RLHCHumanResourcesUpdate January 2017
TalentStrategicFramework
Pioneering Our Future Through Our Talent
CONFIDENTIAL – NOT FOR DISTRIBUTION | Pioneering Our Future Through Our Talent | January 2017 | page 1
Introducing the Talent Strategic Framework What have we done? Aligned our talent strategies with RLHC’s strategies to enhance the associate experience and to create greater value through our people. Not simply improve efficiency, but improve effectiveness, impact and overall contribution. This includes our organizational structure, mission, deployment model, use of technology, design through “design thinking” concepts, and how “services” are delivered. Why have we done it? Bottom-line, with all of the changes over the past three years, it’s time for us to unite as ONE TEAM and create ONE CULTURE that we all are passionate about. Transforming our talent strategies ENABLES us to innovate our future and deliver results which SUPPORTS our leaders and associates which LEADS to exceeding our business goals and shareholder expectations. We will ensure RLHC is a great place to work where associates can make a difference, live their passion, enjoy our perks, and pioneer their employment experience.
Talent Strategic Framework | Pioneering Our Future Through Our Talent | January 2017 | page 2
LEADERSHIP TALENT CULTURE • ENGAGEMENT • ACCOUNTABILITY • DEVELOPMENT
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Introducing Talent Strategic Framework This means Voice of our Internal Customer….that’s you! Engagement strategy, coaching, internal communication strategy, involvement in design & delivery of initiatives, survey on various topics, diversity focus
Focused partnerships, provide high value-low cost initiative with balance between customer and company, understand the business and take appropriate action
Total rewards strategy, wellness and health benefits, celebration of successes, innovation Award, ACE award, Hello Rewards for Associates, Reward & Recognition Program (thank yous, results, holidays, etc.), community service
Learning & development focus such as functional training, performance engineering, leadership competencies, mentorship
Talent assessment, internships, partnerships with select schools, 2-deep succession pipeline, “Go Get ‘Em” recruiting strategy, enhanced referral network
Personal Value Proposition, Company “brand” employment stratification, reinforce a culture of results oriented, values driven, MIWI (Make IT Worth It) focus
MAKE IT #WorthIt Talent Strategic Framework | Pioneering Our Future Through Our Talent | January 2017 | page 4
Need More Information? How does this change the Associates’ Experience? o
More of a focus on our talent opens up a world of opportunities. Now is your time. Take ownership in all that you do. Never accept status quo. Seek improvement. Get results. Make “going above and beyond” your norm.
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Ask how you can contribute? Share ideas, raise concerns with a solution. Be part of the change you want.
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Create Yammer groups that support the Associate “voice” through RLHC Careers and the Innovation Challenge.
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Listen and be present. Help and support teammates…consistently.
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Enjoy and embrace the perks, such as healthcare, wellness, recognition, rejuvenation, communication service, etc.
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Find or reconnect to your passion in your work.
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Help us make RLHC an even greater place to work! For more information, contact: Elizabeth Norberg | EVP and Chief Human Resources Officer
[email protected] T: 509-777-6350 | M: 303-726-5726
Talent Strategic Framework | Pioneering Our Future Through Our Talent | January 2017 | page 5