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A Roadmap to Strategic HR Partnership
25th Annual SHRM Atlanta Conference
April 20, 2015
Cobb Galleria Center
25th Annual SHRM-Atlanta HR Conference
Lisa Chang
SVP Human Resources
AMB Group, LLC
History of Blank Family of Businesses
2002
2001 2010
2013
2014
2017
Awarded Atlanta
expansion team
New stadium opens
First MLS Atlanta
game to be played
Stadium plans
approved
Retired from
Company as co-
chairman
Formed AMB
Group
Foundation
formed
Team
purchased
Ranch
acquired
Traditional View of HR/Personnel
HR a.k.a
“Policy Police”
I have a problem? Can you
help me?
“Sure. Let me check the
policy on that”
“The answer is NO, that is
against our policy”
How Does the Business View HR?
Big obstacle
Unnecessary and time consuming bureaucracy
Follows processes for process sake
Does not understand our business
Try to avoid involving them at all cost
Building Partnerships
START with the Business
Challenge or Need
DETERMINE what you can
do to help support the
Business Need
DRIVE a solution centric
approach
EVALUTE policies &
practices and determine
how it impacts the approach
or solution
CREATE win-win business
partnerships
HR as your partner
Profile of AMB Businesses
Portfolio Business with decentralized operations
Independent Management Teams
Separate P&L’s
Unique Environments
Our Approach:
ALIKE on the Essentials but
DIFFERENT where we must
Strong & Consistent Values
AMB GROUP
Core Values
Put People First
Innovate Continuously
Lead by Example
Include Everyone
Listen & Respond
Give Back to Others
Shared Service Center (SSC)
Service Delivery
Cost Efficiency
FunctionalExpertise
Operational Efficiency
Organizational Assessment
Growth and change
Evolving from operating mode to building mode
Organizational capabilities evolving
Leadership skills need to be strengthened
Volume of staffing increasing significantly
Culture needs emphasis
Determine the Needs
23
Identify & implement HR Systems, tools, processes & best practices
Build & leverage HR infrastructure to improve scale, efficiency and best
in class HR
Embed our guiding principles & cultural values into the new organizations &
keep them vibrant in existing businesses
Focus on internal communications to build Employer Brand, increase employee
loyalty and engagement
Leveraging HR across Diverse
Businesses
Business Unit BusinessPartnership
Recruiting HR Admin Benefits Admin Comp, Compliance & Projects
Communications/Events
Each color represents a distinct resource that would support
functions across the organization. The greater shared color,
the more potential shared services
EXAMPLE HR Roadmap
25
2014 - 2017
Q3 ‘14 Q4 ‘14 Q1 ‘15 Q2 ‘15 Q3 ‘15 Q4 ‘15 Q1 ‘16 Q2 ‘16 Q3 ‘16 Q4 ‘16 Q1 ‘17
Build Infrastructure
Recruitment
Compensation
Program & Policy Alignment
OnBoard new org
OnBoard new org
Staffing & Operational Ramp Up
HR Systems
Leveraging what we built to start new organizations
SHARED CULTURE, VALUES & PRINCIPLES & COMMUNICATIONS
Implementation & Training
Develop Strong Business ACUMEN
Learn the business and be a business partner first, then an HR person.
Be ADAPTABLE
Be flexible and open to adjusting approaches based on the needs of the
business. Don’t just cite policy.
Find Ways to ADD VALUEBe creative, leverage your knowledge of HR to contribute in ways that might
not be obvious.
LISA CHANGL C H A N G @ A M B F O . C O M
L C H A N G @ F A L C O N S . N F L . C O M