August 26, 2014 Gwinnett Center Lisa Chang AMB Group, c.ymcdn.com/sites/ · PDF fileAugust 26,...
Transcript of August 26, 2014 Gwinnett Center Lisa Chang AMB Group, c.ymcdn.com/sites/ · PDF fileAugust 26,...
SHRM Atlanta Symposium
August 26, 2014
Gwinnett Center
Lisa Chang
SVP Human Resources
AMB Group, LLC
BLANK FAMILY OF BUSINESSES
1994 2002
2001 2010
2013
2014
2017
Controlling interest in
PGATSS acquired
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
START WITH AN 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
17
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 Business
Partnership
Recruiting HR Admin Benefits Admin Comp,
Compliance &
Projects
Communications
/Events
Each color represents a distinct resource
that would support functions across the
organization. The more boxes with the same
colors, the more potential shared services
EXAMPLE HR ROADMAP
19
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
ARTHUR M. BLANK FAMILY FOUNDATION
Our Mission Promotes positive change in peoples’ lives and builds and enhances the
communities in which they live. We seek innovative solutions that enable
young people, families and communities to achieve results beyond what
seems possible today.
History
The Foundation invests in early childhood development, education, green
space, and the arts and leads giving programs for each of the Blank
Family of Businesses, including the Atlanta Falcons. Through the
foundation and his family’s personal giving, Mr. Blank has granted more
than $250 million to various charitable organizations.
Creating employment opportunities and job training for residents in the
Westside community
Vine City, English Avenue, Castleberry Hill and other contiguous
neighborhood.
MISSION
Initial Assessment Education level
Stability of housing
Childcare availability
Work readiness
Development Adult Education/Literacy/GED Programs
Job Readiness skills training
Computer training course
4 week construction training course
Placement Job placement
Employment retention for the first year
Supportive Services Clothing for interviews
Earned benefits screening
Referrals as needed
PROGRAMS
Beginning our 3rd group of resident training on September 2, 2014
27 graduates and 27 construction jobs at sites all throughout metro
Atlanta (with projects like The new Atlanta Stadium, Porsche, Coca Cola,
State Farm)
THE RESULTS SO FAR
WANT TO LEARN MORE OR GET INVOLVED?
http://saportareport.com/blog/2014/08/arthur-blanks-
westside-works-gives-hope-offers-jobs-and-fulfills-
promises-as-second-class-graduates/
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 VALUE
Be creative, leverage your knowledge of HR to contribute in ways that
might not be obvious.
LISA CHANG L 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