Role
Project Manager
Timeline
Feb - Apr 2025
Strategy Consulting, Excel, Market
Research, Project Managment
Skills & Tools
Summary / Overview
As Project Manager with MEG Consulting, I led a four-member team in a strategic engagement with a Fortune 500 automotive company (valued at over $40B). The project focused on evaluating and strengthening the firm’s global volunteer program, identifying engagement barriers, and shaping the next phase of its corporate social responsibility (CSR) strategy.
Due to confidentiality agreements, the client’s name and proprietary information are not disclosed.
Project Context
The client’s volunteer program had grown rapidly, spanning dozens of countries and generating significant impact. However, participation rates had plateaued, and internal feedback revealed uncertainty around communication, recognition, and program visibility. Leadership wanted to ensure that the program not only sustained engagement but also reflected the company’s evolving CSR values.
Objective
Help the enterprise reach best-in-class standards in the industry through volunteer engagements
My Role
Project Manager & Strategy Lead
Defined project scope, timeline, and deliverables in collaboration with client executives.
Led a four-person consulting team across research, analysis, and synthesis phases.
Facilitated all internal meetings and served as the primary client point of contact.
Directed synthesis of insights into a structured strategic roadmap for 2025–26 CSR goals.
Research & Analysis
Our team conducted a mixed-methods assessment to identify key engagement barriers and opportunities:
Benchmarking: Evaluated 10+ global CSR and employee engagement programs to identify best practices.
Interviews: Gathered qualitative insights from employees and program leads to understand motivations and pain points.
Data Review: Analyzed available engagement metrics and communication flows to uncover structural inefficiencies.
Synthesis: Consolidated findings into an actionable framework addressing both operational and cultural factors.
Problem Statement
The client’s volunteer program lacked a cohesive engagement and communication strategy. Employees found it difficult to navigate opportunities and see the broader impact of their contributions. The decentralized program model led to inconsistent recognition and unclear participation pathways, reducing sustained engagement.
Strategic Recommendations
Our recommendations focused on establishing a unified, scalable, and engagement-driven structure for the client’s volunteer initiatives:
Clarified Program Structure
Simplified participation models to ensure consistent access and understanding across global offices.Enhanced Employee Recognition
Developed an adaptable recognition framework to celebrate employee contributions and boost long-term motivation.Improved Digital Visibility
Recommended streamlined communication channels to make volunteer opportunities more discoverable and measurable.Skills-Aligned Volunteering
Encouraged integration of employees’ professional expertise within community initiatives to strengthen perceived impact.Incentive Alignment
Proposed approaches for linking engagement outcomes to measurable organizational and social impact metrics.
Outcomes
Delivered a comprehensive strategy roadmap for the client’s 2025–26 CSR planning cycle.
Identified core engagement levers that informed the client’s new participation and recognition model.
Strengthened partnership through effective communication, on-time delivery, and structured strategic insight.
Reflection & Learnings
This project deepened my understanding of how human-centered strategy design operates within corporate contexts. Leading both the internal team and client relationship taught me how to balance analytical depth with executive communication.
I learned the importance of framing qualitative insights as clear, actionable business recommendations and managing stakeholder expectations in a high-stakes, confidential environment.