SWOT
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Tiaa Hr

To build a workforce that helps people achieve financial well-being by becoming the premier provider of secure retirement solutions

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Align the strategy

Tiaa Hr SWOT Analysis

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To build a workforce that helps people achieve financial well-being by becoming the premier provider of secure retirement solutions

Strengths

  • TALENT: Strong talent acquisition channels with 93% offer acceptance rate
  • CULTURE: 100-year legacy with purpose-driven employee connection
  • BENEFITS: Industry-leading benefits package with 15% retirement match
  • STABILITY: Low attrition rate of 11% vs industry average of 14%
  • DEVELOPMENT: Robust learning programs with 35hrs/employee annually

Weaknesses

  • DIGITAL: Outdated HR systems limit data-driven decision making
  • AGILITY: Slow hiring process averaging 63 days vs industry 42 days
  • SKILLS: Critical talent gaps in key digital and analytics roles
  • DIVERSITY: Underrepresentation in leadership - 28% women executives
  • MEASUREMENT: Inconsistent performance management processes

Opportunities

  • HYBRID: Expand flexible work models to attract broader talent pools
  • UPSKILLING: Implement targeted reskilling for 2000+ employees
  • ANALYTICS: Leverage workforce data to predict talent needs
  • AUTOMATION: Digitize 40% of manual HR processes by EOY
  • PARTNERSHIPS: Expand university relationships for tech talent

Threats

  • COMPETITION: Fintech firms offering 18% higher compensation packages
  • RETIREMENT: 23% of workforce eligible for retirement within 5 years
  • REGULATIONS: Increasing compliance demands requiring new skills
  • EXPECTATIONS: Rising employee demands for workplace flexibility
  • BURNOUT: Industry seeing 32% increase in employee mental health issues

Key Priorities

  • MODERNIZE: Implement integrated HR technology platform by Q4 2025
  • ACCELERATE: Reduce hiring timeline to under 40 days by Q3 2025
  • DEVELOP: Launch digital skills academy for 1000+ employees
  • DIVERSIFY: Increase executive diversity to 40% by end of 2025
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Align the plan

Tiaa Hr OKR Plan

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To build a workforce that helps people achieve financial well-being by becoming the premier provider of secure retirement solutions

DIGITIZE HR

Modernize our people technology for the digital era

  • PLATFORM: Implement new integrated HRIS system with 100% data migration by Q4 2025
  • ADOPTION: Achieve 85% utilization rate of new HR tech tools across all departments
  • EFFICIENCY: Reduce manual HR administrative tasks by 40% through automation
  • ANALYTICS: Deploy real-time talent analytics dashboard with 12 key metrics by Q3
SPEED TALENT

Accelerate talent acquisition for business impact

  • TIME: Reduce average time-to-fill from 63 days to under 40 days for all positions
  • QUALITY: Increase hiring manager satisfaction with new hires from 72% to 88%
  • DIVERSITY: Ensure 50% of all interview slates include diverse candidates
  • DIGITAL: Implement AI-powered candidate matching for 80% of open requisitions
BUILD CAPABILITY

Develop future-ready skills across our workforce

  • ACADEMY: Launch digital skills curriculum with 1000+ employees completing by Q3
  • RETENTION: Reduce regrettable turnover in critical skill areas from 18% to 10%
  • CERTIFICATION: Increase AI/analytics proficiency to 40% of HR team members
  • CAREER: Implement talent marketplace connecting 70% of employees to opportunities
LEAD INCLUSIVELY

Create diverse leadership representing our clients

  • REPRESENTATION: Increase executive diversity from 28% to 40% women by EOY
  • PIPELINE: Develop 150 high-potential diverse leaders through mentorship program
  • ACCOUNTABILITY: Tie 25% of leadership compensation to diversity objectives
  • BELONGING: Improve inclusion survey score from 72 to 85 across all demographics
METRICS
  • ENGAGEMENT: Employee engagement score of 85% by end of 2025 (from 78%)
  • EFFICIENCY: Reduce HR cost per employee from $2,800 to $2,200
  • CAPABILITY: 90% of employees with verified future-critical skills
VALUES
  • Put the customer first
  • Deliver excellence
  • Take personal accountability
  • Operate with integrity
  • Value our people
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Align the learnings

Tiaa Hr Retrospective

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To build a workforce that helps people achieve financial well-being by becoming the premier provider of secure retirement solutions

What Went Well

  • RETENTION: Reduced voluntary turnover from 13% to 11% saving $4.2M
  • ENGAGEMENT: Employee satisfaction scores increased by 4 percentage pts
  • REFERRALS: Employee referral program generated 32% of new hires in Q1
  • EFFICIENCY: HR operational costs reduced by 7% through process changes
  • LEARNING: 89% completion rate for mandatory compliance training program

Not So Well

  • TIME: Average time-to-fill positions increased to 63 days (8 days up)
  • DIVERSITY: Failed to meet leadership diversity targets by 12 points
  • TECHNOLOGY: HRIS implementation project 3 months behind schedule
  • ANALYTICS: Only 28% of HR decisions were data-driven vs 45% target
  • RETENTION: Critical skill areas experienced 18% turnover vs 10% target

Learnings

  • BUDGET: Need higher investment in HR tech to remain competitive in mkt
  • HYBRID: Flexible work policies strongly correlate with retention rates
  • INNOVATION: Pilot programs need clearer success metrics before scaling
  • COLLABORATION: Cross-functional talent initiatives yield better results
  • SKILLS: Technical capability gaps require strategic hiring + upskilling

Action Items

  • IMPLEMENT: New integrated HRIS platform launch by end of Q3 2025
  • REDUCE: Time-to-fill for critical roles to under 45 days by Q4 2025
  • LAUNCH: Digital skills academy for all employees by end of Q2 2025
  • DEVELOP: Diverse leadership pipeline with 150 high potentials by EOY
  • MEASURE: Implement real-time HR analytics dashboard by Q2 2025
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Drive AI transformation

Tiaa Hr AI Strategy SWOT Analysis

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To build a workforce that helps people achieve financial well-being by becoming the premier provider of secure retirement solutions

Strengths

  • FOUNDATION: Established data governance frameworks across HR
  • LEADERSHIP: Executive commitment with dedicated AI innovation budget
  • PILOTS: Successful chatbot implementation for employee FAQs
  • EXPERTISE: Core team of 8 HR analytics professionals
  • INFRASTRUCTURE: Cloud-based data warehouse implementation complete

Weaknesses

  • INTEGRATION: Siloed HR systems limiting comprehensive data access
  • SKILLS: Only 15% of HR team has AI/analytics proficiency
  • ADOPTION: Low utilization of existing analytics tools (32%)
  • STRATEGY: Lack of cohesive AI roadmap for HR transformation
  • QUALITY: Inconsistent data standardization across HR functions

Opportunities

  • RECRUITMENT: AI-powered candidate matching could reduce time-to-hire
  • INSIGHTS: Predictive analytics for employee retention patterns
  • EFFICIENCY: Automate 65% of routine HR administrative tasks
  • EXPERIENCE: Personalized employee development recommendations
  • FORECASTING: Workforce planning models for future skill needs

Threats

  • PRIVACY: Employee data protection concerns and regulations
  • TRUST: 47% of employees express AI implementation concerns
  • ETHICS: Potential algorithmic bias in HR decision making
  • DISRUPTION: Rapid technology change requiring constant upskilling
  • INVESTMENT: Competitors outspending on HR technology by 2.5x

Key Priorities

  • UPSKILL: Develop AI literacy among all 350+ HR team members
  • TRANSFORM: Implement integrated AI-powered HRIS platform
  • AUTOMATE: Deploy intelligent assistants for manager coaching
  • ANALYZE: Build predictive talent analytics capabilities