Bright Horizons Family Solutions Inc. · NYSE:BFAM

Bright Horizons Family Solutions — The Ultimate HR Challenge? Complimentary Webinar from Bright Horizons (June 2012)

44 slides from Bright Horizons Family Solutions's conference presentation, June 2012

1. Slide 1: Complimentary Webinar from Bright Horizons

   Al Complimentary Webinar from Bright Horizons Bright Horizons ‘

2. Slide 2: The Ultimate HR Challenge?

   The Ultimate HR Challenge? Achieve your strategic goals while meeting your employees' priorities Speakers: Children’s Healthcare of Atlanta: Beth Strickland, Vice President, Total Rewards DLA Piper LLP (US): Stephanie Riedel, Benefits Manager – Work/Life Programs American Express Company: Jim Dwyer,

3. Slide 3: The Ultimate HR Challenge? Agenda

   The Ultimate HR Challenge? Achieve your strategic goals while meeting your employees' priorities Agenda  Introduction  Children’s Healthcare of Atlanta  DLA Piper LLP (US)  American Express Company Q&A

4. Slide 4: Who is Bright Horizons?

   A Family of. Solutions at Work” —

5. Slide 5: Partner of Choice, Employer of Choice

   Partner of Choice Employer of Choice  Celebrating 25 years, we are the most We believe that only by being an experienced provider of dependent care employer of choice, can we help our solutions partners achieve the same.  We partner with more than 80 of the  Named 12 times to FORTUNE’s “100 Best

6. Slide 6: The Company We Keep

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7. Slide 7: What's Behind Every Employee?

   What’s Behind Every Employee?

8. Slide 8: Our Family of Solutions at Work

   Our Family of Solutions at Work

9. Slide 9: The Impact

   The Impact  Improved recruitment/retention  Enhanced productivity/engagement  Reduced health care costs  Enhanced employee well-being Healthier employees, healthier organizations.

10. Slide 10: Audience Poll

    Audience Poll Which of the following work/life programs does your organization currently offer? (check all that apply)  Flexible work arrangements or telecommuting  Onsite child care center  Emergency back-up child and adult/elder care  College admissions/finance services  Tuition assistance pr

11. Slide 11: Children's Healthcare of Atlanta

    Children’s Healthcare of Atlanta

12. Slide 12: Beth Strickland, Vice President, Total Rewards

    Beth Strickland, Vice President, Total Rewards Beth has more than 18 years of experience developing and executing compensation and benefits strategies and programs, tying human resource initiatives to corporate strategic objectives while maintaining compliance with various employment laws. Beth has

13. Slide 13: Who Are We?

    Who Are We?  Children’s Healthcare of Atlanta, a not-for-profit organization, is committed to enhancing the lives of children through excellence in patient care, research, and education  Managing more than half a million patient visits annually at three hospitals and 17 neighborhood locations, Chi

14. Slide 14: The People Journey

    The People Journey 1998 – 2002 2003 – 2004 2005 – 2008 2009 – Today Integration People Strategy 88% Strong Enough Culture Employee Engagement to Care Enough Definition Promise Fortune’s 100 Achieved What’s Best Next? People Targets Programs Working Mothers Employer of Environmental Choice Shift

15. Slide 15: A Work/Life Strategy

    A Work/Life Strategy  Family and Dependent Care • Child Care: full-service, near-site • Back-up care: supports for infants through adult/elder • Working Family Support: baby showers, working-parent web page, Future Moms program  Other Work/Life Support • Job flexibility • Educational assistance •

16. Slide 16: Wellness

    Wellness Healthy vending Team challenges and support Dedicated nutritionists and cafeterias and fitness instructors Weight Watchers at Work

17. Slide 17: Child Care at Children's Healthcare of Atlanta

    Child Care at Children’s Healthcare of Atlanta  Offered since before 1998 merger  Adopted to target the needs of our demographics: • 82% women • 64% working mothers  Full-service, near-site child care • Back-up care for infants up to adults/elders  Back-up care for infants to adults/elders  Chi

18. Slide 18: Employee Feedback: Back-Up Care

    Employee Feedback: Back-Up Care “Our caregiver was EXCELLENT!! My son has some special needs, and she was wonderful with him.” “I have used the Back-Up Care Program twice and both times I have been very impressed with the services I’ve received—both from those I speak with on the phone to schedule t

19. Slide 19: Measuring the Impact

    Measuring the Impact  Child care: • 90% say it positively affects job performance  Back-up care: • 93% say it enhances productivity • 90% say it makes Children’s an employer of choice • Employees saved a collective 513 days over 12 months

20. Slide 20: Measuring the Impact: Retention

    Measuring the Impact: Retention Measure YTD Target State Three Year Retention Trend – All Employees 2011 92.0% 92.0% 2010 93.5% 89.0% 2009 94.1% 88.5% Three Year Retention Trend – RNs 2011 93.6% 92.0% 2010 97.1% 89.0% 2009 94.2% 88.5%

21. Slide 21: Measuring the Impact: Retention

    Measuring the Impact: Retention  92% retention for nurses exceeds goals  95% return-to-work rate following maternity leave; soared from 64% before the Back-Up Care Advantage Program® was introduced in 2005

22. Slide 22: Audience Poll

    Audience Poll Which of the following work/life programs is your organization considering offering in the next 12 months?  Flexible work arrangements or telecommuting  Onsite child care center  Emergency back-up child and adult/elder care  College admissions/finance services  Tuition assistance

23. Slide 23: DLA Piper LLP (US)

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24. Slide 24: Stephanie Riedel, Benefits Manager – Work/Life Programs

    Stephanie Riedel, Benefits Manager – Work/Life Programs Stephanie Riedel joined DLA Piper LLP (US) in April 2006 and is responsible for the management of the firm’s work/life and wellness programs. Stephanie has more than 25 years of professional experience, including management positions in Benefit

25. Slide 25: DLA Piper LLP (US)

    DLA Piper LLP (US)  29 U.S. offices  Total U.S. headcount of 2,700 • 1,500 are attorneys and other timekeepers  Everything Matters

26. Slide 26: Work/Life Programs

    Work/Life Programs  Back-up child and adult/elder care: Back-Up Care Advantage Program  College Coach®  EAP including resource and referral services • Massage reimbursement benefit  Health Advocate • Medical care and claims assistance  STRIDES Wellness Program  And more…

27. Slide 27: The Back-Up Care Advantage Program

    The Back-Up Care Advantage Program ® Program launched in 2000  Center-based back-up child care Expanded in 2008, to include:  In-home child care (as alternative to center-based care)  In-home mildly ill child care  In-home adult/elder care  Expanded program enables us to meet the needs of our g

28. Slide 28: College Coach

    College Coach  Launched program in 2007  Comprehensive topic offerings (from newborns to elementary, middle, and high school)  Five topics annually via live webinars  Available to all 29 offices across the country  Virtual Learning Center  Personal counseling sessions

29. Slide 29: Why and How the Work/Life Strategy Has Evolved

    Why and How the Work/Life Strategy Has Evolved  Economic factors  Technology  Workforce demographics

30. Slide 30: Measuring the Impact

    Measuring the Impact Back-up child and adult/elder care  Overall satisfaction rating: 94%  Utilization has increased by 75% in the last year  Registration has increased by 58% over the past two years  792 “days saved” in the past year College Coach  More than 3,000 uses in FY2010  Satisfaction

31. Slide 31: Employee Feedback

    Employee Feedback “It's nice that the firm appreciates that we have a home life to balance with work.” “Terrific benefit that most employers don't offer. DLA is a great company to work for, and providing top notch programs such as this is absolutely wonderful!” “Thought you should know I love this e

32. Slide 32: Employee Feedback

    Employee Feedback “This is the best "perk" that DLA offers their workers! We are now never stressed when we have to attend a work dinner or if Leslie, the primary caregiver, is sick or unavailable. It has relieved so much family stress having this service. Mark can do what he does best...work for DL

33. Slide 33: Audience Poll

    Audience Poll Which of the following human resources challenges is your organization currently seeking to address? (check all that apply)  Absenteeism  Engagement and productivity  Well-being  Recruitment  Retention  None of the above

34. Slide 34: American Express Company

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35. Slide 35: James Dwyer, American Express Company

    James Dwyer American Express Company Jim Dwyer is the Vice President of Employee Benefits for the American Express Company. He is the senior leader for several global HR functions at American Express: retirement planning, health and wellness, BPO services, work/life benefits, C&B communication, and

36. Slide 36: Company Overview: American Express Fast Facts (2010)

    Company Overview American Express Company Fast Facts (2010) Year Founded: 1850 Stock Symbol: AXP (NYSE) "For more than 150 years, the American Express brand Revenue: $27.8B has been our single, most Employees: 60,500 important asset." –Ken Chenault, CEO FORTUNE 100 Best Companies to Work For: 49

37. Slide 37: Evolution of Work/Life Strategy: 3 yr plan

    Evolution of Work/Life Strategy: 3 yr plan Changing from policies and programs to a culture of Work/Life Develop next generation of WorkLife while RECOGNIZED AS maintaining core programs 2012+ EXEMPLAR / BEST IN CLASS  Respond to new level of expectations Deepen value proposition and innovate TRANS

38. Slide 38: Integration of Work/Life Programs

    Integration of Work/Life Programs Work/Life at AMEX AMEX Kids Health & Wellbeing  Parents@Amex Network  Eldercare Services  Child Care  LifeWorks  Adoption Assistance  Top Doctors Financial NEW: Edu@aexp....  Ayco Answerline  Auto-home Insurance  Commuter Benefit  Employee Discounts

39. Slide 39: edu@aexp

    edu@aexp  Financial tuition assistance  Education counseling  Discounts at selected schools  Onsite degree programs  Onsite education fairs  Recognition for degree completion  Training series for parents on how to deal with your kids and college

40. Slide 40: Impact

    Impact  Increased employee engagement and morale  Financial savings for employees and American Express Company  Recognized as best employer

41. Slide 41: Measuring the Impact at American Express

    Measuring the Impact at American Express  Back-up care has saved 4,693 employee days in the last 12 months “This program is so valuable, especially for working parents as it is not always feasible to take off every time your child is sick. It was an easy process to get registered and to request bac

42. Slide 42: Sa) is © N om S oO — a = a

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43. Slide 43: Achieve Your Strategic Goals While Meeting Your Employees' Priorities

    Achieve Your Strategic Goals While Meeting Your Employees' Priorities Identify the right solutions:  Consider your organization’s demographics  Articulate organizational goals  Clarify employee priorities  Identify challenges you’re trying to solve Measure the return on your investment, includin

44. Slide 44: Q&A

    Q&A Please type your question in the question box on your screen. For more information about Bright Horizons, please contact us at (800) 453-9383 ext. 1600, e-mail [email protected], or visit www.BrightHorizons.com/EmployerSolutions

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