TLCon Glasgow Clyde Marwick Baxters Talent Presentation

1. BAXTERS FOODGROUP
Future Proofing with 21st Century Talent

2. 1
2
3
4
PRESENTATION OUTLINE
WHO WE ARE & OUR CHALLENGES
INTEGRATING TALENT IN THE PEOPLE & BUSINESS PLAN
TALENT METHODOLOGY & RECIPE FOR SUCCESS
SUMMARY ROUTE MAP

3. WhoWeAre&Our
Challenges

5. 5
CULTURALTRANSITION
From
▪ Iconic Scottish Family business headquartered
in the Highlands
▪ Traditional and steeped in history
▪ Transactional leadership
▪ Local UK biased People Strategy
▪ High turnover at leadership level
▪ Employee Brand underdeveloped / private
To
▪ Entrepreneurial Global business headquartered
in Edinburgh
▪ Modern and Innovation lead
▪ People centric leadership
▪ Global HR committee
▪ Lower turnover – external talent interested
▪ Employee brand now part of Group HR strategy
BeDifferent& Better
Iconic – Quality- Innovative

6. • $ EBITDA
• Co man repricing
• Store brand growth
• Cost reduction initiatives
• £ EBITDA
• Value Improvement
• New Business / NPD
• Factory Volumes
• Cost reduction initiatives
• $ EBITDA
• Co Man – General Mills
• HD Closure – Labour utilisation
& workforce planning
• Resource & Org design
PEOPLE STRATEGY FRAMEWORK
5-YEARBUSINESSSTRATEGY:2018-2022
CORE
CAPABILITY
PEOPLE STRATEGY
Growth
Cost
Compliance
• Political & economic volatility
• Change in border controls
• Scarcity of talent
• Aging workforce
• Changing labour relations
• Digitalisation
• Shift in what employees value
– health, flexibility, career
growth
MACROWORKFORCETRENDS
CONNECT &
ENGAGE
• Improve Internal communication
• Define our culture
• Improve health and wellbeing
BUILDTALENT
• Complete Group talent review
• Improve Technical capability
• Develop competency gaps for succession
• Improve Employee brand to attract young talent
MEASUREMENT
& ANALYTICS
• Modernise HR systems to improve efficiency & accuracy
• Improve HR reporting with HR analytics
• Evolve Scorecards / dashboards
REWARD
• Transparent and competitive executive compensation
• Incentive schemes that motivate/drive high performance
• Benchmark tools and market data that inform decisions
COMPLIANCE &
STANDARDS
• Policies & stds that meet or exceed legal requirements
• Management of risk with training, recording and reporting
mechanisms
ORGANISATION
DESIGN
• Define talent profile capable to drive medium / long-term strategy
• Reduce fixed overhead costs
• Efficient and agile workforce planning

7. OurTalentMethodology

8. PURPOSE
• Define a structured and sophisticated approach for assessing leadership talent to support Baxters
prepare for future growth
• Review talent profile of leadership teams across the group
• Understand individual strengths to leverage and gaps to develop
• Understand regional leadership teams strengths to leverage and gaps to develop
• Identify development solutions
• Provide Executive board with talent map highlighting high potentials and successors
• Review current organisation design vs future fit (5-year strategy)
PURPOSE AND SCOPE
Tier 1 – Leading the business
Focused on getting results
from organisation as a whole
Tier 2 – Leading managers Tier 3 – Leading others
Focused on getting results
from linking multiple teams
Focused on getting results
from their team
SCOPE

9. TALENT METHODOLOGY
• Grp Competencyframework
• Developmentframework
• Recruitmentframework
• Performancereview
framework
• Personalised feedback
• Strengthsto leverage
• Developmentgaps
• Personaldevelopmentplans
• Frameworkfor PDR
conversationswith line manager
• Calibration of 360 feedback
• Motivations& aspiration
• Group Insights
• Regionalinsights
• Frameworkfor development
activity & succession planning
3 6 0
F E E D B A C K
Executing robustfeedback from a
variety of stakeholdersusing a
bespoke Baxters360 tool
C O M P E T E N C Y
I N T E R V I E W S
External calibration of the360
feedback to build a pictureof a
leader’sexperienceand potential
and understand group themes
C O M P E T E N C Y
D E V E L O P M E N T
Developmentand review of
leadership standardsagainstbest
practice.

10. BAXTERS 3 X 3 ENTREPENEURIAL LEADERSHIP COMPETENCIES
COMPETENCIES
Leadership
Authentic
Leadership
Interpersonal
Dynamics
Presence &
Impact
CATEGORIES
Strategic
Entrepreneurial
Aptitude
Strategic
Responsiveness
Strategic
Influence
Commercial
Delivering
Results
Builds
Talent
Challenge &
Judgement
Tier 1 – Leading the business Tier 2 – Leading managers Tier 3 – Leading others

11. BAXTERS SOCIAL AND EMOTIONAL COMPETENCY SUITE
COMPETENCIES
Emotional
CATEGORIES
Social Motivation Empathy Social Skills
Self-awareness Self-regulation

12. EXAMPLE INSIGHTS - COMPETENCY SUMMARY
2.0
2.2
2.4
2.6
2.8
3.0
3.2
3.4
3.6
Authentic
Leadership
Interpersonal
Dynamics
Presence &
Impact
2.0
2.2
2.4
2.6
2.8
3.0
3.2
3.4
3.6
Entrepreneurial
Aptitude
Strategic
Responsiveness
Strategic
Influence
2.0
2.2
2.4
2.6
2.8
3.0
3.2
3.4
3.6
Delivers Results Builds Talent Challenge &
Judgement
LEADERSHIP STRATEGIC COMMERCIAL
OVERVIEW
Average
Average
Average

13. EXAMPLE INSIGHTS - EMOTIONAL & SOCIAL COMPETENCE SUMMARY
4.0
4.2
4.4
4.6
4.8
5.0
5.2
5.4
5.6
5.8
Self-awareness Self-regulation Motivation Empathy Social Skills
SCORE(max.10)
CATEGORY (average)
0.0
1.0
2.0
3.0
4.0
5.0
6.0
7.0
8.0
9.0
10.0
A B C D E F G H I
SCORES
EMPLOYEE
Emotional Competency
Social Competency
AVERAGE RESULTS
INDIVIDUAL:EMOTIONAL/SOCIALCOMPETENCY

14. OurRecipeForSuccess

15. 15
OUR RECIPEFORSUCCESS
Internal& ExternalPR
▪ HR / MarketingPartnership
▪ Improvedinternaldigital
comms
▪ We MakeSuperadvertising
campaign
▪ Network lunches/ brandtasting
▪ PR / Social media strategy
RecruitmentPhilosophy
▪ Understandsuccessin
Entrepreneurial business
▪ Leadershipteam more
people centric - HR has board
level voice
▪ Talent profiling & use of
sophisticatedpsychometrics
TalentManagement
▪ YoungTalent programmein
partnershipwith HW Univ
▪ InternationalAssignments
▪ Mentoringpartnershipwith
Entrepreneurial Scotland
▪ Groupsuccessionplans
Maximiseour 150th
year
▪ MacmillanPartnership
▪ Employeeengagement
events
▪ Baxters Tartan
▪ Glasgow Schoolof Art
▪ Baxters Loch NessMarathon
▪ Commemorativeitems

16. VISION
SCOPE &
PURPOSE
SPONSORSHIP
STANDARDS
TOOLKIT
MEASURE
CURRENT
TALENT
PROFILE
FUTURE TALENT
PROFILE
GAP ANALYSIS
ATTRACT
DEVELOP
RETAIN
ORGANISATION
DESIGN &
STRUCTURE
SUMMARY ROUTE MAP
TALENTROUTEMAP