Transformation EIHRA Conference May 14, 2019 Karen Rieck, SPHR, - PowerPoint PPT Presentation

Changing a Culture – Strategic HR Transformation EIHRA Conference May 14, 2019 Karen Rieck, SPHR, SHRM-SCP, CCP, GRP, AINS Proprietary and Confidential

 Shift Happens Video - https://youtu.be/TwtS6Jy3ll8 2

Changing a Culture – Change Management  Identify the need – change starts with you 3

Human Resources – Where We Began Human Resources operated in silos, disconnected from business and business strategy. C OMPLIANCE B ENEFITS / L EAVE A DMINISTRATION P OLICIES / P ROCEDURES S TAFFING / R ECRUITING A DMINISTRATION T RAINING R EACTIVE C OUNSEL ??? Business Human Resources 4

Changing a Culture – Change Management  Identify the need – change starts with you  Create a vision – build your story 5

Human Resources – Future State Human Resources is working in a collaborative manner, focused on efficient operations, strategy and support and connecting with the business. P ROACTIVE C OUNSEL HR O PERATIONS B USINESS -F OCUSED S OLUTIONS B USINESS M EASURABLE D ATA S TRATEGY & S UPPORT 6

Changing a Culture – Change Management  Identify the need – change starts with you  Create a vision – build your story  Communicate (communicate communicate) the vision 7

Human Resources Strategic Goals Vision: Partners Connecting People with Strategy Human Resources delivers Human Resources is a Human Resources effective business-focused relationship-focused communicates in a manner solutions and resources strategic business partner that seeks to engage and that inform decision and trusted advisor inform the business making 8

Define HR structure that establishes a framework for delivering strategic business partner capabilities Partners Connecting People with Strategy Human Resources is a relationship-focused strategic partner and trusted advisor Create the "HR Story and Brand" that defines our purpose, direction, and value proposition to the business Define, evaluate, and develop directional strategies for Human Resources core services Develop and implement a multi-phase integrated talent strategy that effectively supports our ability to attract, develop, and retain talent across the organization Human Resources delivers business- focused solutions and resources that inform decision making Create a workforce analytics strategy that delivers the right information in the right manner at the right time to our customers Develop and implement a Human Resources technology strategy that supports and drives consistency Human Resources communicates in a manner that seeks to Develop and implement a Human Resources communication strategy engage and inform the 9 business

HR Vision – Value Proposition  Direct connection to the business through HR Business Advisor role  Integrated Talent Strategy — Talent Acquisition — Talent Development — Talent Retention/Total Rewards  Effective use of data to inform business decisions 10

Change Management – Communicate  Regular Team Meetings focused on Strategy and Business Acumen Sample Agenda 11

Changing a Culture – Change Management  Identify the need – change starts with you  Create a vision – build your story  Communicate (communicate communicate) the vision  Hold yourself and your team accountable 12

Human Resources Scorecard 13

Human Resources Scorecard, cont. 14

Changing a Culture – Change Management  Identify the need – change starts with you  Create a vision – build your story  Communicate (communicate communicate) the vision  Hold yourself and your team accountable  Celebrate successes 15

Human Resources Team 16

Something to think about… 17

Karen Rieck, MBA, SPHR, CCP, GRP, SHRM-SCP, AINS Vice President – Human Resources Farm Bureau Financial Services Karen.Rieck@FBLFinancial.com Ph:515-226-6927 18