I’m passionate about supporting our people who drive government missions. My job is to ensure they’re empowered to bring forth the best ideas and solutions to address today’s most pressing challenges.
To do this, I find innovative ways of working, using data and technology to increase efficiency and maximize impact. I also challenge those around me to bring their best selves to work, to think differently, and to have fun!
Megan Hanik is a people services strategy leader who drives proactive, creative, and integrated human capital solutions for Booz Allen’s defense business. Based out of the McLean, Virginia, office, she and her team use workforce planning and talent analytics to translate business strategies into an integrated talent management plan.
Megan has extensive experience in all areas of human capital, including learning and development, hiring, performance and talent management, shared services, and employee engagement. She partners across all corporate functions to drive the integration of measurable, cost-effective solutions against specific business needs.
Before joining Booz Allen, Megan was a senior human resources (HR) advisor with PwC, where she helped transform the company’s digital talent strategy. She also worked for SRA, CSRA, and GDIT where she broadened her expertise to include mergers and acquisitions. She conducted HR due diligence and led the HR implementation for SRA’s sale to CSC and the subsequent sale of CSRA to General Dynamics.
Megan supports a culture of belonging inside and outside the firm. She’s active in the our Women’s business resource group. She also volunteers for Candorful, a nonprofit that provides coaching to veterans transitioning to their first civilian role.
Megan is certified in executive coaching, change management, and instructional design. In addition to numerous industry certifications, she received an M.A. in organizational development from Marymount University and a B.S. in communications from Slippery Rock University.
What are the three greatest challenges facing HR and talent management today?
Talent acquisition is an area of focus and differentiator for every organization. We must get the right talent with the right skills in the door quicker. Once they’re in the door, retention is key. We need to truly understand the high-priority retention levers. And finally, it’s important to identify and commit to developing a diverse set of next-generation leaders.
What makes you excited to come to work every day?
As a lifelong learner, I’m constantly looking for ways to grow, challenge myself, and evolve to make a positive impact on our employees. I wake up ready to take on each day with a fresh perspective, an open mind, and focused energy to bring the very best services, support, products, talent, and attitude.
How does your work change the world?
I aim to change the world, one person at a time. I have been told that my superpower is my ability to connect the dots between business strategy, programs, processes, and technology—and to make sure my colleagues and I are having fun while we’re doing it.
