Description
At CDW, we make it happen, together. Trust, connection, and commitment are at the heart of how we work together to deliver for our customers. It’s why we’re coworkers, not just employees. Coworkers who genuinely believe in supporting our customers and one another. We collectively forge our path forward with a level of commitment that speaks to who we are and where we’re headed. We’re proud to share our story and Make Amazing Happen at CDW.
The PMO role within the Strategic Initiatives Office is responsible for providing governance, structure, and coordination across multiple initiatives that drive strategic change within the HR (CWS) function. This role ensures alignment between HR (CWS) transformation priorities, enterprise goals, and delivery timelines, enabling leadership to make informed decisions and ensuring programs are executed with quality, consistency, fiscal discipline, and measurable impact.
The ideal candidate will bring strong project management and financial oversight skills, the ability to navigate complex stakeholder environments, and a passion for driving organizational change within the HR domain.

Program Governance & Oversight

• Establish and maintain program management frameworks, standards, and tools to ensure consistent delivery across HR transformation initiatives.
• Track, monitor, and report on program progress, budgets, dependencies, and risks to HR leadership and Transformation Office governance bodies.
• Develop materials to update leadership and executives on progress of the various projects.
• Facilitate regular program review meetings, preparing clear status updates and executive-ready presentations.
• Track multiple projects in detail with a project planning tool to develop expertise and identify risks early.

Budget & Financial Management

• Partner with Finance and HR leaders to develop, track, and manage budgets for HR transformation initiatives.
• Monitor actual spend versus forecast, ensuring financial discipline across programs.
• Prepare budget reports and variance analyses for leadership, highlighting risks, cost-saving opportunities, and resource allocation needs.
• Monitors HR spending and investments to ensure they are allocated effectively and deliver value.

Project Management:

• Coordinate across multiple HR workstreams (e.g., Talent Acquisition, Total Rewards, Learning & Development, HR Technology) to ensure alignment on timelines, milestones, and deliverables.
• Drive cross-functional integration between global HR initiatives and enterprise-wide transformation programs.
• Manages HR projects from initiation to completion, ensuring they are delivered on time, within scope, and within budget.
• Support project managers and workstream leads with planning, scheduling, and issue resolution.

Risk, Issue, & Change Management

• Proactively identify and manage program risks, issues, and interdependencies, escalating as appropriate.
• Support change management activities, partnering with HR Communications, Change an d Business Partner teams to ensure smooth adoption of transformation initiatives.

Stakeholder Engagement & Reporting

• Act as a central point of contact for HR transformation updates, ensuring stakeholders remain informed and engaged.
• Develop executive-level dashboards and reports summarizing program health, budget performance, benefits realization, and key decision points.
• Facilitate effective communication across HR leadership, enterprise PMO, and other business units.