James Hardie Industries Plc. · NYSE:JHX
James Hardie Industries — Investor Day (September 2017)
19 slides from James Hardie Industries's investor day presentation, Sep 14, 2017
Slide 1: People & Culture
People & Culture Kirk Williams Chief Human Resources Officer Exhibit 99.6
Slide 2: Agenda
PAGE Agenda – Overview – Hiring Our Talent – Developing Our Talent – Retaining Our Talent – Building a World-Class HR Organization – Road to 2020: Big Bets & Early Wins – Q&A 2
Slide 3: People – Increasing Organizational Capability
PAGE People – Increasing Organizational Capability We will refocus on optimizing our organizational capability by: • ensuring a safe work environment for everyone • developing and growing employees at all levels • attracting top external talent • creating a culture of engagement • delivering better
Slide 4: Hiring Our Talent
(@) sames Hardie HIRING OUR TALENT
Slide 5: New GMT Members
PAGE New GMT Members Kirk Williams, Chief Human Resources Officer Jack Truong, President International Operations Zean Nielsen, EVP Sales & Marketing • 18 years of global HR leadership experience • ADM, American Express, Honeywell, Walmart • BA, International Relations, Kent State University • JD, C
Slide 6: Top Key Roles – Progress Made
PAGE Top 20 Key Roles – Progress Made New to JH SVP Corporate Finance VP, HR – Operations Sr. Director Talent Acquisition Director, HR – Operations Director, HR – Operations Sr. Director, Finance APAC Internal Promotions VP, Talent Management VP, Finance – Operations GM – Windows Product Manager, Pr
Slide 7: Additional Recruiting Projects
PAGE Additional Recruiting Projects Recruiting for Remaining Key Roles Chief Technology Officer (GMT) EVP, Manufacturing (GMT) Sales and Strategic Accounts Total Rewards Material Flow Quality Trim Affiliations Transportation Multi-Family Segment Tacoma Plant Startup ~ 130 total employees at full pro
Slide 8: Developing Our Talent
(@) sames Hardie DEVELOPING OUR TALENT
Slide 9: Assessing our Talent – Consistent Approach
PAGE Hi g h P o ten tia l “New in Role (0-6 mos)" "Rising Star" “Top Performer" Action – Continue onboarding for new employees Action – Stretch for varied roles Action – Accelerate for significant movement M o d e rate P o ten tia l "Underachiever" "Key Performer" "High Achiever" Action - Performanc
Slide 10: Developing our Talent – New Programs
PAGE Developing our Talent – New Programs Emerging Leaders Experienced Leaders Senior Leaders Define what future success looks like in order to identify and close gaps. Development Activities: • Leadership potential assessment • 360 assessment • Debrief to review individual assessment results • Crea
Slide 11: Developing our Talent – New Programs
PAGE Developing our Talent – New Programs Individual Executive Development Individual development programs tailored to specific executives and their specific development needs. Programs under Consideration: • Harvard Program for Leadership Development • Korn Ferry Executive to Leader Institute • Cen
Slide 12: Retaining Our Talent
(@) sames Hardie RETAINING OUR TALENT
Slide 13: North America Employee Retention - Summary
PAGE North America Employee Retention - Summary Observations: • Sales turnover on a positive trend • Voluntary turnover on a positive trend • High performer turnover on a positive trend 2194 2831 FY15 FY16 FY17 FY18 Headcount 19.10% 18.20% FY15 FY16 FY17 FY18 Turnover 17.7% 14.4% Sales Turnover 13
Slide 14: Building a World Class HR Organization
BUILDING A WORLD CLASS HR ORGANIZATION
Slide 15: Rethinking HR – Clear Objectives
PAGE Rethinking HR – Clear Objectives 15
Slide 16: Organizing for the Future
PAGE Organizing for the Future HRBP Plant HR HRSS COE • Strategic partner to GMT member • Owner of Human Capital Plan • Coach and counsel leadership teams • Talent management execution • Thought leadership & innovation • Expert analysis and consultation • Program and process design • Local talent pl
Slide 17: Road to 2020 – Big Bets & Early Wins
ROAD TO 2020 – BIG BETS & EARLY WINS
Slide 18: Big Bets & Early Wins
PAGE Big Bets & Early Wins Talent Acquisition Talent Management Total Rewards Insourced recruiting to reduce cost and improve candidate quality Simplifying performance management process to focus more on development Redesigning pay structure to bring consistency, market competitiveness, and simplici
Slide 19: Key Messages
PAGE Key Messages – Addressed GMT leadership gaps with addition of 3 key hires in calendar 2017 – Continued focus on recruiting external talent where necessary – Developing our people through new development programs – Retention trends are moving in the right direction – Building a world-class HR or
James Hardie Industries — Investor Day (September 2017) on 6ix