions impacting sellers. Responsible for career path development, skills scarcity analysis, and retention initiatives for critical skills while scaling enterprise, technology, and leadership skills at all levels.

• Partnered with sales and sales technology senior leadership and provided strategic decision support during a critical period of enterprise-wide go-to-market transformation, impacting over 18K sellers globally. Conducted seller performance management reviews using 360 and EIQ tools, resulting in 89% of low-performing sellers improving performance or exiting.

• Collaborated with Talent Acquisition partners to support the IBM Pre-Sales Technology Garage, apprenticeship, and internship opportunities, resulting in 1100 technical hires.

• Leveraged specialization in diversity and inclusion to increase women and URM representation across the sales organization and reinforced commitment to diverse teams by establishing the Global Markets Diversity Council. INTERNATIONAL BUSINESS MACHINES INC. (IBM) ARMONK, NY 09/2018– 06/2020 Global Strategy and Transformation Leader, IBM Global Diversity, and Inclusion

• Spearheaded rollout of enterprise-wide representation goals that focused on leadership accountability. Provided decision support and critical insights to the CDIO, CEO, and Board of Directors, leading to the addition of a diversity modifier to the company's annual incentive plan. Achieved unprecedented representation growth of women globally (33.3%) and underrepresented minorities in the US (13.3%) in 2019. Fostered accountability through revitalized Executive Diversity Counsels, Diverse Talent Reviews, and support of over 300 BRGs globally across 47 countries, with over 32,000 IBMers actively participating.

• Established improved Diversity SME operations and tools for greater collaboration with HR Business Partners, lending to industry- leading engagement results: 88.3% of IBMers affirming that they can be their authentic selves at work. Increased engagement for Women (+3 points YoY), Black (+3 points YoY), Hispanic (+2 points YoY), and Asian (+3 points YoY) despite challenges presented by the global pandemic.

• Restructured the D&I organization, facilitating upskilling initiatives, job analysis, and role reevaluation across the global team of D&I SMEs. Managed investment allocation and global budget of approximately $9.6M supporting programs across D&I education, cognitive data solutions, allyship engagement, and policy evolution. INTERNATIONAL BUSINESS MACHINES INC. (IBM) ARMONK, NY 04/2016 – 08/2018 Global HR Leader and Business Partner, IBM Watson Health

• Strategic HR Business Partner for IBM Watson Health - led all people matters in partnership with senior leaders for Watson Health Consulting Services, Implementations & Operations, Quality Assurance & Regulatory Affairs, Chief Medical Office, and Business Development.

• Deployed HR strategies, talent programs, talent acquisition, compensation negotiations, and organizational development during significant acquisitions through transfer of employment and integration.

• Enhanced workforce capabilities to support client services and drive organizational growth in healthcare technology. Designed HR practices, career path, engagement efforts, and developed a taxonomy for specialized roles, increasing candidate fit quality and improving time-to-hire rates. Successfully managed the onboarding of 97 oncologists hired directly from global clinical roles, increasing workforce capabilities and healthcare expertise to support healthcare technology client services.

• Directed HR strategies for IBM Watson Health people and culture initiatives at the integration phase of 5 significant acquisitions, including over 500 new IBMers.

• Improved implementation capacity and client service capability by simplifying organizational structure, upskilling talent, and deploying a bespoke compensation-based retention program – resulting in decreased delivery time by 60% and reduced hand- offs per project by 43%.

GOLDMAN SACHS GROUP NEW YORK, NY 12/2013 – 04/2016 Global Ventures, Human Capital Management

Analyst (12/13 – 12/14), Senior Analyst (12/14-12/15), Associate (12/15 – 4/16)

• Influenced Goldman Sachs’ global growth strategy, advised deal sponsors, and executed project management responsibilities for all people aspects of the firm’s acquisitions, divestitures, strategic outsourcing, spin-offs, and new office openings. Managed M&A due diligence, deal structure, negotiations, and HCM infrastructure throughout the complete transaction lifecycle for 30+ high-profile transactions.

• Directed cross-functional HCM workstreams with a rigorous focus on operational excellence in the execution of employee related strategies, executive benefits recommendations, compensation components (e.g., Long-Term Incentive Plans and RSU grants), and global tax implications.

• Served as the central point of contact in partnership with the Technology division to support transaction activity and develop global employee data migration strategies, ensuring seamless business continuity across all transactions. Collaborated with Firmwide Strategy, Legal, Compliance, and the Executive Office, impacting all employee transition strategies and post-close plans, contributing to employee success and business objectives.

• Supported senior leaders from each division to develop the firm’s Recovery and Resolution Plan (service entity strategy) per the Dodd-Frank Wall Street Reform Act, which requires rapid resolution strategies in the event of material financial distress. Produced a comprehensive personal playbook that illustrates the framework, articulates governance, and identifies critical roles. Extensive assessments of organizational design implications contributed to the firm’s recognition for systematic resilience and achievement of regulatory commendations.

• Elevated due diligence approach to benchmarked standards and developed HCM business cases, playbooks, and enablement toolkits, which enhanced contractual terms and mitigated reputational and financial risk. Improved decision documentation and enabled reliable precedent reference for deal warranties, employment agreements, incentive programs, compensation/benefits structure, and employee communications.

PITNEY BOWES, INC. STAMFORD, CT 06/2011 – 12/2013 Talent Acquisition Innovation and University Engagement Lead

• Pioneered the inaugural on-campus recruiting initiative at Pitney Bowes, a leading global shipping and mailing company servicing the Fortune 500, forging partnerships with over ten university career offices, which amplified our entry-level talent pipeline, achieving a 50% increase in candidate conversions within one year.

• Optimized a $25k budget allocation through data-driven analysis across 15+ business units, achieving cost-efficient talent acquisition and maximizing ROI while maintaining continuity during critical growth phases.

• Directed on-campus recruiting and onboarding programs, deploying innovative development initiatives that doubled the conversion rate of interns to full-time employees, significantly bolstering Pitney Bowes’ early-career talent pipeline.

• Collaborated with marketing and external branding agencies to revitalize Pitney Bowes’ Employee Value Proposition, resulting in a comprehensive career website and digital overhaul that strengthened the brand and increased engagement on social media channels.

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