Building a Better Program:

Driving Stakeholder Engagement September 11, 2017

Hollyanne Healey Ankur Makanji

PCL Constructors Inc Agrium, Inc.

Jennifer Connell

Weichert Workforce Mobility

What are your company’s catalysts for change?

Introduction to

PCL family of companies

About our Company

100% Employee Ownership

− 90% are shareholders

Largest contracting company in

Canada & 6th largest in USA

4,500 Full-time professional &

administrative staff

Over 10,000

hourly tradespeople

Buildings 56%

Heavy Industrial

27%

Civil 17%

Construction Sectors

Heavy Industrial Buildings Civil

Mobility at PCL

Over 500 relocations company wide annually

Student program

New hires

Intercompany transfers

• Full relocation package

• International short term

• Lump sum

A Look at How We Mobilized Our Talent in 2017

Higher Mobility volume for 2017 Canada to the US

More long term assignments vs. permanent transfers

Request for “lump sum” from millennials

Types of transfer Primarily Permanent transfer – with home sale

“Mobility Centre of Excellence”

Mobility Enhancements

In house relocation specialist

PCL Mobility video

“Family” initiation vs. working only with our employees

Regional meet & greet

Christmas “thank you” gift

“FLY” – For the love of youth

Engagement is a priority for us!

Thank You

Overview Major producer and distributor of agricultural products and services

Operates in North America, South America, Australia and Egypt through

its agricultural retail-distribution and wholesale nutrient businesses

The world’s largest retail distributor of agricultural products

Industry Upstream & Downstream Agricultural business through Wholesale/Retail business units

Mining & Chemical Manufacturing of Agricultural Products (Nitrogen, Potash, Phosphate)

Retail Distribution of Products and Services for growers

Products/Services Services – Precision Agriculture through Geo Mapping using drones,

Applications using airplanes, Crop Consultants and Financing

Products – NPK, Tombstone Helios, Dyna-Start PBC, Matador, Nutrisync

Locations Global Headquarters located in Calgary, Alberta

US headquarters in Loveland, Colorado

Agrium employs approximately 15,500 employees in 20 countries

Mobility Program

• Relocations – 121 (2016)

• Immigration Support – 200-250 requests

• Types of moves – Permanent, Rotator, Temporary, Expats.

• Locations with highest Volumes – Colorado, Alberta, Saskatchewan

• Types of programs – Core/Flex policy model for:

− New Grads, Early Career Professionals

− Experienced New Hires Current Employees

− Senior Executives

− Expatriate

− Short term assignments

• Example of Benefits Offered

− Core provisions – GPP, Rental Assistance, Home Sale Expenses, Destination Services,

Movement of HHG, Home Purchase Expenses, Spousal Assistance,

− Flex provisions –Home Finding Trip, Duplicate Housing, Transportation to New Location,

Temporary Accommodation

Recent Developments

• Blank slate – exciting opportunity to create a new world class Global Mobility program

for new company as a result of our merger with PCS

• Group Move in 2016

• Developed new mobility service delivery model - COE (Centre of Excellence team) & HRSSC.

• Monitor relocation spend and adjustment of provisions to meet business needs and maintain costs

Thank You

Phase I

1. Program audit

2. Discovery

Program Audit Discovery Stakeholder Input

Data/Cost Analysis

Program Design Communication

Stakeholder Buy-in

Implementation

Steps in Program and Policy development

Phase III

1. Communication

2. Stakeholder Buy-In

3. Implementation

Phase II

1. Stakeholder input

2. Cost Analysis

3. Program Design

Case Study 1

Your company has administered a traditional assignment

program for nearly 10 years.

The mobility benefits are competitive with other companies in

your industry.

Employees are becoming reluctant to take on assignments.

Exception requests are not typically approved.

Business units are making deals on the side.

Employees don’t feel that the benefits meet their needs and

asking to switch benefits from one area to another.

You have a meeting with your HR leaders and need to

address this growing concern.

Aligning Mobility with

Talent Management

About the Stakeholders

Collecting Meaningful Information

that Support Drive Change

Case Study 2

Your company has successfully recruited your first-choice

candidates from colleges in the area.

Employees are leaving to go to your competitor after they

have been onboard for only a couple of years.

Your company has invested significant resources in training

these new hires and they are now fully productive and

contributing to the organization.

You have been asked to develop a program that will retain

college grads for the long-term, and improve the company’s

ROI.

Business units are making deals on the side.

Balancing Concerns

Technology and Suppliers

Lessons Learned

Case Study 3

Your company requires its employees to be highly mobile in

order to meet the needs of various clients around the world

as well as internal operations.

Nature of the assignments vary:

Project-driven and require the skills of a manager or director

Needed to train managers in various areas of the company

Cannot source locally and new hires with specialized skills are

needed to address technical issues.

Your company has one long-term assignment policy that has

not been consistently applied and you just found out that it

has been utilized for assignments of less than 12 months.

Recruiters are relying on assignment letters to address

anything that is needed by the employee.

1. Mobility Manager/Team and Provider conducts POV from Stakeholder Input: Surveys,

Focus Groups

2. Mobility Provider provides, reviews

with Manager

3. Mobility Manager/Team, Executive Approval

4. Mobility Manager coordinates internal

training with support from Mobility Provider

5. Mobility Provider coordinates with

Internal Departments (Payroll, IT, Tax

Provider)

Stakeholder Engagement

Program Audit

Data/Cost Analysis

Program Design

Communi-cation

Implement-ation

Activities:

Training,

Policy Documents,

Internal SOP

Activities:

Cost Impact,

Leadership

Presentation of

Proposed changes

Activities:

Benchmarking, Data

Collection,

Education of Best

Practices

Activities:

Socialize Changes

through continuous

training, 6-12 month

stakeholder feedback

Activities:

Refine changes,

Collect additional data