Total 645 words used.
Fidelity National Financial, Inc. (FNF) is the largest title and escrow company in the US. I joined FNF in late 2022 as their first CHRO, as the new CEO wanted to elevate the role of Human Resources at FNF and expand our offerings. At that time, rising interest rates, historically slow housing market, and rising inflation were having a significant impact on our employee’s income and financial stress. Additionally, our mental health claims increased by 300% from 2021-2022, so we made significant benefit enhancements to provide greater mental, physical and financial health resources for our employees.
We improved our mental health resources by increasing our free EAP 1:1 counseling visits from 3 to 6 per issue, and we offered free CuraLinc Wellness programs for work-life balance and mental health. We also added free CALM premium app subscriptions for mental wellbeing support for all employees and their families.
For physical health, employee cost savings, and greater diversity in our offerings, we implemented free Quantum Health advocacy services for employees to maximize benefits. As of 2Q24, we have 83% engagement with members who had a claim and a 63 NPS satisfaction score (industry average is 30). We implemented free Rx Savings Solutions for prescription discounts ($900K YTD Savings), as well as free Prudent Rx for those on non-HDHP plans to save on specialty medications ($1.8M YTD savings). We also eliminated the 60-day benefit waiting period, so new hires are now eligible for benefits the first of the month after start date.
Schedule flexibility and time off for self-care and cultural celebrations are important for good work / life balance, so we increased Bereavement Leave up to 5 days, we expanded Paid Parental Leave (PPL) to be taken within the first 12 months after birth or adoption, and we added Juneteenth as an additional paid holiday, bringing us to 11 paid holidays annually (According to BLS, US Avg. is 8). Many FNF employees have been with the company for years, so we significantly enhanced (doubled) the value of gifts in our Service Award Program and updated our award selections to support the six generations working at FNF.
Financial stress has been steadily increasing for many Americans, and FNF employees have been further stressed by the slow housing market and dramatic decline in our core business. To ensure we met the needs of our diverse employee base, we implemented multi-faceted financial tools for their unique needs. The FNF employee population is 70% female, and we identified that they were contributing significantly less than our male employees. We launched a ‘Women are Doers’ 401k Savings Campaign, which decreased the gap between deferral rates by 50%! This campaign won a 2024 Eddy Award and 1st Place PSCA Award. Additionally, 40% of our employees are aged 45 and older, so we increased our ‘Hello Retirement’ content and sessions, and attendance increased by 400% YOY.
In this day and time of highly competitive markets and tremendous changes in remote and hybrid work environments, it is more critical than ever for leadership development training to be aligned to their development needs as well as business objectives. We spent over a year to learn about the business needs and skill gaps across the enterprise, where we concluded the critical importance of building our Elevating the Employee Experience-Manager Success Workshop Series. The modules are delivered in-person or via Teams and all include experiential learning activities with assessments. This program which won Best Development Program for Frontline Leaders – Silver Brandon Hall HCM Excellence Award.
We have received great feedback on these new programs. Our voluntary turnover has decreased from 19% in 2021, to 8% in 2023 and 2024 YTD. We continue to solicit feedback and analyze benefit utilization data to find other areas we can make meaningful investments for our employees’ wellbeing. We are proud of these accomplishments and even prouder to work at FNF.
Nomination Title: FNF Human Rsources Team
