HR transformation

27 March 2014

Can technology drive change?

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No representation or warranty, express or implied, is or will be made in relation to the accuracy or completeness of the information in this

presentation and no responsibility or liability is or will be accepted by BG Group plc or any of its respective subsidiaries, affiliates and associated

companies (or by any of their respective officers, employees or agents) in relation to it.

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Managing expectations

• Context and drivers for pursuing a cloud strategy

• Key factors in their selection of software provider and implementation partner

• Approach for building organisational support

• Progress to date

• Lessons learnt and the journey ahead

HRSS - Vision

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HR - Drive exceptional results from our business and our people

GSS

Deliver an efficient and consistent HR Support Service by understanding the needs of all of our BG People

OPERATIONS

Deliver a proactive, timely, high quality global service with

open and personable

communication

GSS - Strategically aligned, operationally invisible

PAYROLL

Working with our Payroll providers to deliver an accurate

and timely service to employees

SYSTEMS

Provide an efficient global solution to

deliver a seamless and consistent

employee experience

GOVERNANCE

Deliver continuous improvement to

mitigate operating risks, improve data integrity and protect

personal data

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Design principles

• The customer experience must be seamless and consistent through our transactional processes

• Costs must be kept within budget and project timescales must be met

• Data is touched once, the new system will become the single source of the truth

• Processes should be kept simple and should apply across all business areas

• Global set of reference values for the group (e.g. grades, jobs, assignment reasons)

• In order to drive consistency and efficiency business processes will be designed around the system

• We can configure, we cannot customise

• Don’t enshrine the practices of the past

• Best fit system, which is reliable, robust and future proof is a better outcome than a perfect fit system that works for today

HR Direct

Integrated end-to-end Human Capital Management system which will:

• automate and streamline processes

• improve data integrity and security

• give you real-time insightful information

• evolve as HCM best practice advances

Talent Engagement and Analytics

Compensation

Succession Mgt.

Talent Review

Learn

ing

Recr

uit

ing

Goals and Career

Performance Mgt.

Core HR – Profiles, Organisation Structure, …...

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...a massive project creating a whole new infrastructure:

road, rail and pipeline

BG Group pushing the boundaries: Curtis Island...

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...safely transporting gas from its

source to the plant ...key obstacle: 3 miles of bog!

A huge logistical challenge...

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...the area will be restored to its natural beauty

Once complete, the pipeline will be invisible...

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...an investment in our ‘back-office’ which would create a new infrastructure:

multifunctional shared services (HR, C&P and Finance)

BG Group pushing the boundaries: Global Shared Services...

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Today we rely on you going the extra mile...

...and it can sometimes feel

like we are ‘stuck in the

mud’

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Tomorrow, we will be able to work more efficiently...

...supported by the right tools and systems

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...key obstacles: our current processes and systems

...key benefit: removing transactional work and enabling

focus on value-adding activity

A huge change challenge...

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“strategically aligned, operationally invisible”

Once complete, the new GSS infrastructure would be “invisible”...

HR Shared Services Community Results

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0%

10%

20%

30%

40%

50%

60%

70%

80%

25%

75%

0%

Recent poll:

• Initial results of this pulse check are encouraging – 75% feel the GSS project is on track and 25% believe that we are progressing faster than expected

HRSS Community members around the world

How, in your opinion, has the GSS project progressed?

Key Activities

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Comp, Goals & FUSE

Absence, Talent, Recruitment & Learn

2014 Goal Setting

Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sept

Phase 1b

Phase 2

Pro

ject

A

ctiv

ityH

R

Pro

cess

es

AIS/ASR

ADR

Functionality will be rolled out over Q1 & Q2 2014

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Core HR

Q4 2013

Self Service

2014 Goals

Compensation

PerformanceJan 2014

Learning

Recruiting

On-boardingTBC

Analytics

Talent

Succession

AbsenceTBC

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Lessons Learnt

• Adhere to company processes

• Be prepared to get into the detail

• Get to work on your data as soon as you can

• Pick your partners well

• It is the business outcome that matters

Any Questions?

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