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Aflac Hr

To build the team that delivers innovative supplemental insurance solutions by becoming the leading provider protecting 50 million people by 2030.

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To build the team that delivers innovative supplemental insurance solutions by becoming the leading provider protecting 50 million people by 2030.

Strengths

  • BRAND: Strong, recognizable brand with the Aflac Duck (98% awareness)
  • TALENT: Industry-leading retention rate of 93% among key talent
  • CULTURE: Award-winning workplace culture (18 years on Fortune list)
  • RECRUITMENT: Robust campus recruitment pipeline with 85% offer rate
  • DEVELOPMENT: Comprehensive leadership development program (4.7/5 rating)

Weaknesses

  • TECHNOLOGY: Outdated HR systems limiting data-driven decision making
  • DIVERSITY: Underrepresentation of minorities in leadership (32%)
  • SUCCESSION: Inadequate succession planning for critical roles
  • REMOTE: Insufficient support structures for distributed workforce
  • COMPENSATION: Below market compensation in tech roles (12% gap)

Opportunities

  • DIGITALIZATION: Modernize HR tech stack to improve employee experience
  • ANALYTICS: Implement workforce analytics to predict talent trends
  • FLEXIBILITY: Expand flexible work policies to attract diverse talent
  • WELLBEING: Launch comprehensive wellbeing program to boost retention
  • UPSKILLING: Create targeted development for emerging insurance skills

Threats

  • COMPETITION: Increasing talent war in insurance tech sector
  • DEMOGRAPHICS: Aging workforce with 28% eligible for retirement in 5yrs
  • REGULATIONS: Evolving employment regulations across multiple markets
  • EXPECTATIONS: Rising employee expectations for workplace benefits
  • BURNOUT: Industry-wide burnout leading to increasing turnover (23%)

Key Priorities

  • MODERNIZE: Implement integrated HR technology ecosystem
  • DIVERSITY: Accelerate DEI initiatives to improve leadership diversity
  • UPSKILL: Develop comprehensive talent development strategy
  • WELLBEING: Launch holistic employee experience program
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To build the team that delivers innovative supplemental insurance solutions by becoming the leading provider protecting 50 million people by 2030.

DIGITAL TRANSFORM

Modernize our people technology ecosystem

  • PLATFORM: Launch integrated HRIS platform with 95% user adoption by Q3 end
  • ANALYTICS: Deploy executive people analytics dashboard with predictive capabilities
  • AUTOMATION: Automate 12 core HR processes reducing administrative time by 30%
  • EXPERIENCE: Achieve 85% employee satisfaction with new HR technology interface
INCLUSIVE CULTURE

Accelerate diversity in leadership pipeline

  • REPRESENTATION: Increase underrepresented groups in leadership roles to 40%
  • DEVELOPMENT: Launch sponsorship program for 50 high-potential diverse employees
  • HIRING: Implement AI-powered bias detection in recruiting, reducing bias by 30%
  • ACCOUNTABILITY: Integrate DEI metrics into compensation for all directors and above
FUTURE-READY

Build strategic talent capabilities

  • UPSKILL: Train 80% of workforce in digital literacy and future insurance skills
  • SUCCESSION: Identify and develop 2 ready-now successors for all VP+ positions
  • PIPELINE: Expand campus recruitment by 25% with focus on technology talent
  • RETENTION: Implement targeted retention program achieving 95% for top performers
THRIVE TOGETHER

Create industry-leading employee experience

  • WELLBEING: Launch personalized wellbeing platform with 85% active participation
  • FLEXIBILITY: Implement new flexible work policy with 90% employee satisfaction
  • RECOGNITION: Deploy AI-powered recognition platform generating 3+ recognitions per employee monthly
  • ENGAGEMENT: Achieve 87% employee engagement score across all business units
METRICS
  • Employee engagement score: 87%
  • Leadership diversity: 40% underrepresented groups
  • Talent retention: 95% for high performers
VALUES
  • Caring: Act with compassion for customers and colleagues
  • Innovation: Embrace change and continuously improve
  • Integrity: Always do the right thing, the right way
  • Teamwork: Collaborate effectively to achieve shared goals
  • Diversity and Inclusion: Value and leverage diverse perspectives
Aflac logo
Align the learnings

Aflac Hr Retrospective

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To build the team that delivers innovative supplemental insurance solutions by becoming the leading provider protecting 50 million people by 2030.

What Went Well

  • RETENTION: Record-high talent retention rate of 93% across organization
  • ENGAGEMENT: Employee engagement scores improved to 82%, up 5 points YoY
  • DEVELOPMENT: 78% of promotions filled internally, exceeding 70% target
  • RECRUITING: Reduced time-to-hire by 22% while maintaining quality metrics
  • DIVERSITY: Improved gender diversity at management level to 48% female

Not So Well

  • TECHNOLOGY: HR technology modernization project 3 months behind schedule
  • ANALYTICS: Data quality issues limiting effectiveness of people analytics
  • SUCCESSION: Only 65% of critical roles have identified successors vs 85%
  • COMPENSATION: Higher than expected salary inflation in key tech roles
  • PRODUCTIVITY: Declining productivity metrics in newly remote teams

Learnings

  • INTEGRATION: Cross-functional HR teams outperformed siloed teams by 24%
  • FEEDBACK: Continuous feedback systems increased performance by 18% vs annual
  • TRAINING: Digital learning adoption highest with manager endorsement
  • BENEFITS: Wellbeing programs drove 31% higher engagement when personalized
  • ONBOARDING: Virtual onboarding effectiveness requires structured follow-up

Action Items

  • ACCELERATE: Fast-track HR technology implementation with dedicated team
  • LAUNCH: Implement comprehensive succession planning for all critical roles
  • REDESIGN: Develop competitive compensation strategy for technology roles
  • ANALYZE: Create integrated people analytics dashboard for executive team
  • ENHANCE: Deploy targeted productivity support program for remote workers
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To build the team that delivers innovative supplemental insurance solutions by becoming the leading provider protecting 50 million people by 2030.

Strengths

  • ADOPTION: Early AI adoption in HR screening (40% time savings)
  • LEADERSHIP: Executive support for AI transformation initiatives
  • TRAINING: Established AI literacy program with 65% participation
  • DATA: Rich historical employee data for predictive modeling
  • PARTNERSHIPS: Strong relationships with leading HR tech vendors

Weaknesses

  • INTEGRATION: Fragmented AI tools across HR functions
  • SKILLS: Limited AI expertise within HR team (only 15% proficient)
  • ETHICS: Underdeveloped AI ethics framework for HR applications
  • INFRASTRUCTURE: Legacy systems limiting advanced AI implementation
  • RESISTANCE: Cultural resistance to AI-driven HR processes (42%)

Opportunities

  • PERSONALIZATION: AI-driven personalized learning pathways
  • PREDICTION: Predictive analytics for retention and engagement
  • EFFICIENCY: Automate routine HR tasks saving 15,000 hours annually
  • EXPERIENCE: AI chatbots for enhanced employee self-service
  • DECISION: AI-augmented decision making for talent management

Threats

  • PRIVACY: Data privacy concerns with AI-driven employee analytics
  • BIAS: Algorithmic bias in AI-powered recruitment and promotion
  • DISRUPTION: Rapid AI advancement outpacing organizational adoption
  • DEPENDENCY: Over-reliance on external AI vendors and solutions
  • REGULATION: Evolving regulations governing AI use in employment

Key Priorities

  • UPSKILL: Develop comprehensive AI competency framework for HR
  • INTEGRATE: Implement unified AI platform across HR functions
  • ETHICS: Establish robust AI ethics guidelines for HR applications
  • PERSONALIZE: Deploy AI for personalized employee experiences