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Goldman Sachs Hr

To build an exceptional global talent ecosystem that delivers innovative financial solutions and creates lasting value for our clients and communities

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To build an exceptional global talent ecosystem that delivers innovative financial solutions and creates lasting value for our clients and communities

Strengths

  • TALENT: Industry-leading compensation attracts top financial talent
  • CULTURE: Strong apprenticeship model develops future leaders
  • BRAND: Prestigious employer brand attracts 50K+ applications/year
  • DEVELOPMENT: Robust learning programs with 850K+ hours completed
  • DIVERSITY: 52% of recent analyst class from underrepresented groups

Weaknesses

  • RETENTION: Junior banker attrition at 30%, above industry average
  • BURNOUT: Long working hours lead to 68% reporting high stress
  • AGILITY: HR processes too rigid for rapidly evolving business needs
  • TECH: HR systems outdated with limited data analytics capabilities
  • HYBRID: Inconsistent global approach to flexible work arrangements

Opportunities

  • ANALYTICS: Deploy advanced people analytics for talent decisions
  • AUTOMATION: Automate 40% of routine HR tasks to focus on strategy
  • SKILLS: Build critical fintech and AI capabilities across workforce
  • WELLBEING: Expand mental health support for improved productivity
  • ALUMNI: Strengthen alumni network as business development channel

Threats

  • COMPETITION: Tech firms offering similar pay with better lifestyle
  • REGULATION: Increased compliance burden in global workforce mgmt
  • PERCEPTION: Public scrutiny of financial sector employment practices
  • DISRUPTION: Fintech startups poaching specialized talent at all levels
  • EXPECTATIONS: Evolving candidate priorities beyond compensation

Key Priorities

  • ENGAGEMENT: Redesign employee experience to improve retention
  • DIGITALIZATION: Modernize HR tech stack with analytics capabilities
  • SKILLS: Implement strategic workforce planning for future needs
  • WELLBEING: Establish comprehensive employee wellness program
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To build an exceptional global talent ecosystem that delivers innovative financial solutions and creates lasting value for our clients and communities

TALENT MAGNET

Create an irresistible employee experience

  • ENGAGEMENT: Improve employee engagement scores from 78% to 82% by implementing pulse surveys and action teams
  • RETENTION: Reduce voluntary attrition in critical roles from 22% to 17% through targeted retention programs
  • PROPOSITION: Launch refreshed employee value proposition with 90% awareness score by end of quarter
  • WELLBEING: Deploy mental health support program with 60% participation and 85% satisfaction rating
DIGITAL HR

Transform HR through cutting-edge technology

  • PLATFORM: Complete implementation of unified HR data platform connecting 95% of people systems
  • AUTOMATION: Automate 25% of routine HR processes, saving 10,000+ administrative hours quarterly
  • ANALYTICS: Launch 5 predictive talent models with 80% accuracy for retention, performance and promotion
  • EXPERIENCE: Deploy AI-powered HR service center with 80% first-contact resolution rate and <2hr response time
FUTURE READY

Prepare our workforce for tomorrow's challenges

  • PLANNING: Complete strategic workforce plan identifying skill gaps and action plans for all business units
  • UPSKILLING: Train 75% of employees on future-critical skills including AI, digital and client solutions
  • PIPELINE: Increase internal mobility by 20% through proactive talent marketplace and career development
  • DIVERSITY: Increase representation of underrepresented groups at VP+ level by 3 percentage points
CULTURE SHIFT

Foster an environment where all can thrive

  • LEADERSHIP: Train 100% of people managers on inclusive leadership with 85% applying new behaviors
  • FLEXIBILITY: Implement global hybrid work framework with 90% compliance and 85% satisfaction rate
  • MEASUREMENT: Launch culture dashboard with quarterly tracking of 12 key culture indicators
  • RECOGNITION: Redesign and deploy recognition program with 75% of employees recognized quarterly
METRICS
  • ENGAGEMENT: 82% employee engagement score by end of Q2 2025
  • RETENTION: 83% annual retention rate for high performers
  • CAPABILITY: 75% of employees proficient in future-critical skills
VALUES
  • Client Service: Our clients' interests always come first
  • Excellence: We strive for excellence in everything we do
  • Integrity: Honesty, fairness and trust are essential to our business
  • Partnership: We work collaboratively with our stakeholders
  • Innovation: We embrace change and seek continuous improvement
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Align the learnings

Goldman Sachs Hr Retrospective

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To build an exceptional global talent ecosystem that delivers innovative financial solutions and creates lasting value for our clients and communities

What Went Well

  • EARNINGS: Q1 net revenues of $14.21B with strong investment banking
  • TALENT: Successfully onboarded 2,800 new employees across divisions
  • DIVERSITY: Increased female representation at VP level by 3 percentage
  • DEVELOPMENT: Launched GS University with 200+ new learning modules
  • RECOGNITION: Named to Fortune's 100 Best Companies to Work For list

Not So Well

  • TURNOVER: Experienced 22% voluntary turnover in critical roles
  • ENGAGEMENT: Employee satisfaction scores declined 5 points to 78%
  • COSTS: Compensation expenses increased 12% year-over-year
  • HIRING: Key technology roles taking 40+ days to fill vs 30-day target
  • WELLBEING: Increased leaves of absence due to mental health concerns

Learnings

  • SEGMENTATION: Need targeted retention strategies for high performers
  • ANALYTICS: Current HR metrics insufficient for strategic decisions
  • FLEXIBILITY: Work arrangements require clearer global framework
  • COMPETITION: Compensation alone not sufficient for talent retention
  • LEADERSHIP: Manager capability gaps impacting team engagement levels

Action Items

  • REDESIGN: Revamp employee value proposition beyond compensation
  • TECHNOLOGY: Accelerate HR digital transformation and analytics
  • DEVELOPMENT: Enhance leadership capabilities at all management levels
  • WELLBEING: Launch comprehensive mental health and wellness program
  • PLANNING: Implement strategic workforce planning for future skills
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To build an exceptional global talent ecosystem that delivers innovative financial solutions and creates lasting value for our clients and communities

Strengths

  • FOUNDATION: Strong data infrastructure supporting HR analytics
  • INVESTMENT: $250M committed to firm-wide AI/ML capabilities
  • TALENT: Small but growing team of HR analytics specialists
  • SUPPORT: Executive leadership endorsement of AI transformation
  • COMPLIANCE: Robust governance framework for AI implementation

Weaknesses

  • FRAGMENTATION: Siloed HR data across multiple legacy systems
  • LITERACY: Limited AI fluency across HR professional population
  • ADOPTION: Low utilization of existing HR analytics capabilities
  • INTEGRATION: Disconnect between AI initiatives and HR processes
  • SCALING: Successful AI pilots struggle to scale enterprise-wide

Opportunities

  • FORECASTING: AI-powered talent supply/demand modeling
  • PERSONALIZATION: Customized learning pathways via AI
  • EFFICIENCY: 35% productivity gain through intelligent automation
  • EXPERIENCE: AI-enhanced candidate and employee journeys
  • INSIGHTS: Predictive analytics for retention and performance

Threats

  • REGULATION: Evolving global AI regulatory landscape for HR use
  • ETHICS: Potential bias in AI-driven talent decisions
  • PRIVACY: Employee concerns about data usage and monitoring
  • EXPERTISE: Difficulty attracting AI talent to HR functions
  • RESISTANCE: Cultural barriers to AI adoption among HR teams

Key Priorities

  • PLATFORM: Build integrated AI-powered HR data platform
  • CAPABILITY: Upskill HR team on AI applications and governance
  • EXPERIENCE: Deploy AI-enhanced employee service solutions
  • PREDICTION: Implement predictive talent analytics models