Extensive leadership development experience including: leading, designing and re-engineering Leadership Programs, end-to-end Talent Management Strategy design and execution, diversity programs, staffing process and practice and High Potential talent development.

VP, Global Talent Acquisition and Chief Learning Officer @ Lead global talent acquisition and learning to accelerate business growth, fuel pipeline development and position Medtronic as a premier organization that attracts, develops and retains talent. Key areas of responsibility include talent acquisition, learning and development. From April 2015 to Present (9 months) Vice President, Leadership and Organization Development @ Responsible for Executive Leadership and Organization Development •Lead all leadership and management development globally for 300,000+ employees. •Lead team responsible for the design, development and execution of high potential programs. •Lead the team responsible for designing and executing OD philosophy, tools, process and consultation on OD/OE with the businesses. •Lead team responsible for diversity programs including women's leadership and sponsorship programs From April 2013 to March 2015 (2 years) Global Talent Management @ Responsible for Global Talent Management for the officer population • Responsible for the Global Executive Development program suite of offerings to develop top executive level talent Companywide. • Accountable for all leadership development processes and process design, development and execution globally including officer nominations, developmental assignments, selection, slating, talent planning and assessments strategy. • Own the diversity and mentoring programs companywide at all levels of the organization. • Accountable for the largest Talent System implementation at the Company with an overall roll-out to all Associates. • Manage Corporate Learning and Development including facilitators. • Manage strategic partnerships with external organizations. From October 2009 to April 2013 (3 years 7 months) SVP, Learning & Leadership Development @ Responsible for Global Campus Recruiting and College Rotational Programs for the Enterprise. •Re-designed the suite of program offerings to ensure a world class product to attract, develop and retain top talent. •Built the campus staffing forecast and strategy to support all lines of business. •Executed the on-campus recruiting strategy. Develop the on-campus brand to attract talent. Accountable for University selection and strategic partnerships. •Provided executive oversight of all Merrill transition activities for campus recruiting and program management. •Managed large team dispersed across multiple U.S. and International Locations. •Responsible for Campus Talent Budget of $10 million and accountable for the Program budgets of $75+ million residing within the Lines of Business. Responsible for end-to-end Talent Management Strategy, Leadership Development Programs and College Pipeline Programs for Global Consumer & Small Business Banking (GCSBB). • Built the Talent Management Strategy and Execution of all associated processes including: Redeployment of Talent, Succession Planning, Talent Planning, Slating, Executive on-boarding, Performance Management, metrics and the associated routines to support. • Executed the Associate Survey Process for nearly 80,000 Associates. Created the Executive Presentations to review the overall results. • Managed the GCSBB Talent Council and Associated Talent Development Program for Top Talent. • Provided Executive oversight of all Consumer College Hire Development Programs. • Managed the Leadership Development Pipeline Programs for Consumer. • Responsible for Leadership Development Budget of $2.75 million and a Program Budget of $25.8 million. From May 2004 to October 2009 (5 years 6 months) AVP, Product Strategy @ Responsible for leading the information transparency product initiative for CIGNA Healthcare’s clients. •Managed the overall strategy utilizing six sigma methodologies to ensure all components were on track and integrated. •Project Manager for key initiative involving the ability to showcase financial/information transparency to clients to influence where their primary costs were as well as the overall health of their employee population. •Led the design of focus group meetings in cooperation with external vendor. From 2003 to 2004 (1 year) AVP, HR Generalist @ Responsible for leading all Human Resources strategic initiatives for the Strategy, Product & Marketing (SP&M) Organization of CIGNA HealthCare. •Led the roll-out and built the Marketing Career Paths for SP&M. •Responsible for assessing and recommending changes to the organization design to achieve business priorities. •Consultant and key contributor in all staffing, performance management, compensation, employee relations, business and financial decisions which impacted SP&M. •Facilitated New Manager Assimilations for Executives and Managers to assist with their development. •Launched two committees within SP&M focused on building the community to enhance retention efforts and expand the training and development of employees. From December 2002 to June 2003 (7 months) AVP, Leadership Planning & Development @ Responsible for management of top 10% of CIGNA’s High Potential mid-career Population. Close interaction with CIGNA HealthCare Senior Leadership Team to ensure successful placement, retention and development of our best people to build CIGNA’s succession pool. •Managed the CHC mid-career and a portion of the executive level high potential population. Validated and identified development needs for continued career growth and matched needs with those of the business. •Created career path design framework for several key leadership roles within CHC. •Responsible for successful brokering of high potential talent across CIGNA to build their development needs while also achieving key business deliverables. •Conducted New Manager Assimilations for Executives. •Utilized Benchmarks 360-degree feedback tool for Executives, Senior Leadership Teams and High Potential Talent. •Partnered with Corporate Compensation to review and make recommendations to high potential variable compensation components as well as total compensation packages. •Managed staff responsible for Competitive Talent Intelligence and Executive Search Relationships. Also managed staff responsible for development of the undergraduate component of the HealthCare Leadership Program (HLP). From November 2001 to November 2002 (1 year 1 month) Director, Early Career Leadership Development @ •Program Director for the HealthCare Leadership Program (HLP). •Responsible for strategy, vision, communication, recruiting, assessment and development for the HLP Associates. •Validate CIGNA HealthCare Early Career High Potential Population and Rotations. •Broker talent across CIGNA HealthCare and other divisions as appropriate. •Partner with other Program Directors to develop consistency across all Leadership Programs. From November 2000 to November 2001 (1 year 1 month) Senior Staffing Consultant @ Develop staffing strategies to develop pools of qualified candidates. •Partner with department managers and human resources to fill positions within their organizations. •Supervise recruiting staff and monitor their performance and professional development. •Project manager for CIGNA Healthcare’s largest recruiting initiative resulting in approximately 700 additional positions. Responsible for communicating results to senior management and for developing unique recruiting strategies to fill these critical positions. •Actively incorporate initiatives to ensure diverse candidate slates for all open positions. From August 1999 to November 2000 (1 year 4 months) campus recruiting @ •Managed the corporate recruiting function. •Designed and implemented college recruiting programs. •Recruit personnel, all experience levels (i.e. Administrative to Executive). •Established and maintained working relationships with select employment agencies. •Created innovative approaches to identify external candidates. •Planned and executed field Recruiting trips to seminars, career centers, conferences and universities. From 1998 to 2000 (2 years) Accountant @ • Prepared monthly and quarterly financial statements and SEC reporting. • Performed financial analysis of Balance Sheet and Income Statement line items to identify variances. •Prepared financial data for secondary public offering and capital securities offering. •Prepared footnotes and financial statements for annual report. •Implemented and maintained fixed asset tracking system. •Performed accounting functions related to employee stock option transactions. •Prepared corporate retirement plan financial statements. From 1995 to 1998 (3 years)

MBA, Finance @ University of ConnecticutBachelor of Science (BS), Accounting @ University of Maine Melanie Tinto is skilled in: Talent Management, Strategy, Leadership Development, Leadership, Recruiting, Human Resources, Coaching, Strategic Planning, Personnel Management, Team Leadership, Project Planning, Employee Benefits, Enterprise Software, Performance Management, Employee Engagement