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Nationwide Hr

To build a high-performing team that protects people, businesses and futures by becoming the most trusted protection company

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To build a high-performing team that protects people, businesses and futures by becoming the most trusted protection company

Strengths

  • CULTURE: Strong values-based culture with 96% favorable rating
  • TALENT: Comprehensive benefits package attracting top talent
  • DEVELOPMENT: Robust learning programs with 40+ hrs/employee
  • STABILITY: Low turnover rate of 12% vs. industry avg of 18%
  • LEADERSHIP: Executive team with avg tenure of 15+ years

Weaknesses

  • DIGITAL: HR tech stack requires modernization for efficiency
  • SKILLS: Critical talent gaps in data analytics and digital roles
  • AGILITY: Slow hiring process averaging 45+ days to fill positions
  • DIVERSITY: Underrepresentation in leadership (28% vs 40% goal)
  • METRICS: Limited predictive workforce analytics capabilities

Opportunities

  • REMOTE: Expanded talent pool through hybrid work policies
  • RESKILLING: Develop internal talent for emerging roles
  • TECHNOLOGY: AI-powered recruiting to reduce time-to-hire by 30%
  • WELLNESS: Enhanced mental health programs to boost retention
  • PARTNERSHIPS: Strategic university alliances for talent pipeline

Threats

  • COMPETITION: Aggressive hiring from tech firms for key talent
  • DEMOGRAPHIC: 22% of workforce eligible for retirement in 5 years
  • SKILLS: Widening skills gap in insurance technology field
  • LEGISLATION: Changing employment laws increasing compliance costs
  • ENGAGEMENT: Declining industry engagement (65% vs 75% pre-pandemic)

Key Priorities

  • TRANSFORM: Modernize HR technology infrastructure
  • DEVELOP: Accelerate digital skills training across workforce
  • DIVERSIFY: Enhance diversity in leadership pipeline
  • ANALYZE: Implement predictive workforce analytics
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To build a high-performing team that protects people, businesses and futures by becoming the most trusted protection company

TECH REVOLUTION

Modernize our HR technology for exceptional experiences

  • INTEGRATION: Implement unified HRIS platform reducing manual processes by 40% and connecting 5 systems
  • AUTOMATION: Deploy AI chatbots for top 10 HR inquiries, targeting 70% first-contact resolution rate
  • EXPERIENCE: Achieve 85% employee satisfaction with new HR self-service platform across all devices
  • ANALYTICS: Launch predictive talent analytics dashboard tracking 5 key metrics for workforce planning
SKILL FORWARD

Accelerate digital upskilling across our workforce

  • ACADEMY: Launch digital skills academy with 25 learning paths and 70% completion rate by Q4
  • CERTIFICATION: Enable 200 employees to obtain advanced certifications in priority digital skills
  • ROTATION: Implement cross-functional rotation program with 50 participants in tech-related roles
  • ASSESSMENT: Map digital skill proficiency for 100% of workforce with targeted development plans
TALENT MOSAIC

Build a diverse leadership pipeline for the future

  • PIPELINE: Increase underrepresented talent in leadership pipeline from 28% to 40% by year end
  • SPONSORSHIP: Launch executive sponsorship program pairing 50 diverse high-potentials with leaders
  • RECRUITMENT: Implement blind resume screening for all positions, increasing diverse hires by 25%
  • DEVELOPMENT: Create accelerated leadership program with 75% diverse participation and 90% retention
DATA ADVANTAGE

Leverage workforce analytics for strategic decisions

  • INDICATORS: Develop predictive model for retention with 80% accuracy using 15 key data points
  • DASHBOARD: Deploy executive-level talent analytics dashboard with 6 predictive metrics by Q3
  • CAPABILITY: Train 75 HR team members on advanced people analytics with 90% certification rate
  • PLANNING: Implement scenario-based workforce planning tools for all 12 business units by Q4
METRICS
  • Employee Engagement: 85% favorable by EOY 2025
  • Diversity in Leadership: 40% underrepresented groups in leadership
  • Digital Skill Proficiency: 80% of workforce at intermediate or advanced level
VALUES
  • Care: We put people first with empathy and compassion
  • Diversity & Inclusion: We value diversity of thought, experience and people
  • Trustworthiness: We act with honesty, integrity and transparency
  • Resilience: We embrace challenges and adapt to changing environments
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Align the learnings

Nationwide Hr Retrospective

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To build a high-performing team that protects people, businesses and futures by becoming the most trusted protection company

What Went Well

  • RETENTION: Decreased voluntary turnover by 3.5% through targeted programs
  • TRAINING: Achieved 92% completion rate on compliance and ethics training
  • BENEFITS: New wellness program led to 17% reduction in health care costs
  • RECRUITMENT: Filled 85% of critical roles within 30 days vs 60-day target
  • ENGAGEMENT: Employee satisfaction scores increased 7 points to 82% positive

Not So Well

  • DIVERSITY: Senior leadership diversity increased only 2% against 5% target
  • ANALYTICS: People analytics capability still lagging industry benchmarks
  • TECHNOLOGY: HR systems integration projects 3 months behind schedule
  • REMOTE: 42% of managers report challenges managing distributed teams
  • SKILLS: Digital skills gap widened despite $1.2M investment in training

Learnings

  • MENTORSHIP: Formal programs show 35% higher retention among participants
  • FLEXIBILITY: Work arrangement options strongly correlated to satisfaction
  • RECOGNITION: Peer-to-peer program drove 22% higher engagement scores
  • ONBOARDING: Virtual onboarding satisfaction 15% lower than in-person
  • DEVELOPMENT: Self-directed learning adoption exceeds structured programs

Action Items

  • IMPLEMENT: Launch AI-powered talent marketplace by Q3 2025
  • REDESIGN: Overhaul performance management system for remote workforce
  • DEVELOP: Create leadership acceleration program for underrepresented groups
  • INTEGRATE: Consolidate HR systems into unified employee experience platform
  • MEASURE: Deploy predictive analytics for workforce planning and retention
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To build a high-performing team that protects people, businesses and futures by becoming the most trusted protection company

Strengths

  • FOUNDATION: Established AI Center of Excellence with 15 specialists
  • INFRASTRUCTURE: Cloud-based HRIS supports AI integration
  • LEADERSHIP: Executive sponsorship for HR technology initiatives
  • DATA: Rich employee data from multiple systems spanning 10+ years
  • CULTURE: 78% employees open to AI-enhanced work processes

Weaknesses

  • SKILLS: Only 15% of HR team has advanced AI/analytics skills
  • INTEGRATION: Siloed HR systems limiting AI implementation
  • GOVERNANCE: Underdeveloped AI ethics and governance framework
  • DEPLOYMENT: Limited scaled AI use cases in HR operations
  • INVESTMENT: HR tech budget is 12% below industry average

Opportunities

  • AUTOMATION: Reduce 65% of admin tasks through AI workflows
  • INSIGHTS: Predictive analytics for retention and performance
  • EXPERIENCE: Personalized employee services through AI
  • EFFICIENCY: Cut recruitment costs by 30% with AI sourcing
  • DEVELOPMENT: AI-driven career pathing and skill forecasting

Threats

  • ADOPTION: Employee resistance to AI-enabled HR tools
  • PRIVACY: Data protection concerns limiting AI applications
  • COMPETITION: 68% of competitors already scaling HR AI solutions
  • BIAS: Algorithmic bias risks in recruitment and assessment
  • SPEED: Rapid AI evolution outpacing organizational readiness

Key Priorities

  • UPSKILL: Develop AI capabilities within HR team
  • INTEGRATE: Unify HR data systems for AI implementation
  • AUTOMATE: Deploy AI for high-volume administrative processes
  • GOVERN: Establish ethical AI framework for HR applications