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

Our Challenge

To Build A Legacy for

our Associates

our Company

and the Community

Traditional View of HR

HR Centric Approach

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

Strategic Role HR Can Play

Business Centric Approach

A

TRUE STORY

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

ALIKE on the Essentials

Strong & Consistent Values

AMB GROUP

Core Values

Put People First

Innovate Continuously

Lead by Example

Include Everyone

Listen & Respond

Give Back to Others

Create Raving Fans

Transform Communities

DIFFERENT Where we Must

SOME Differences

Business Operating Culture

Unique policies

Operational practices

Determining the Right Delivery Model

Centers of Expertise (CoE)

Support

Guidance

SharedLearning

Governance

Shared Service Center (SSC)

Service Delivery

Cost Efficiency

FunctionalExpertise

Operational Efficiency

Deciding Which Model Works for You

CoE’s and SSC’s can co-exist

Building the AMB Roadmap

Business Centric Approach

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.

Questions?

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