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Southern Hr

To build and develop exceptional teams that deliver clean, safe energy by transforming the utility industry through innovation and sustainability.

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To build and develop exceptional teams that deliver clean, safe energy by transforming the utility industry through innovation and sustainability.

Strengths

  • TALENT: Strong employer brand in utility sector with 92% retention
  • CULTURE: Industry-leading safety culture with 0.12 OSHA rate
  • DEVELOPMENT: Robust leadership pipeline with 78% internal fills
  • BENEFITS: Competitive compensation structure at 112% of market
  • TECH: Advanced HRIS platform serving 27,000+ employees efficiently

Weaknesses

  • DIVERSITY: Underrepresentation in leadership - only 22% women execs
  • SKILLS: Critical skills gaps in renewable energy tech positions
  • AGING: 32% of workforce eligible for retirement within 5 years
  • DIGITAL: Limited HR analytics capabilities hindering decision making
  • STRUCTURE: Siloed HR operations across 9 operating companies

Opportunities

  • SUSTAINABILITY: Growing talent pool interested in clean energy jobs
  • PARTNERSHIPS: Expand university programs to develop tech talent
  • FLEXIBILITY: Remote work options to attract nationwide talent pool
  • TECHNOLOGY: AI-powered recruitment to reduce time-to-fill by 40%
  • INCLUSION: Tap into diverse talent markets through targeted programs

Threats

  • COMPETITION: Tech companies offering 18% higher comp for engineers
  • REGULATION: Increasing compliance requirements straining resources
  • PERCEPTION: Utility industry viewed as less innovative by Gen Z
  • GEOGRAPHY: Limited talent pools in some key operational regions
  • BURNOUT: High workload during energy transition causing 15% turnover

Key Priorities

  • TALENT: Establish clean energy talent pipeline through partnerships
  • RETENTION: Create succession planning for aging workforce
  • DIVERSITY: Implement targeted leadership development for women/POC
  • TECHNOLOGY: Upgrade HR analytics capabilities and integration
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To build and develop exceptional teams that deliver clean, safe energy by transforming the utility industry through innovation and sustainability.

FUTURE READY

Build the clean energy workforce of tomorrow

  • PIPELINE: Establish partnerships with 8 universities focused on renewable energy talent by Q3
  • SKILLS: Implement AI-powered skills assessment for 100% of technical positions by September
  • RESKILLING: Launch clean energy transition training for 2,500 employees in legacy operations
  • ATTRACTION: Increase qualified renewable tech applicants by 35% through targeted campaigns
RETENTION EDGE

Secure institutional knowledge and critical talent

  • SUCCESSION: Complete succession plans for 100% of retirement-eligible critical positions
  • KNOWLEDGE: Implement digital knowledge capture system for 85% of retirement-eligible experts
  • ENGAGEMENT: Increase retention of high performers to 95% through personalized stay interviews
  • DEVELOPMENT: Create accelerated advancement paths for 250 high-potential mid-career employees
INCLUSIVE POWER

Build diversity across all levels of leadership

  • REPRESENTATION: Increase women and POC in leadership roles by 8 percentage points
  • SPONSORSHIP: Launch executive sponsorship program pairing 50 diverse talents with senior leaders
  • ADVANCEMENT: Achieve 40% diverse candidate slate for all leadership openings
  • ACCOUNTABILITY: Implement diversity metrics in performance evaluation for all people managers
DIGITAL HR

Transform HR capabilities through analytics and AI

  • PLATFORM: Complete integration of all HR systems into unified cloud platform by November
  • ANALYTICS: Deploy predictive workforce analytics dashboard used by 100% of business leaders
  • AUTOMATION: Reduce administrative HR tasks by 40% through intelligent process automation
  • CAPABILITY: Train 100% of HR business partners on data analytics and AI applications
METRICS
  • Employee engagement score: 85%
  • Critical role vacancy rate: <3%
  • Diversity in leadership positions: 35%
VALUES
  • Safety First
  • Unquestionable Trust
  • Superior Performance
  • Total Commitment
  • Diversity, Equity and Inclusion
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Align the learnings

Southern Hr Retrospective

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To build and develop exceptional teams that deliver clean, safe energy by transforming the utility industry through innovation and sustainability.

What Went Well

  • RECRUITMENT: Filled 86% of critical roles within target timeframe
  • ENGAGEMENT: Employee engagement scores improved 5 points to 82%
  • BENEFITS: Healthcare cost increases contained at 2.3% below market
  • DEVELOPMENT: Leadership program graduates retention at 95% after 2yr
  • SAFETY: Recordable incident rate decreased 18% year-over-year

Not So Well

  • DIVERSITY: Executive diversity targets missed by 8 percentage points
  • TECHNOLOGY: HRIS implementation delays caused $2.4M budget overrun
  • TURNOVER: Engineer turnover in renewable division reached 22%
  • PLANNING: Workforce modeling failed to predict 3 critical skill gaps
  • COMPLIANCE: Two minor labor violations in southeastern operations

Learnings

  • INTEGRATION: HR service delivery most effective with tech+human touch
  • COMPENSATION: Market-based adjustments more effective than annual cy
  • FLEXIBILITY: Work arrangement flexibility drives engagement +15 point
  • SUCCESSION: Transparent career pathing increases retention by 24%
  • ANALYTICS: Data-driven decisions reduce recruiting costs by 18%

Action Items

  • IMPLEMENT: AI-powered skill assessment platform by end of Q3 2025
  • LAUNCH: Targeted diversity development program for 150 high-potentia
  • REDESIGN: Total rewards package to compete for renewable tech talent
  • CONSOLIDATE: HR technologies into integrated cloud-based platform
  • ESTABLISH: Strategic workforce planning for critical talent segments
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To build and develop exceptional teams that deliver clean, safe energy by transforming the utility industry through innovation and sustainability.

Strengths

  • FOUNDATION: Established HR tech infrastructure ready for AI adoption
  • LEADERSHIP: Executive commitment with $12M allocated to HR tech
  • DATA: Rich employee data history spanning 15+ years for analysis
  • PILOTS: Successful AI chatbot for employee queries with 92% accuracy
  • EXPERTISE: Dedicated HR technology team with AI/ML capabilities

Weaknesses

  • INTEGRATION: Fragmented systems limiting AI implementation
  • SKILLS: Limited AI expertise among HR business partners
  • ADOPTION: Cultural resistance to AI-driven decision making
  • QUALITY: Data inconsistencies across legacy HR systems
  • GOVERNANCE: Underdeveloped AI ethics framework for HR applications

Opportunities

  • PREDICTION: AI-powered workforce planning to address retirement wave
  • EFFICIENCY: Automate 40% of administrative HR tasks via AI
  • EXPERIENCE: Personalized employee development through ML algorithms
  • INSIGHTS: Predictive analytics to reduce unwanted turnover by 25%
  • DIVERSITY: AI tools to eliminate bias in hiring and promotions

Threats

  • PRIVACY: Employee concerns about AI monitoring and data usage
  • COMPLIANCE: Evolving regulations around AI in employment decisions
  • DEPENDENCY: Over-reliance on AI systems without human oversight
  • PERCEPTION: Union resistance to AI-driven workforce management
  • INVESTMENT: Competitor utilities outspending on HR tech by 35%

Key Priorities

  • IMPLEMENTATION: Create integrated AI strategy across HR functions
  • UPSKILLING: Develop AI literacy program for all HR professionals
  • GOVERNANCE: Establish ethical AI framework for talent decisions
  • EXPERIENCE: Deploy AI solutions that enhance employee experience