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HOW WE DEFINE LEADERSHIPTALENT MANAGEMENTFebruary 2021Company Proprietary and Confidential Information
MODULE CONTENTThis material is part of RNDC University. RNDC-U provides aTalent Managementstructured and blended learning experience for RNDC Associates.Our learning programs are based on a progressive training conceptanchored to the RNDC Leadership Competency Models. Thislearning curriculum is for new supervisors, managers, and middlemanagement roles.Our Talent PhilosophyAbout HR 101 2021 Republic National Distributing CompanyVersion 2How We Define LeadershipAll rights reserved. This material or any portion thereof may not bereproduced or used in any manner whatsoever without the expresswritten permission of the copyright holder except for the use of briefquotations in a business review.www.rndc-usa.comCompany Proprietary and Confidential Information2
RNDC TALENT PHILOSOPHYOur Talent Philosophy drives the RNDC Associate Success Roadmap which provides guidance on how to successfullymanage your career and workplace experience. We encourage our Associates to perform at their personal best so theycan achieve an enriching and progressive career at RNDC.We believe every Associate is a rolemodel of our Core Values andLeadership Competencies whichdefine how we behave as theSuccessful job performance andAssociates are rewarded for takingleadership potential provide clearaccountability to continually growthat our Associates strive for careerdistinction for our financialand learn. Conversely, a leader’ssuccess. As a result, the differentiationinvestment on an Associate’s careerproven ability to build a bench ofthat RNDC provides is a rewarding anddevelopment and totalstrong talent drives our success asengaging career experience for ourcompensation.the Distributor of Choice.Associates.beverage alcohol industry leader.Our talent philosophy is transparent soWe are providing you this specialized learning experience to ensure you performat “your personal best”. Understanding our human capital practices willenable you to build a strong and sustainable bench of talented and engaged Associates.Company Proprietary and Confidential Information3
ABOUT HR 101Human Resource disciplines are an integral component of our business model and the Associate Success Roadmap.Human Resource disciplines include Talent Management (recruitment, selection, onboarding, training, professional careerdevelopment, succession planning and talent reviews, performance management); Culture and Corporate SocialResponsibility; Inclusion and Diversity; Employment and Labor Law; Labor Relations; Communications; Total Rewards(benefits, compensation, and recognition) and HR Technology & Business Intelligence. As a highly professionalorganization, we all have an accountability to ensure these business disciplines are executed with excellence.This learning curriculum is titled HR 101 which explains important human resources practices at Republic NationalDistributing Company (RNDC). These people-related practices, also referred to as human capital practices, includeprocesses, policies, tools, and legal requirements on why and how we manage and lead our teams. Our Associates andteams are our most valuable asset at RNDC. Every supervisor and manager has a professional accountability to understandthese practices and role model the required leadership behaviors and Company standards to ensure we provide the bestworkplace experience and culture that engages and supports the overall well-being of our Associates.Company Proprietary and Confidential Information4
Company Proprietary and Confidential InformationHOW WE DEFINE LEADERSHIPLEADING THE CREATION OF MANY HAPPY HOURS5
LEADERSHIP COMPETENCIESWhat is leadership?Leadership has beendefined a thousandways over the course ofhistory. The commondefinition is always aboutthe ability to get positiveresults through inspiringand coaching otherswhile being a role modelof ethical behavior. Eachattribute of a leader,regardless of youroccupation or craft, ismade up ofcompetencies.Company Proprietary and Confidential InformationLeadershipCompetencies definethe most criticalleadership requirementsand job skills needed tohelp us face our futurebusiness challenges withconfidence andexecute ourfuture strategiessuccessfully.RNDC’s talentmanagement programswere developed bystudying leadershipcompetency modelsand through acomprehensive internalstudy of the RNDCworkforce by industrialpsychologists.6
RNDC LEADERSHIP COMPETENCY MODELThe RNDC LeadershipCompetency Models(LCM) distinguishes us asan industry leader as itrepresents theleadershipcompetencies neededto be successful in thisindustry regardless ofyour job role. Through ascientific approach, wehave validated reliableleadership attributesspecific to the RNDCbusiness strategy andworkforce.Company Proprietary and Confidential InformationLCM (LeadershipOur leadershipCompetency Model) iscompetency modelcomposed of:clearly defines Competencies – theworkforceknowledge, skills, and abilitiescompetencies ofassociated with effectivesuccess and behavioralleaders. Behaviors – the specific abilitystandards ofto demonstrate the actions ofexcellence.a competency.7
JOB FUNCTION AND JOB ROLEEach LCM is based on a Job Function and Job Role.Job functions Sales Operations AdministrationJob roles Individual Contributor - Has a role as a member of a formal teambut no supervisory responsibility or accountability for a process Manager - Has the formal privilege of leading people orresponsibility for a key process Executive - Has ultimate accountability for shaping and/or drivinga function or company-wide CO)IndividualContributorAdministration( ions(EO)ExecutiveAdministration(EA)This results in nine (9) distinct leadership competencymodels.Company Proprietary and Confidential Information8
COMPETENCIES BY JOB ROLEIndividual ContributorManager Support Continuous Improvement Solve Problems Through Collaboration Plan and Prioritize Deliver Supplier Satisfaction Communicate Effectively Deliver Customer Satisfaction Execute Results Demonstrate Professionalism Implement Continuous Improvement Negotiate Conflict Through Collaboration Focus on Profitability Build Supplier Satisfaction Attract, Coach, and Promote Talent Create Customer Satisfaction Manage Execution to Attain Results Demonstrate ProfessionalismYou will be asked to ratethese competencieswhen you completeperformance reviews ortalent assessments.Company Proprietary and Confidential InformationExecutive Champion Continuous Improvement Negotiate Conflict Through Collaboration Deliver Profitability Strengthen Supplier Satisfaction Develop Talent and Build the Bench Win Customer Loyalty Drive Execution to Attain Results Demonstrate Professionalism9
DEFINITIONS OF MANAGER ts ContinuousImprovementBehaviors which result in the improvement of existing processes or development of new processes leading togreater efficiency. It also includes the implementation and management of change, effective business judgmentand critical thinking, and having a systemic perspective of the business.Negotiates Conflictthrough CollaborationBehaviors that involve the resolution of conflict, seeking win-win outcomes, picking battles carefully, and dealingwith people in a respectful and straightforward way. This means dealing directly with other functions, creating ateam approach to problems and discouraging a we vs. them mindset.Attract, Coach &Promote TalentBehaviors that contribute to the development of the skills and knowledge of direct reports. This competencyincludes creating a learning and training environment, coaching and providing feedback, and developingpeople’s careers.Focus on ProfitabilityBehaviors which have a direct impact on profitability, outside of process improvement activities.Build Supplier SatisfactionBehaviors that involve direct interaction with suppliers which lead to increased satisfaction on the part of thesupplier. Includes developing strong working relationships, understand and responding to supplier opportunities,being proactive and a good business partner.Create CustomerSatisfactionBehaviors that involve direct interaction with external customers (trade/market) and lead to increased satisfactionon the part of the customer. Includes creating a culture of customer excellence, being responsive to needs, etc.Manage Execution toAttain ResultsBehaviors which involve managing people to accomplish goals, including performance management, effectivedelegation, creating accountability, ensuring high standards and clear goals, etc. This competency includesidentification of priorities and actions that have the greatest impact on outcomes and business results.DemonstratesProfessionalismBehaviors that contribute to creating an environment of respect and professionalism. Demonstrates excellentcommunication skills; high integrity; personal responsibility and initiative; treats people with respect; encouragesdiversity; maintains a positive, professional demeanor; and is serious-minded about responsibilities.Company Proprietary and Confidential Information10
BEHAVIORS FOR EACH COMPETENCY FORSALES LEADERSImplements Continuous ImprovementNegotiates Conflict throughCollaborationFocus on ProfitabilityAttract, Coach & Promote TalentIs open to change and new ways of doingthings.Gathers information and brings the rightpeople together to determine the best courseof action.Is proactive in identifying ways to reducespending and control costs.Places the right people into the right rolesbased on their skills and abilities.Regularly searches for ways to improveprocesses and increase business efficiencies.Identifies and addresses issues before theybecome major problems.Evaluates decisions for their impact on thebottom line.Demonstrates an active interest in peoples'career goals and progression.Identifies and shares best practices with teammembers.Handles conflict in a timely, straightforwardand professional way.Streamlines and reorganizes to improveefficiencies.Demonstrates a commitment to coachingand developing team members.Fully leverages tools and technology toincrease efficiency and productivity.Is fair-minded and objective when resolvingtough issues.Is a responsible steward of the company'sassets.Identifies and implements training programs tobuild skills and improve performance.Keeps people informed prior to andthroughout major change initiatives.Negotiates skillfully while maintaining positiverelationships.Understands the financial business reviewprocess.Demonstrate ProfessionalismPresents self as a professional in both behaviorand appearance.Manage Execution to Attain ResultsMaintains high standards of excellence foremployees.Create Customer Satisfaction - SalesBuild Supplier Satisfaction - SalesCreates an environment where customersatisfaction is a top priority.Develops and maintains open and trustingrelationships with suppliers.Conducts his or herself with honest and integrity. Holds people accountable for theirresponsibilities and goals.Works as a business partner with customers toincrease their success and profitability.Demonstrates high levels of responsiveness inmeeting supplier needs.Treats people with respect and courtesy andvalues the differences in people (e.g., culture,ethnicity, perspectives)Provides people with the resources and toolsnecessary to complete tasks. Ensures thatmeetings are organized, efficient andpurposeful.Ensures team responsiveness and followthrough to customer needs.Ensures that the sales force understands andprioritizes suppliers’ goals.Models hard work, initiative and personalcommitment to the job.Tracks and manages team members’performance against goals and priorities.Builds trusting relationships with customers.Proactively partners with suppliers to grow theirbusiness.Delegates tasks and responsibilities to the right level,Has a positive and energetic attitude aboutwhile remaining appropriately involved. Is flexiblework and its challenges. Maintains composureand realigns resources when plans and prioritiesunderCompanypressure. Proprietary and Confidential Informationchange.11
BEHAVIORS FOR EACH COMPETENCY FOROPERATIONS LEADERSImplements Continuous ImprovementNegotiates Conflict through CollaborationFocus on ProfitabilityAttract, Coach & Promote TalentIs open to change and new ways of doingthings.Gathers information and brings the right peopletogether to determine the best course of action.Is proactive in identifying ways to reducespending and control costs.Places the right people into the right rolesbased on their skills and abilities.Regularly searches for ways to improveprocesses and increase business efficiencies.Identifies and addresses issues in a timely,straightforward and professional way before theybecome major problems.Evaluates decisions for their impact onthe bottom line.Demonstrates an active interest in peoples'career goals and progression.Identifies and shares best practices with teammembers in order to broaden the understanding ofhow business works.Promotes an atmosphere of teamwork and collaborationacross the business. Actively listens to others and ensuresunderstanding of their viewpoints.Streamlines and reorganizes to improveefficiencies.Demonstrates a commitment to coaching anddeveloping team members.Fully leverages tools and technology toincrease efficiency and productivity.Is fair-minded and objective when resolving toughissues.Is a responsible steward of thecompany's assets.Identifies and implements training programs tobuild skills and improve performance.Keeps people informed prior to andthroughout major change initiatives.Negotiates skillfully while maintaining positiverelationships.Understands the financial businessreview process.Demonstrate ProfessionalismPresents self as a professional in both behaviorand appearance.Manage Execution to Attain ResultsMaintains high standards of excellence foremployees.Create Customer Satisfaction - SalesBuild Supplier Satisfaction - SalesCreates an environment where customersatisfaction is a top priority.Develops and maintains open and trustingrelationships with suppliers.Conducts his or herself with honest and integrity. Holds people accountable for theirresponsibilities and goals.Works with other divisions (sales, admin) tocreate the best outcomes for customers.Demonstrates high levels of responsiveness inmeeting supplier needs.Treats people with respect and courtesy andvalues the differences in people (e.g., culture,ethnicity, perspectives)Provides people with the resources and toolsnecessary to complete tasks. Ensures thatmeetings are organized, efficient andpurposeful.Responds to customer complaints in a timely,constructive and respectful manner.Is positive and constructive in working withsuppliers.Models hard work, initiative and personalcommitment to the job.Tracks and manages team members’performance against goals and priorities.Sets and enforces high standards of accuracyand timeliness of delivery.Is persistent in working through problems withsuppliers.Delegates tasks and responsibilities to the right level,Has a positive and energetic attitude aboutwhile remaining appropriately involved. Is flexiblework and its challenges. Maintains composureand realigns resources when plans and prioritiesunderCompanypressure. Proprietary and Confidential Informationchange.Shifts priorities quickly to meet the needs ofcustomers.12
BEHAVIORS FOR EACH COMPETENCY FORADMINISTRATIVE LEADERSImplements Continuous ImprovementNegotiates Conflict through CollaborationFocus on ProfitabilityAttract, Coach & Promote TalentIs open to change and new ways of doingthings.Gathers information and brings the right peopletogether to determine the best course of action.Is proactive in identifying ways to reducespending and control costs.Places the right people into the right rolesbased on their skills and abilities.Regularly searches for ways to improveprocesses and increase business efficiencies.Identifies and addresses issues in a timely,straightforward and professional way before theybecome major problems.Evaluates decisions for their impact on thebottom line.Demonstrates an active interest in peoples'career goals and progression.Identifies and shares best practices with teammembers.Promotes an atmosphere of teamwork and collaborationacross the business. Actively listens to others and ensuresunderstanding of their viewpoints.Streamlines and reorganizes to improveefficiencies.Demonstrates a commitment to coachingand developing team members.Fully leverages tools and technology toincrease efficiency and productivity.Is fair-minded and objective when resolving toughissues.Is a responsible steward of the company'sassets.Identifies and implements training programsto build skills and improve performance.Keeps people informed prior to andthroughout major change initiatives.Negotiates skillfully while maintaining positiverelationships.Understands the financial business reviewprocess.Demonstrate ProfessionalismPresents self as a professional in both behaviorand appearance.Manage Execution to Attain ResultsMaintains high standards of excellence foremployees.Create Customer Satisfaction SalesBuild Supplier Satisfaction - SalesProduces accurate and timelyinformation for customers.Asks questions to clarify understandingbefore determining best solutions.Conducts his or herself with honest and integrity. Holds people accountable for their responsibilities andgoals.Actively engages and listens to customersto understand their needs.Thinks systematically and identifies the rootcauses of problems.Treats people with respect and courtesy andvalues the differences in people (e.g., culture,ethnicity, perspectives)Provides people with the resources and toolsnecessary to complete tasks. Ensures that meetingsare organized, efficient and purposeful.Treats all customers with courtesy andrespect.Makes decisions based on the big picturerather than a purely functional perspective.Models hard work, initiative and personalcommitment to the job.Tracks and manages team members’ performanceagainst goals and priorities.Takes initiative and personal responsibilityfor solving customer problems.Has a broad understanding of how thebusiness works.Delegates tasks and responsibilities to the right level, whileHas a positive and energetic attitude aboutremaining appropriately involved. Is flexible and realignswork and its challenges. Maintains composureresources when plans and priorities change.underCompanypressure. Proprietary and Confidential InformationGathers and evaluates information anddata from multiple sources to make the bestdecision.13
THE LCM IS THE CORE OF TALENT MANAGEMENTTHE RNDC LEADERSHIP COMPETENCY MODEL IS USED TO EMPHASIZE, MEAS URE, AND DEVELOPNECESSARY SKILLS FOR SUCCESS.Our Leadership Competency Model improves our ability to attract and retain top talent byclearly establishing a leadership brand. Most importantly, a defined LCM is the core toexcellent talent management practices.We use ourLCMs in allour peoplepractices.On Boarding &Training BestPracticesRecruitmentStrategyCompany Proprietary and Confidential g14
KEY LEARNINGS FOR YOUAs a New ManagerAs a HR ProfessionalLeadership requires certain competenciesand behaviors. At RNDC, we havecompany and industry LCMs.The RNDC LCMs are foundational to all thetalent management practices.Our LCMs are hard-wired into all our peoplepractices. Focusing on these competenciesis important in coaching others.HR plays an important role in building thecapability of others through focusing onleadership competency improvement.You are a RNDC Leader. It is youraccountability to role model the leadershipcompetencies for your job role.You are a RNDC Leader. It is youraccountability to role model the leadershipcompetencies for your job role.Company Proprietary and Confidential Information15
YOUR ROLE AS A RNDC LEADERThe foundation of our success is grounded in the core values of family, service, accountability, honesty, and professionalism.We are an industry leader known for exceptional professional development and career advancement that delivers excellencein long-term sustainable business results and job satisfaction. We offer a vibrant culture for professionals who desire a workexperience that makes them feel accomplished, challenged and engaged. Simply stated, relationships and belonging matterat RNDC. Our Associates genuinely care about the people and communities they serve. Every day, our Associates are inspiredto challenge themselves and achieve the fulfillment that comes from making valuable contributions to a successful andthriving organization.Every RNDC Leader has accountability to understand our human capital practices and role model the required leadershipbehaviors and Company standards to ensure we provide the best workplace experience and culture that engages and growsour Associates. We appreciate your leadership and commitment to our standards of excellence and vision at RNDC.Our vision is to be the national distributor of choice of beverage alcohol producers who value the three tier system,building branded products and profitability for all parties involved, and serving the needs of our associates, suppliers,customers and community.Company Proprietary and Confidential Information16
leadership attributes specific to the RNDC business strategy and workforce. Our leadership competency model clearly defines workforce competencies of success and behavioral standards of excellence. LCM (Leadership Competency Model) is composed of: Competencies –the knowledge,
