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– – ave a wider cultural shift. Our CEO starts town hails, not with share pricM3ut by saying: e’veheipeci rebuild communities devted by hum ancl-Mildfires._And in doingso we’ve fulfilled our purpose of making the workLmore
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4*:dhink we have an oppOrtunitat group leveYThe group exec cormittee -wriow W8 need-lo connect more emaona – –
gar&,- aborts fail to do, he says, ‘with the function (ironically) son-lett-tit-RITA a Ihoughhen it cameo change programmes or L&D, for-example . – can’t be HR for HR in an insular way. But I think thiE’s real poweti motement within HR ti-Atcan engage, inspire -4nd cftlienge the businesshas sole- manciVemn innovation an “
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intellectual exercise, which can be the tendency in our sector,” says Hart And a more energised, purpose-driven HR team has been critical to supportirig Swiss Re’s overall transformation and reorganisation agenda. Quickly creating HR project teams to support particular aspects of the change programme is much more effective where new team members haveaiready connected on a personal level,
says Hartley. The BAEA HR team alto enjoys top qu le engageme _ scom, going_tip 17 points since 2015. Crucially, the functibri has main e -17 levels of client satisfaction, up 32 points from 2015 t will o su-s in e momentum, to roll the initiaffite ouTh–= r forrly twider business_ arding vvhy #TellOurStory wasn’t kicked R colgues, Hartley is adamant of the value of starting with HR scw3ittin-
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