HR Operating Model

HR Transformation

HR Operating Model HR Communications Meeting June 27, 2019

February 2019

1

Defined our Ambition and our Purpose .

Recap on progress so far…

2

Workshops with Nick Holley and engagement with Senior Leadership

3

Identified and developed our Strategic Priorities

4

Re-defined our Ways of Working

HR Partners

Our Operating Model

HR Operational Excellence

HR Design

Talent Attraction

Talent Management

Leadership

Strategic Priorities

Workplace Culture

Strategic Workforce Planning

Performance

Reward and Recognition

Organization Design

Policy Review

Innovation EcoSystem

Chief Financial and HR Officer

Director, Organizational Development

HR Transformation Manager (Interim)

Director, People Services

Executive Director, Human Resources

HR Partners (from September 1, 2019)

Business Officer Admin Assistant

Director, People Services

HR Operations Manager

Staffing Services

Technology and HR Analytics

Employee Experience Services

Consultancy and Advisory Payroll Benefits Admin

Recruitment Relocation Contractor Workforce

HR Systems HR Analytics & Reporting

Organization Design Taskforce

Director, Organization Development

OD Project Coordinator

Talent Management and Leadership Development

Policy and Planning Rewards and Performance

Learning and Development

July 1

Phase One: Initial Changes • Interim structure introduced

Phase Two: Consultation and Feedback • Period of consultation and feedback from across HR including a series of focus groups • Defining HR Partner role (July) and selection process (August) Phase Three: Evolving the HR operating model • Introduction of HR Partners • Shaping the longer-term structure of HR • Development of the HR Partner role, skills and capabilities required

July - August

Next Steps

Sept 1 Dec 31 Ongoing

Ongoing focus on strategic priorities and HR Ways of Working

HR Transformation Feedback Form.

Feedback, thoughts and questions…

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