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

A

PARABLE

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

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

COMMITMENT TO CREATING RAVING FANS

TRANSFORMING COMMUNITIES

DIFFERENT WHERE WE MUST

SOME DIFFERENCES

Business Operating Culture

Unique policies

Operational practices

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/

info@westsideworks.org

ANY WORDS OF WISDOM?

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