Megan Elliott
Vice President, Human Success & Environmental Services Rose-Hulman Institute of Technology
Megan Elliott is currently the Vice President of Community and Belonging, Human Success, and Environmental Services at Rose-Hulman Institute of Technology. She has over a decade of extensive professional experience in higher education leadership, including the areas of human resources, employee recruitment and retention, safety and security, communication, inclusion, and belonging initiatives, leadership and professional development, compliance, infection control, Title IX and Title VII, and employee relations. These skills have been acquired via her current position at Rose as well as previous teaching hospital appointments at Purdue University, Colorado State University, and the University of Florida. She has a Bachelor’s in Biology and a second in Environmental Science, an MBA with a Specialty in Human Resources, and a Doctorate in Leadership and Professional Development with a focus on higher education. Her dissertation focused on Generational Differences. She grew up in Hawaii and has a non-traditional career path having worked for Wild Life and Fisheries, multiple emergency veterinary hospitals, Jacksonville Sherriff’s Office, and supervised a wildlife sanctuary.
Seminars
- Facing significant budget pressure and a directive to deliver $1M in savings, Rose Hulman launched a campus-wide benefits overhaul designed to reduce costs without diminishing employee value, even as shifting political expectations and talent market constraints raised the stakes.
- Deploying a structured benefits review rooted in employee surveys, open enrollment data, and cost-to-impact modelling, the team is already projecting $1.5M in achievable savings while broadening access to high value offerings, from expanded insurance options to more inclusive, flexible benefits.
- Showcasing how strategic redesign can fuel recruitment, retention, and morale through cost-positive perks like “Two Dollar Fridays,” and providing a replicable framework institutions can use to quantify impact, guide decision making, and enhance their EVP while strengthening financial resilience
- How can HR teams in higher education balance financial mandates with employee expectations in a politically and culturally sensitive benefits environment?
- What data sources (employee surveys, enrollment behavior, cost‑to‑impact modeling) are most effective in guiding benefits decisions and building credibility with campus stakeholders?
- How can institutions identify benefits changes that are cost‑positive while still strengthening recruitment, retention, and morale for both staff and faculty?
- What governance and communication approaches help benefits redesign feel transparent and values‑aligned rather than purely cost‑driven?
