HumanResourcesUpdate2017 Strategic Framework

HRTalentStrategicFramework

CONFIDENTIAL – NOT FOR DISTRIBUTION | HR Talent Strategic Framework | March 2017 | page 1

Introducing the Talent Strategic Framework

HR Talent Strategic Framework | March 2017 | page 2

“We  are  serious  about  making  RLHC  a  great  place  to  work.  Where  

people  make  a  difference,  live  their  passion,  enjoy  our  perks,  and  pioneer  their  employment  experience  with  us.”

-­‐Greg  Mount,  CEO

Why have we done it?

We want to enhance the RLHC associate experience and create greater value through our people. Not simply improve efficiency, but improve effectiveness, impact and overall contribution. Transforming our talent strategies ENABLES us to innovate our future and deliver results which SUPPORTS our leaders and associates. This LEADSto exceeding our business goals and stakeholder expectations.

What have we done?

Let’s face it, with all of the changes over the past three years, it’s time to unite as ONE TEAM with ONE CULTURE that we all are passionate about. So HR is proud to introduce a new strategic framework that aligns with the RLHC 17% IN ‘17 strategic plan. This includes our organizational structure, mission, deployment model, use of technology, design through design thinking concepts, and how services are delivered.

HR Talent Strategic Framework March 2017 | | page 3

LEADERSHIP  TALENT  CULTURE  ENGAGEMENT  ACCOUNTABILITY  DEVELOPMENT  

HR Talent Strategic Framework | March 2017 | | page 4

MAKE IT #WorthIt

Introducing Talent Strategic Framework

Personal Value Proposition, Company “brand” employment stratification, reinforce a culture of results oriented, values driven, MIWI (Make IT Worth It) focus

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

Focused partnerships, provide high value-low cost initiative with balance between customer and company, understand the business and take appropriate action

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

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

Need More Information?

HR Talent Strategic Framework | March 2017 | | page 5

How can you improve your experience with RLHC?

o Open a world of opportunity with focus. Now is your time to take ownership in all that you do and ever accept status quo. Seek improvement. Get results. Make going above and beyond your norm.

o Ask how you can contribute? Share ideas, raise concerns with a solution. Be part of the change you want.

o Create Yammer groups that support the Associate “voice” through RLHC Careers and the Innovation Challenge.

o Listen and be present. Help and support teammates…consistently.

o Enjoy and embrace the perks, such as healthcare, wellness, recognition, rejuvenation, communication service, etc.

o Find or reconnect to your passion in your work.

o Help us make RLHC an even greater place to work!

For more information, contact:Elizabeth Norberg | EVP and Chief Human Resources Officer

Elizabeth.Norberg@rlhco.comT: 509-777-6350 | M: 303-726-5726