Noelle Sargeant International Financial Data Services June, 2012

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1 Transition to B u siness P ar tnership Noelle Sargeant International Financial Data Services June, 2012

2 Human Resources January, 2010 Sr. Vice President Human Resources Director Compensation & Benefits Sr. Human Resource Mgrs. (2) Manager Learning & Development Recruitment Coordinator Sr. Trainer HRIS Specialist Payroll Coordinator Benefits & Admin. Coordinator 2

3 Start With the Basics Understand the business Assess current HR programs and identify gaps Review process rationale + efficiency Build Metrics to support business decisions 3

4 Build a Great Team Understand the current team-members New leader assimilation Develop shared future vision Align structure + roles with future vision Continue to invest in the team + individuals 4

5 Align HR + Business Goals Key Strategy GROW THE BUSINESS Key Strategic Pillars Grow our Business Enhance the Client Experience Invest in our Business Invest in our People Foundational Elements Human Capital Resources Best Practices Performance Management Program Enhancements Professional Growth and Development Associate Engagement Client Satisfaction Best Practices Annual Client Survey Client Advisory Board 5

6 Take a Relationship Management Approach Business Needs Corporate Goals Business Needs Business Partners HR Business Partners Organization Development & Change Management Support Leadership + Management Effectiveness Effective implementation of HR programs Organizational Foundation Programs Compensation & Benefits Development Performance Management Competency Training Career Development Technical Training Talent Acquisition 6

7 Build to a Business Partner/Advisor Expectations of HR Relationship Personnel Administration Payroll Benefits Business Function Payroll Function, Time and Attendance Recruiting L&D Organization Design Total Compensation Communication Business Partner Application Tracking, HR Portal, Compensation Mgmt., Learning Mgmt. Deliverables of HR Function Talent Management Performance Management Competency Management Succession Planning Strategic Partner Performance Mgmt., Succession Planning, Competency Mgmt., Integrated Talent Mgmt. 7

8 Integrated HR Programs Framework 2010 Nov/Dec Oct/Nov Year-end performance reviews Benefits options review Corporate & individual goal setting Compensation review (incentive & base pay) Jan/Feb Career planning & development Associate engagement survey Succession planning & management Mid-year performance reviews Apr/May Sept/Oct Jun/Jul 8

9 Operationalize Business Strategy via Performance Management Program Corporate Balanced Scorecard Individual Goals Grow the Business Enhance the Client Experience CEO/ Corporate Goals Functional Key Responsibilities Project and Initiative Deliverables Invest in Our Business Invest in Our People Divisional Goals Business Unit Goals Competencies Client Focus Teamwork Integrity/Accountability Communication Initiative Problem-Solving Team Leadership Development Individual Goals Grow Skills Expand Experience 9

10 Anchor Competency Framework to Corporate Imperative Client Service 10

11 Talent + Knowledge Management Strategy IFDS Strategic Goal Drive Alignment through Enhanced Performance Process Foster Associate Commitment and Engagement Strengthen Leadership and Associate Development Goal of Talent Management Strategy: Maximize ROI Drive engagement & retention meet associates need for growth Increase contribution of associates to the organization through skill acquisition Build talent pipeline to support business expansion and succession Elements of Talent Management Strategy Performance Management Process Includes 2 Development Goals to expand knowledge and skills within current role and broaden associate contribution Career Development + Training Structured program available to support progression of Associate and build talent pipeline Tuition reimbursement Hi Potential + Key Person Identification process (EC) Development + retention planning Knowledge risk mitigation Opportunity identification Global leadership programme Local development opportunities (projects, assignments) Succession Planning Identify key positions Identify key people Develop knowledge management and succession strategies (short and long term) Critical Success Factors of Talent Management Strategy Articulated ROI & sponsorship of senior leadership Clearly articulated/well understood program Solid talent pipeline, effective succession management, retention of talent 11

12 Integrated Business + Human Capital Program SKILL REQUIREMENTS IDENTIFICATION RETENTION KNOWLEDGE MANAGEMENT SUCCESSION TALENTT ACQUISITION BUSINESSS STRATEGY + CLIENT SERVICE PHILOSOPHY HUMAN CAPITAL STRATEGY IFDS GOALS PRODUCTIVITY EFFECTIVENESS ENGAGEMENT MONITOR & REPORT HUMAN CAPITAL ROI ASSOCIATE EFFECTIVENESS BUSINESS RESULTS MANAGEMENT EFFECTIVENESS ENGAGEMENT WORKFORCE PLANNING TRAIN & DEVELOP 12

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