A.

Solution
overview

1
2 A. Solution overview
Organization and Talent Hub (OTH) tool is purpose built to support organization modeling and workforce impacts across the organization

1
Organization and Talent Hub (OTH) is an EY proprietary 2 3 Data-driven org design:
Modeling aggregate workforce and cost impact: ► Plan and model future organizational structures, comparing various versions
technology platform. The platform integrates an organization’s Accelerated baseline alignment: ► Identify optimization opportunities and track costs related to ► Make detailed decisions against each position, change attributes that change the future
data into a secure environment, providing access to crucial ► Alignment of current state specific attributes or organizational initiatives cost of the role to see impact on planned organizational cost
insights before and after the transaction or transformation occurs. organization to future state operating ► Create organizational efficiency with less layers and broader ► Analytics to support quality org design and assess against management-assigned
model (company, function, sub- spans of control for quicker decision-making with a shift of targets and metrics
It offers the granularity necessary for planning the new function) to set initial baseline accountability downward ► Create new positions within the organizational structure to model anticipated needs and
organization and selecting the right talent, while tracking ► Modify alignment of positions to show ► Analyze the impact of multiple levers including business changes
workforce movements and related progress towards implementing changes in baseline alignment process outsourcing, shared service centers or location ► Ability to include contingent data for total workforce planning
► In transaction setting, clean team arbitrage
the future organization changes.
environment for pre-close organization
2
and employee data mapping and
aggregate cost analysis 3 4 Building the future job family
architecture:
► A single source of truth for organization planning 1 ► Accelerated design for the future state
and cost data to accelerate transactions and 4
job functions, subfunctions, families,
transformations titles and grades
Executing org and talent decisions:
► Workflow to map existing jobs to new
► Detailed on- and off-boarding process
► Utilize the latest technology to automate and job architecture
support to provide an effective means
streamline the process of detailed organization, talent to process employee actions at scale 4 ► Controlled position-by-position

and transition planning — replacing spreadsheets and ► Ability to generate data outputs and validation and modification of the new
manual report preparation analysis for legal and compliance 4 job family applied against the future
support workforce
Organization
► Draw insights from real-time analytics and data ► Data extracts to feed downstream and Talent Hub

visualization, and share relevant reports and data systems; ability to serve as “interim
feeds through secure user roles and access HRIS” during transition period

6 Revamped talent pipeline: 5 Talent Pools to support selection:

► Focus on the outcomes and output required to ► Accelerated talent due diligence with a clear understanding ► Alignment of competencies and skills to a pool of
support executives and business leaders in reviewing of available talent to identify and select talent to retain or 6 positions and available talent to support data-driven talent
and approving organization changes plan for release
5 selection
► Transparent and fair selection process with documented ► Creation and management of talent pools to support talent
► Support compliance for potential reductions in evidence selection process documentation
► Holistic approach that aligns to org announcements, timing ► OWBPA and WARN reporting
workforce
and cascading of communications ► Talent pool manager review and approval processes

► Maintain compliance with data privacy standards,

Outputs
including General Data Protection Regulation
(GDPR) Power BI data visualizations to show key data
Downloadable Excel
insights such as:
On-demand future state org ► Headcount and Org Cost
reports to enable ad
► Access to underlying data elements closely controlled charts with customizable hoc analysis of
► span of control Analysis
to maintain user access and confidentiality templates to illustrate key ► D&I Reporting
planning and source
requirements. indicators ► Decision tracking over time
HRIS data
2 A. Solution overview
OTH guides your HRBPs and Business Leaders through the organization design and talent management process

Integrated data Analytics,

1 OTH pulls [Client] ► A database to combine Hosted, SOC1-compliant database configured Analytics
reporting and
extracts
organization data into a normalized data from a to support org and talent planning
single organization HRIS ► Interactive
secure environment that or multiple KPIs/metrics to
automates and organizations explore and
streamlines the process (and systems) Reporting analyze data
removing the need for ► A core set of employee ► Customized reports
manual spreadsheets. demographic and that deliver subsets
position related Additional of data on demand
OTH offers the HR data data sources
2 granularity necessary for ► Extensible data model
Operating model Aggregate
alignment workforce
Organization
design
Talent
planning
Transition
planning
Financial
tracking,
Extracts for
downstream ►
to authorized users
Extracts to feed
modeling P&L impact systems
planning the new to augment and enrich back into the HRIS
organization and core HR data and downstream
selecting and retaining systems
talent, while tracking
workforce movements
needed for day-to-day
operations.

OTH enables business

3 leaders to align positions
User-based
modules
User-based
modules
User-based
modules
User-based
modules
and track outcomes
against specific targets
Planning modules
and goals.
► Processes that are predefined and supported through iterative usage of user-friendly
input interfaces, scenario modelling, reports and output

3
2 A. Solution overview
We will enable your team to continuously deliver support for [Client] long-term transformation goals

Key decision-makers of org design and talent selection; end

stakeholders to participate in the OTP process (with support of Business leaders / local HR business
their HR business partners) partners
► This structure leverages
your HR leadership and
business partner structure
Primary team members to execute the overall OTP work to to support the business
Regional org design
support their respective business leaders, also primary execution team leaders in mapping,
users of the OTH tool aligning and selecting
talent.
Corporate OD
► The core team provides
team
process, guidance and
Dedicated client team members to lead and drive the OTP analytic support and
work; typically includes a project sponsor/lead, process Company transformation project core governance during each
project manager, data project manager and SAP SMR(s) team e.g. HR Transformation phase of the organization
and talent planning.
Dedicated People Advisory Services (PAS) transformation EY
consultants who focus on the OTP process and technology OD Team
► The dedicated EY data and
capabilities platform team provides the
tools, data normalization,
and the security and
Wealth of knowledge and experience brought by our PAS Supported by EY’s controls.
consultants, as well as the support of the EY broader broad PAS and transformations
transformations and advisory capability, including OD SMEs capabilities

4
B. Alignment with
[Client] [initiative]

5
2 B. Alignment with Company org design
Our OTH modules are aligned with [Client] 6 Organization Design Phases

Phase 1: Organization mapping Aligning of current state to future state operating model to set initial baseline, including the
Assess (and re-mapping) establishment of position management, where required

Phase 2: Model various scenarios (such as location arbitrage, process automation) and estimated attributed
Analyze Macro modeling cost savings, with the ability to submit to leaders for approval

Phase 3: Plan and model future organizational structure and utilization of data feeds from HR sources to
Design Organization design assess structures against transformation targets and metrics

Identify and select talent to retain, or plan for release, through a transparent selection process with
Phase 4: Talent and transition documented evidence. On- and off-boarding support to provide an effective means to process
Plan planning employee actions and generate data outputs

Phase 5: The data refresh process allows for new hires, terminations, transfers and job/position changes to be

Implement Data feedback loaded on a regular schedule. Data exports from the tool can then be loaded into Company systems
to implement changes

Phase 6: On-demand and customizable future/interim state organization charts, Excel reports to enable ad-
Reporting and analytics hoc analysis. Power BI data visualizations to show key data insights (e.g. headcount and org cost,
Sustain diversity & inclusion reporting, decision tracking over time)

6
2 B. Alignment with Company org design
The User Journey – how your end users will take action and drive outcomes with OTH, following [Client] 6 Organization Design Phases

1 2 3 4 5 6

Assess: Baseline the Analyze: Model Future Design: Design the Plan: Talent Implement: Actuals Sustain: Final
Current State Cost Savings Future Organization Management Tracking Reporting and
Sustaining Change
1. Align on the number of 1. Ability to model 1. Drag-and-drop 1. Once the organization 1. Bridge-back process is
positions and the multiple scenarios functionality in the Org structure and financial leveraged to export data 1. Dashboards provide
respective cost in the allows users to easily Design module allows metrics have been agreed and implement planned real-time progress and
current state to baseline test and compare cost users to easily design to, employees are organization changes in allow for transparent
the function and savings with the option structures and create live selected for the designed selected systems reporting to the
organization to submit scenarios for org charts positions on the basis of Transformation Office
2. Regular data refresh
Leader approval. skills assessment
2. Understand the layers 2. Fluid movement in the process loads new hires, 2. Key stakeholders
and span of control in tool lets users model 2. Skill gaps are identified internal transfers and evaluate and approve
the current state and set different organization to plan for any terminations to allow cost takeout to finalize
guiding principles and scenarios, including recruitment need for continuous the financial metrics
benchmarks for future sizing and reporting headcount and cost
3. Transition periods are tracking
state differences
identified and planning is
conducted

7
2 B. Alignment with Company org design
Phase 1 (Assess)
Organization mapping
Organization Mapping and (and re-mapping)
Re-mapping modules allow:
► Alignment of current state
organization to future state
operating model (company,
function, subfunction) to set initial
baseline
► Modification of alignment of
positions to show changes in
baseline alignment
► In transaction setting, acting as a
clean team environment for pre-
close org/employee data mapping
and aggregate cost analysis

8
2 B. Alignment with Company org design
Phase 2 (Analyze)

Macro Modeling module allows Macro modeling

users to:
► Model aggregate workforce impacts
by combining industry benchmarks,
organization, functional and industry-
based insights to quantify the
workforce and cost impacts based on
one or many “accelerators”

► Configure attributes to model

workforce impacts (function,
subfunction, leader, etc.)

► Load and evaluate workforce

compared with benchmarks

► Rapidly assess headcount and cost

impacts based on different modeling
scenarios to inform detailed org
design

9
2 B. Alignment with Company org design
Phase 3 (Design)

OTH’s Org Design module enables Organization design

users to:
► Plan and model future organizational
structures, comparing various
versions
► Make detailed decisions against each
position, change attributes that
change the future cost of the role to
see impact on planned organizational
cost
► Utilize organization data fed directly
from multiple HR data sources in
modeling environment, with
analytics to support quality org
design and assess compared with
management-assigned targets and
metrics
► Create new positions within the
organizational structure to model
anticipated needs / changes
► Include contingent data for total
workforce planning

10
2 B. Alignment with Company org design
Phase 4 (Plan)
Talent and transition
Talent Planning and Transition planning
Planning modules enable:
► Accelerated talent due diligence with
a clear understanding of available
talent for positions
► Identification and selection of talent
to retain or plan for release
► Transparent and fair selection process
with documented evidence
► Proactive management of talent
► Holistic approach that aligns with
organization announcements, timing
and cascading of communications
► Detailed on and off-boarding process
support to provide an effective means
to process employee actions at scale
► Ability to generate data outputs and
analysis for legal and compliance
support

11
2 B. Alignment with Company org design
Phase 5 (Implement)

OTH’s data flow allows for Data feedback

implementation so:
► Planning decisions made in OTH can Company data source systems
be extracted and loaded back into
SAP to implement planned
workforce changes in bulk
► Data from SAP is loaded into OTH Data
on a predetermined cadence allowing feed
OTH to track actual workforce
movements against future state plans Data
providing transparency and harmonization and
accountability to the business around validation
execution
Reports can be
► Data is normalized to provide uploaded back into
consistency in reporting Company systems
► Considerations are made for new
hires, terminations and transfers, in
both the current state and against Data
planned information feed
Dashboard
Data feed
Reports
Excel data OTH
report KPIs
environment

12
2 B. Alignment with Company org design
Phase 6 (Sustain)

OTH’s Reporting and Analytics Reporting and analytics

module includes the following:
► On-demand future state org charts
with customizable templates to
illustrate key indicators
► Downloadable Excel reports to
enable ad hoc analysis of planning
data and source HRIS data
► Power BI data visualizations to show
key data insights such as:
► Headcount and Org Cost
(Planned vs. Current)
► Span of control analysis
► D&I reporting
► Decision tracking over time

13
C. Implementation
approach

14
2 C. Implementation approach
Implementation overview
We envision a rapid implementation and an accelerated go-live process to get OTH into the hands of the corporate OD and regional OD Execution Teams as quickly as possible. The implementation of the platform will include the entire
employee population during the initial stand-up process. We will pilot the use of OTH with a targeted group in the organization to gather feedback and incorporate it into the broader rollout of OTH across the organization.

Implementation Plan – High Level (3 months)

Implement OTH
and soft launch
Train pilot users
Training development
and execute pilot

Go-live
► OTH configuration workshops
► Conduct user training for pilot group
Post-go-live support
► Data configuration workshops
and continued rollout
► Reporting workshops ► Targeted user support for pilot users
► Develop and configure OTH ► Sign off on user acceptance testing
► Go-live
► System integration testing ► Incorporate feedback into training
content ► Hypercare support
► Training content development •
► Technical and business support for
► Updates to OTH configuration for go- ► Conduct train-the-trainer session
► Training delivery approach OTH
live
► Project plan and project execution

15
2 C. Implementation approach
Implementation timeline
Rapid implementation and accelerated go-live process to get OTH into the hands of the corporate org design and regional org design execution teams as quickly as possible. The implementation of the platform will include the entire
employee population during the initial stand-up process. We will pilot the use of OTH with a targeted group in the organization to gather feedback and incorporate into the broader rollout of OTH across the organization.

Timeline

Work-stream Activity W1 W2 W3 W4 W5 W6 W7 W8 W9 W10 W11 W12

Data workshops
Design data ingestion process including the integration and normalization of Company data from multiple sources

Configuration workshops
Design and configuration of OTH modules to support [Client] six-phased OD process

OTH tool development, Reporting workshops

configuration and Design and configure data extracts, org charts and dashboards
implementation

Training content development

Personalize the content and delivery based on the needs and preference of Company and implement in Degreed

Platform configuration Soft

Develop, test and deploy OTH based on requirements launch

In Depth OTH training sessions (pilot users)

Interactive, scenario-based training in the OTH tool for pilot users provided by EY and update training content based on
feedback from pilot training
Pilot
OD Team support
Continued support for OTH, OTP process and OD Go-live

In-depth OTH training sessions (train-the-trainer)

Interactive, scenario-based training in the OTH tool for super users
Post-go-live support
Hypercare support
Provide technical and functional user support

16
 Company and EY roles and responsibilities
2 The roles and responsibilities outlined below are for key resources, both Company and EY, needed for the stand-up, rollout and ongoing
support for OTH

Role Responsibility % of Time

► Establish project plan, resource plan, and identify internal and external dependencies
Company Project Manager 1 FTE – 100%
► Monitor and update project status weekly and provide weekly status reports
► Identify and manage a risk and issues log, escalating risks and issues per an agreed-upon methodology with Company

► Key contact for Company data that feeds OTH tool and participates in data workshops to map Company data to OTH
Company HR Data Owner(s) .25 FTE – 20%
► Troubleshooting data quality issues as a result of Company source data

Company HRBPs ► Participate in OTH configuration and process workshops and conduct User Acceptance Testing 1 FTE – 100% spread across multiple
Super Users ► Provide guidance and subject matter expertise to plan, enable and execute Org & Talent Planning process resources

Company Organization and TBD by the number of in-flight

► Primary process and tool users, responsible for following master timeline, integrated process guidance and capturing planning decisions in tool
Talent Planning Team projects, scope and complexity

► Responsible for the overall delivery of OTH standup and rollout

EY OTH Implementation Lead .5 FTE – 50%
► Lead configuration workshops and align requirements with Org Design phases

EY OTH Implementation ► Lead process and data workshops to define OTH configuration requirements
1 FTE – 100%
Manager ► Lead the design, development, testing and deployment of OTH

EY OTH Implementation ► Participate in workshops and document configuration requirements, data load procedure and reporting requirements
1 FT E– 100%
Analysts ► Develop and test data load procedures, reports and configuration of OTH

► Support HRBPs in preparing and facilitating Org Design workshops with business EY – 1 FTE – 100%
Org Design & Training Lead
► Conduct Super User training, as well as onboarding of new HRBPs and End Users into OTH for new program initiatives Company – 1 FTE – 100%

► Support HRBPs to help capture decisions in OTH where needed

EY – 2 FTE – 100%
Org Design / OTH Analyst ► Prepare analysis and reports to assist HRBPs in preparation for meetings
Company – 1 FTE – 100%
► Monitor progress of program initiative tracking – actuals vs planned headcount and costs to prevent headcount leakage
2 C. Implementation approach
We will leverage train-the-trainer to ensure your users have the technical support they need to work with OTH

Our OTH Training Methodology enables a core set of Super Users to learn about the OTP process, OD methodology, and the OTH tool. This group of Super Users will onboard, train, and be the points of contact for
all new end users as transformation programs at Company begin. Our subject-matter professionals will also continue to support your Super Users in their technical and process needs.

Our OTH Train-the-Trainer Methodology 1 2 3 [Client] Super User

group will train
[Client] ‘Super User’ EY subject matter
[Client] End Users
Group is identified resources will deliver
Develop train-the – Our training methodology and act as main

1
and onboarded to the targeted training to
trainer strategy specific to Company... points of contact for
transformation [Client] ‘Super User’
all OTH inquires
and approach program Group
(with EY’s support as
needed)

Design training Ongoing support from EY OTH Implementation Team

2 curriculum for Super
Users and End Users
Our OTH training includes:

Classroom-based and virtual training to introduce the OTP process, Org Design
methodology, in-depth functionality of the OTH tool, and general technology-based “good-

3 Develop and deliver

training content
to-knows” for OTH support

Training content and materials for all trainers to teach end users, as well as job aids and
FAQs for common questions and click support for the OTH tool

Sustain
4
Hypercare support from our SMEs in both the OTP process and the OTH tool, ensuring
the training for Super your Super Users and End Users have everything they need
Users and End Users

* Based on our deep experience in this area, we know it takes a small group of people who have deep knowledge and experience in both the Org Design and OTH tool space. We have scoped our work to provide this support for
you for the initial year of OTH’s usage and will assess at the end of this period if additional SME support from EY is needed, or if we can transition this role to Company fully.

18
 C. Implementation Approach
2 We are successfully delivering remote and virtual teaming during COVID-19 restrictions, and are prepared to support you regardless of
the circumstances

Project management Project protocols Resource management Technology and enablement Reporting and communication
► Identify critical milestones & deliverables ► Develop formal escalation protocols to ► Assess team to determine fit for virtual ► Leverage EY IT resources to identify ► Establish practices to maintain engagement
► Identify key client address issues efficiently delivery (domestic & international) relevant technology required to support & connectivity of the team
stakeholders required to execute the ► Identify potential regulatory requirements ► Maintain contact lists for engagement team virtual delivery and client stakeholders during remote
engagement (including 3rd parties) (e.g. local data protection laws) and develop & key client stakeholders ► Understand client’s existing technology period
► Identify key document, compliance/reporting plan ► Consider opportunity to leverage GDS capabilities required to work remotely ► Establish robust communication protocols
system or data requirements ► Review relevant Company policies and & collaborate with EY (Do employees have & cadence to support virtual delivery (e.g.
► Establish expectations related to work laptops, remote capabilities, access to daily check-ins)
► Identify project requirements not suitable develop compliance plan hours, accessibility, travel, connectivity and internet, etc,)? ► Establish robust project management, status
for virtual delivery & develop alternative ► Develop contingent and business continuity communications for the team and client
delivery methods (e.g. secured workspace or plan for engagement stakeholders ► Assess security and data privacy risks reporting and budget-to-actuals to track
physical observation) ► Develop enablement to support working progress & identify adverse trends quickly
► Establish protocols for communicating & ► Establish metrics to assess performance and
► Identify inter-dependencies, constraints and approving scope & personnel changes provide timely feedback remotely and collaboration for EY ► Develop robust dashboard to assess &
program risks to be managed and client teams monitor the effectiveness of virtual delivery
► Consider cultural impact as remote working model & make required adjustments
may be rare in some geographies ► Establish appropriate level of technical
support for teams

Illustrative Client sponsor feedback about a recent Corporate Data Strategy

EY has conducted Virtual Workshop: “We had a great, just great workshop this
EY will leverage the numerous ‘virtual morning using ThinkTank. Three hours, highly engaged &
right tools to enable workshops’ with interactive.
virtual teaming and Company over the
facilitate remote past month engaging All 30 of the client executives joined the session for 3 hours and
delivery during the all levels of the provided over 250 pieces of input and feedback via the
EY ThinkTank: Virtual collaborative EY Survey Tool: Mobile-first
project – including platform used to engage participants in the same communications designed to drive engagement. organization with collaboration tool during the workshop.
room or around the globe. The tool can also be used
several tools we to gather real-time feedback through great success – The team did an exceptional job
already use to Click to play video on
Pulse surveys. ranging from planning, adjusting & executing.
collaborate with ThinkTank at EY strategy and data I heard & saw soooo many
Company in other management to positive comments about the
areas of the process governance structure & approach.”
organization. Microsoft Skype Company and intelligent
and EY share a Skype
Teams Federation automation.
Zoom
2 C. Implementation approach
Project and program risk come from many sources, but can be mitigated through our proven OTP process

►
► Our
Our tool is aa secure
tool is secure environment that meets
environment that meets all
all global
global data
data privacy
privacy and
and technology
technology security
security standards,
including GDPR
standards, including GDPR
►
► Our
Our environment
environment is hosted in
is hosted in Microsoft Azure and
Microsoft Azure maintained with
and maintained our information
with our information security
security standards
standards
Data security ►
► All client data
All client data shared
shared outside
outside of
of the tool is
the tool is password
password protected
protected or
or is
is passed
passed via
via an
an automated
automated feed
feed from
from
Data and access security represents
your
your systems leveraging encryption
systems leveraging encryption
one of the biggest project risks, along
with a single source of trust and
accurate reporting of financials.
Understanding how your
organization sets baselines for its ►
► All
All OTH
OTH users
users all
all have
have aa unique
unique set set of
of credentials
credentials to
to log
log into
into the
the tool
tool
financials, tracks against targets, and
Each
Each users
users account
account is
is aligned
aligned toto aa set
set of
of specific
specific user
user roles.
roles. These
These roles
roles drive
drive credentials
credentials in
in the
the tool,
then monitors actuals during multiple
cross-functional and cross stream
User access ►
►
limiting which data a specific user can and cannot view and has access to edit
tool,
limiting which data a specific user can and cannot view and has access to edit
programs is critical and key to Admin
►
► Admin users
users have
have the
the ability
ability to
to identify
identify aa certain
certain users
users access
access rights
rights
measuring the success of programs.
Without having a close pulse on this,
the program is at risk of not being
considered a success.
►
► Benefit tracking and
Benefit tracking and headcount
headcount changes
changes are
are pulled
pulled directly from your
directly from your HR systems, eliminating
HR systems, eliminating issues
issues of
of
Financial accuracy and data timeliness
accuracy and data timeliness
accuracy ►
► Position-level forecasting and
Position-level forecasting tracking allow
and tracking allow for
for aa more
more transparent
transparent view of planned
view of planned and
and pending
pending
actions
actions (as
(as well
well as
as actions
actions that
that are
are behind
behind schedule)
schedule)
►
► Insights
Insights are provided into
are provided into other
other sources
sources of
of value
value leakage
leakage (such
(such as
as contractor
contractor backfills
backfills and
and unapproved
unapproved
new hires)
new hires)

20
D. Why EY

21
3 Why OTH

A solution, Supports full position Aligned to [Client]

Enterprise-grade solution management life cycle Proven org design goals
not a tool
► Scalable solution that can start at a ► The OTP solution includes: ► Designed to facilitate end-to-end ► Solution deployed over ► Solution also included as part of
functional level and grow to position and talent management, 30 times EY’s HR Transformation proposal
► Technology
include all 150,000 employees including: to support HR position
► Ongoing tool development for
► Process management
► Built on a robust Microsoft cloud ► Org design and cost modeling continued enhancement and ease
platform ► Consulting support services of use ► Significant gains in having a
► Talent selection
common TO toolset across
► Timely data updates for more ► Designed to facilitate rapid design ► Client reference contacts available
► Talent planning Enterprise Transformation for speed
informed decision-making efforts upon request
and consistency
► Internal and external reporting
► Role-based security for
transparency and control ► Benefits realization
► Value leakage mitigation

22
 How we drive efficiency
3 The OTH platform was designed to streamline organization and talent planning decisions to get work done faster so you realize your
transformation goals

Typical actions that are condensed into one decision in OTH

Org design and talent selection spreadsheet maintenance for decision collection

1:7
Org design span of control and layers analysis of current and future state

Headcount cost modeling, planning, and forecasting

Efficiency ratio: Severance and accrual tracking

1 action in OTH replaces
7 actions without OTH Financial tracking progress reports

Creation of org charts

HR system mapping and data conversion

23
3 What we bring to Company
We bring leading practices and lessons learned from the largest transformations in the market to help you navigate your future programs

Valuable services for [Client] enterprise Valuable services for [Client] HR business partners

OTP defines a structured planning process, enabled by a technology platform – tailored

Drive a holistic organization and talent planning process that can be adapted, accelerated
for your specific needs. This integrated capability enables a core OTP team to pivot and adapt
and phased as needed against timelines set by the business.
as timelines and business objectives evolve.

Guide business leaders in the translation of transformation changes into realistic Our experienced team brings practical strategies to support your HRBPs and OTP team,
organization and talent changes, given cultural and country differences, time pressures, and from strategic guidance about options for organization design structures based on industry
benefit targets. practices to talent optimization techniques.

Our approach sets the stage to generate and maintain a view of both the current state and
Enable enterprise views of planning progress while still facilitating each BU/Function’s and
future state planning decisions at an enterprise level, while also creating a modeling and
transformation programs planning cadence.
planning environment at a BU/Function/program level.

Align with the broader position planning, tracking and capturing transformation progress Using the OTP solution, we can provide you with a single source of truth for headcount
transparently at the enterprise level. planning and tracking, which can be linked to broader benefits reporting.

Our proprietary OTH tool can serve as your normalized data platform to bring employee
Aggregate employee and contractor data for the whole of the transformed business,
and contractor data together for integration planning. We have done this with all major HRIS
ensuring all employees are accounted for.
platforms, as well as with custom systems.

Provide reports or feeds for integrated downstream systems before integrating HRMS OTP can provide transformation progress reports or extracts for HRBPs and business
platforms and accelerate the integration of employees. leaders to report on planned and realized progress toward transformation goals.

24
3 What others have said about us
Accolades for EY’s OTP solution

Global Life Sciences, Pharmaceuticals, and Chemicals

Company
“We want to exploit OTP as a platform for the HR organization in
the future - independent of any transaction. This transaction as a
first step is essential, but beyond that it’s about having an "EY
cloud" solution accessible for future business portfolio changes
and for managing HR strategically and truly globally.”
9th ANNUAL 10th Annual
INTERNATIONAL International M&A
M&A AWARD Award (2018)
(2017) Product/Service Of
The Year Global ERP & Software Company
Product/Service Of
The Year “At a minimum, we expect to continue our pace of six to eight
acquisitions per year, which will require a consistent and
scalable technology to accelerate the integration of those
11th ANNUAL 16th ANNUAL acquired employees into our corporate plans, programs and
INTERNATIONAL M&A ADVISOR internal systems”
M&A AWARD AWARDS
(2019) WINNERS (2017)
Product/Service Product/Service Of
Of The Year The Year
Global Healthcare & Life Sciences Company
“We need to restructure our global quality organization,
realigning the org structure, workforce footprint, and key
17th ANNUAL M&A ADVISOR talent while reducing headcount costs and increasing
AWARDS WINNERS (2018) effectiveness in line with Project [ABC] strategy”
[Link] Product/Service Of The Year
[Link]
E. Pricing and
Assumptions
4 Assumptions

Our approach and fees provided as part of this proposal are based on the
following assumptions:

► All security reviews will be completed prior to go live, per the proposed implementation timeline on Slide 23
► Company will obtain approval in advance from all parties to share data with EY and any personal data provided to EY has
been processed in accordance with data privacy laws
► The proposed timeline is dependent on the ability to gain approval at each stage of the TGRC process within the proposed
implementation timeline
► Company is responsible for training new users on OTH after the go-live and hypercare period are complete
► EY will process and load up to three data sources. Delays in processing of data as a result of data quality issues will impact
timeline and fees
► Company data provided to EY will meet the data requirements agreed to during the data workshops. We will not perform
data cleansing of Company source data
► The timeline is dependent on EY receiving data fields and sample data within 5 days of the project start date, and a
complete data file within 10 days of project start. Delays in receiving either the sample data or the full data set will impact
the go-live date
► All requirements, the tool user interface and product support documentation will be in English
► Training content can be provided in English, Spanish, Portuguese and German with translation to additional languages if
needed. EY also has the ability to conduct training in English, Spanish, Portuguese and German. Training to be completed
in additional languages will be conducted by Company
► The tool will be used only by EY and Company. EY must provide approval for any third-party access to OTH
► The monthly support fee does not include additional training content updates for future releases

27
F. References
5 Reference 1: Specialty retail company

Project overview:
Separation to stand up of large Multi-faceted HR transactions support, including Organization & Talent Planning (OTP) consulting services enabled by EY’s Organization & Talent
Hub (OTH) technology to enable the design of the two future companies.
specialty retail company in
US Scope and value delivered:
• Provided strategic PMO and HR transaction advisory services as primary third-party HR advisor to client organization. Provide structure,
governance, and coordination across the organization.
Client description:
• Supported enterprise-wide org design, talent selection, and implementation of related decisions leveraging EY’s methods, processes and hands-on
• A prominent retail leader in the US announced the support.
separation of its largest brand with the intent of a tax-free
spin-off for shareholders. • Supported organization and talent planning with EY’s proprietary OTH technology platform. Supported non-HR stakeholders with critical
organizational and cost data that reflects both combined current state and planned future state.
• The separation affected a global organization of
• Position-by-position tracking of the future state organization which allowed the for ultimate implementation of design strategy.
approximately 135,000 employees globally.
• Provided guidance and tools to facilitate a fair and efficient talent selection process to ensure the best employees are kept in the right positions in
the organization.
• Conducted analytics to support other parts of the organization in separation activities including; Real Estate, Finance, Legal, Tax and Accounting.
• Distributed HR user model, supporting Org Design owners, Talent Selection owners, Local/Regional HR for on and off-boarding (65+ users
globally).

29
5 Reference 2: Managed healthcare company

Project overview:
HR Transformation to support HR transformation support at the enterprise level, including Organization & Talent Planning (OTP) consulting services enabled by EY’s
Organization & Talent Hub (OTH) technology to provide organizational and talent planning services across client’s three market groups.
enterprise cost cutting at large
healthcare company Scope and value delivered:
• Support consolidation of HR data across multiple business units, regions and legacy organizations, loading over 220,000 enterprise-wide
employees into OTH
Client description:
• Support org design, talent selection, and implementation of related decisions leveraging EY’s methods, processes, and hands-on support
• A prominent insurance and healthcare company in the US
announced plans for a strategic cost-savings initiative over • Enable HR Business Partners to track plan vs. actuals of headcount cost related to various strategic initiatives
the next 5 years • Position by position tracking of the future state organization which allows the for ultimate implementation of design strategy
• The client has a total workforce of 300,000 with 220,000 • Conduct multiple training workshops for HR Business Partners, including current/future state organization assessment, high level organization
employees in the OTH tool design, and transition to OTP process

30
5 Reference 3: Package delivery and supply chain management company

Project overview:
Support sustainability of The client, a multinational package delivery and supply chain management company, needed to conduct a more accurate and more efficient census of
employees and open positions based on where cost for the position is charged, as well as track financial impacts of transformation from staffing.
staffing savings from
transformation initiatives Scope and value delivered:
• Utilize the OTH platform to assist the client to develop future state org design using scenario planning capabilities to model, plan and manage
organizational and talent changes and financial impacts.
Client description:
• Develop training materials for Train-the-Trainer model for client-identified Super Users.
• The client is one of the leading package delivery and
supply chain management companies • Provide training for new end users, as well as side-by-side coaching for new end users on an as-needed basis.

• The client has a total workforce of 120,000 employees • Implemented data cleansing controls and reporting and helped to accelerate cleanup of errors in employee data.
housed in three HR systems • Eliminate much of current manual tracking work in maintaining staffing cost plans through the Zero Based Budgeting team.
• Improve reliability of current complex, manual census and cost plan verification process.
• Support client’s use of the OTH platform while they transitioned to Workday
• Model, plan and manage organizational and talent changes and financial impacts

31
G. Appendix

32
6 Report screenshots
Organizational hierarchy within platform

Inactive terminated positions

Planned retained positions in

future

New vacant position in future

Planned eliminated positions in

future
6 Report screenshots
Exportable org chart in PowerPoint or PDF

Both PowerPoints and PDFs

are interactive, allowing the Supply Chain Strategy Director
user to select the arrow and
Steed, Gerard
jump directly to the page
where that person’s United States PA
organization begins. 1 1

Supply Chain Strategy Senior Manager Supply Chain Strategy Senior Manager Supply Chain Strategy Senior Manager Supply Chain Strategy Senior Manager
Hembree, Maria E
United States DE United States PA United States PA United States WV
0 1 0 1 0 1 0 1

Supply Chain Strategy Senior Manager

Desengano, Sara
Each box is customizable by
United States DE Company may use conditional
Company, with up to 10 different data
1 2 color schemes to identify
certain aspects within the data, points within it.
such as, if the position is
Supply Chain Strategy Manager planned to be retained or
eliminated in the future.
United States DE
0 1
6 Report screenshots
Power BI report #1 – Current span of control

Spans of control analysis | Review current state spans and layers breakdown

Powered by
6 Report screenshots
Power BI report #2 – Future span of control

Spans of control analysis | Review planned spans and layers breakdown

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6 Report screenshots
Power BI report #3 – Future state org compensation 1

Future state snapshot to date

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6 Report screenshots
Power BI report #3 – Future state org compensation 2

Future org design analysis | Review headcount and headcount cost comparison

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6 Report screenshots
Power BI report #4 – Current state demographic analysis

Demographic analysis | Review current employees’ gender, current age, age at hiring and years of service information

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6 Report screenshots
Power BI report #5 – Future state demographic analysis

Demographic analysis | Review planned employees’ gender, current age, age at hiring and years of service information

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6 Report screenshots
Power BI report #6 – Current state grade-stacking analysis

Grade-stacking analysis | Identify positions that have the same job level as their manager’s position

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6 Report screenshots
Power BI report #7 – Future state grade-stacking analysis

Grade-stacking analysis | Identify planned positions that have the same job level as their manager’s position

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6 Report screenshots
Power BI report #8 – Synergy analysis

Synergy analysis

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6 Report screenshots
Power BI report #9 – Change analysis

Change analysis | Assess position that have been impacted in the organization

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EY | Assurance | Tax | Transactions | Advisory

About EY
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