1. BPI Benchmarking Session
Liberty Mutual Talent Mobility
BPI Benchmarking Session
May 19, 2015

2. For Internal Purposes Only – Not to Be Distributed
LMI conducted benchmark study that identified opportunity to increase cross-business and cross-functional movement.
External research shows talent mobility supports global business growth and builds stronger leadership teams.
Internal analysis supports the case.
Cross-functional moves increase Performance, Potential, Engagement and Retention
Cross-business moves increase Performance, Potential and Engagement
12% of moves cross-functional, 4% of moves cross-business
Additional notes on External research:
Support global business growth through the movement of key talent into critical, open positions.
Build stronger leadership teams; leaders with cross-business and cross-functional experience exhibit higher performance and potential.
Improve employee engagement and retention
Reduce time to productivity-shorter learning curve for internal hires.
Lower talent acquisition costs.
For Internal Purposes Only – Not to Be Distributed

3. Several efforts to increase mobility have been implemented.
Support and resources for general employee population
Established multi-directional career management philosophy and included messaging in CEO town halls
Development planning approach includes Experience, Exposure and Education
Employee profile of career experiences, interests and geographical mobility
Targeted pro-active movement for senior level employees
Piloted monthly meetings for HR to discuss Key talent ready for movement
Implementing cross-business unit Talent Review discussions in May/June
Internal sourcing for critical openings
Piloting process to conduct enterprise-wide searches for high-potential, high- performing talent
For Internal Purposes Only – Not to Be Distributed

4. For Internal Purposes Only – Not to Be Distributed
We are continuously improving; cross-functional and cross-business movement has increased.
Data as of 3/31/15
For Internal Purposes Only – Not to Be Distributed

5. For Internal Purposes Only – Not to Be Distributed
However, we are still experiencing challenges.
Fear best talent will be ‘poached,’ resulting in limiting rules of engagement
Employee must be in role at least 3 years before being approached for opening
Employee’s current manager must notify employee of opening prior to contact from hiring team
Managers ‘hoarding’ talent
Managers notify employee when they have been identified for an opening only 67% of the time
When they do notify employee, they take close to 2 weeks to do so
Employees may be resistant to change and fear risk associated with new function, business or geography
40% of employees decline an informational conversation with hiring team
Only 14% apply to opening
For Internal Purposes Only – Not to Be Distributed

6. For Internal Purposes Only – Not to Be Distributed
Questions for the group
What efforts have you made to increase talent mobility within your organization?
What has worked best? What did not work?
What challenges have you faced? How have you overcome them?
What rules of engagement do you have, if any?
Time in job requirements
Involvement of employee’s current manager
How frequently does your high-potential senior talent move?
Do you track cross-business and cross-function movement? Do you have targets if so?
For Internal Purposes Only – Not to Be Distributed