Insperity Enters Strategic Alliance with Club Managers Association of America

HOUSTON–(BUSINESS WIRE)–

Insperity, Inc. (NSP), a leading provider of human resources and business performance solutions for America’s best businesses, today announced a strategic alliance with the Club Managers Association of America (CMAA), the professional association for managers of membership clubs. Under the terms of the agreement, Insperity is designated as The Official HR Solutions Provider of CMAA.

“This relationship presents Insperity with an excellent opportunity to introduce our comprehensive suite of human resources and business performance solutions to thousands of CMAA members across the country,” said Richard G. Rawson, Insperity president. “We are excited about this strategic alliance and pleased to serve as The Official HR Solutions Provider of CMAA.”

The membership club industry is an ideal fit for Insperity to offer its core Workforce Optimization® solution, which includes health care reform support, administrative relief and Fortune-100 level employee benefits. This solution enables club managers to spend less time focused on the administrative aspects of the club and more time to enhance the membership experience.

“CMAA is thrilled to welcome Insperity to the $19 billion club industry as our premier human resources provider,” said Jim Singerling, CCM, CMAA chief executive officer. “The amount of resources Insperity brings, from payroll services to health care reform support, is unparalleled in our marketplace. We are excited to team with Insperity as we look to lighten the administrative burden on our members and their clubs.”

For more information about the strategic alliance between Insperity and CMAA, visit http://www.insperity.com/cmaa.

About CMAA

The Club Managers Association of America is the professional Association for managers of membership clubs. CMAA has close to 6,500 members across all classifications. Manager members operate more than 2,500 country, golf, city, athletic, faculty, yacht, town and military clubs. The objectives of the Association are to promote and advance friendly relations among persons connected with the management of clubs and other associations of similar character; to encourage the education and advancement of members; and to assist club officers and members, through their managers, to secure the utmost in efficient and successful operations.

About Insperity

Insperity, a trusted advisor to America’s best businesses for more than 27 years, provides an array of human resources and business solutions designed to help improve business performance. Insperity® Business Performance Advisors offer the most comprehensive suite of products and services available in the marketplace. Insperity delivers administrative relief, better benefits, reduced liabilities and a systematic way to improve productivity through its premier Workforce Optimization® solution. Additional company offerings include Human Capital Management, Payroll Services, Time and Attendance, Performance Management, Organizational Planning, Recruiting Services, Employment Screening, Financial Services, Expense Management, Retirement Services and Insurance Services. Insperity business performance solutions support more than 100,000 businesses with over 2 million employees. With 2012 revenues of $2.2 billion, Insperity operates in 57 offices throughout the United States. For more information, visit http://www.insperity.com.

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NFL Mimics Investment Bank With Gulliver Generating Alpha to Win

Robert Gulliver, the NFL’s first
vice president of human resources, is the latest example of how
league employees increasingly need the same skills as finance
professionals.

The former Wells Fargo & Co. executive, who joined the
National Football League in 2010, even brought with him a nine-box talent assessment protocol that he utilized for two decades
on Wall Street. Executive search professionals say the league
that last season generated almost $10 billion in revenue from a
variety of sources, mimics an investment bank these days.

“The NFL is the Goldman Sachs (GS) of sports leagues,” said
Liz Boardman, who conducts senior-level assignments at executive
search firm Russell Reynolds, where she specializes in sports
organizations. “The head of HR, they carry and represent the
culture. He knows the talent that needs to be there.”

Gulliver, 43, said he joined the most-watched U.S. sports
league when there was “a lot of receptivity” to making
whatever changes were necessary to maximize personnel. He
brought with him practices like the nine-box assessment, which
evaluates employees’ contribution to the organization and their
potential levels of contribution.

“Winning in this business comes down to people as a
competitive advantage. That’s very similar to working in the
investment management space, where your product, your generation
of alpha, really comes from your people and leveraging and
tapping into the insights of your people making decisions,”
said Gulliver, using the term for measuring performance on a
risk-adjusted basis. “Generating alpha is winning on Wall
Street.”




Photographer: Chris Goodney/Bloomberg

Robert Gulliver, executive vice president and chief human resources officer of the… Read More

Robert Gulliver, executive vice president and chief human resources officer of the National Football League, stands for a photograph at the NFL offices in New York, on Jan. 27, 2014. Close

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Photographer: Chris Goodney/Bloomberg

Robert Gulliver, executive vice president and chief human resources officer of the National Football League, stands for a photograph at the NFL offices in New York, on Jan. 27, 2014.

Human Capital

Gulliver’s boss, Commissioner Roger Goodell, with whom he
speaks every day, isn’t the easiest to please, said Eric Grubman, the league’s executive vice president of business
ventures and a former Goldman Sachs investment banker.

“Goodell is not someone who you can say, ‘Hey, I can get
you 75 percent of what you want,’” Grubman said. “That’s a
really bad answer for the commissioner.”

The NFL, which will stage its Super Bowl on Feb. 2 at
MetLife Stadium in East Rutherford, New Jersey, has what
Gulliver called a human capital agenda that mirrors what he used
in finance. It focuses on key drivers that include talent
management, employee and leadership engagement, rewards and
recognition, and diversity and inclusion, which received a lot
of attention after a Miami Dolphins player this season was
accused of bullying a teammate who left the club.

Signature Initiative

One of Gulliver’s signature initiatives was the creation of
an eight-person panel to identify top coaching and executive
management candidates. While teams since 2003 have been required
to interview at least one minority applicant to fill a head
coaching or senior management vacancy, Gulliver said green
matters more than black or white.

“This is looked at, simply put, as good business,” he
said, noting that Wachovia, a unit of Wells Fargo (WFC), had a similar
initiative to the NFL’s Rooney Rule when he worked there from
2004-08 as HR business partner director in the capital
management group. His resume also includes human resource
positions at Citigroup Asset Management, PricewaterhouseCoopers
and General Electric Capital Corp.

Gulliver, a native of Yonkers, New York, about 14 miles
north of midtown Manhattan, never played organized football. The
Cornell University graduate became a Giants fan when his mother
went back to school at Pace University, where the team held
training camp before an audience that often included Gulliver
and his sister. “I like to tell people there’s more than one
way to make it to the NFL,” Gulliver said.

De Facto Bank

Gulliver’s Wall Street experience is a large part of what
made him an attractive candidate for the NFL’s HR post. The
league, both in atmosphere and action, is a de facto investment
bank, said Jed Hughes, the recruiter who led the search that
resulted in Gulliver’s hiring.

The NFL does more than just stage football games. The
league also loans money to its 32 clubs for stadium development
and, in a partnership with Providence Equity, has established a
fund to invest in private sports and entertainment-related media
and technology companies.

“Just look at the NFL and its deals — they’re like a
bank,” said Hughes, the vice chairman and global section leader
for sports at the executive search firm Korn Ferry.

Annual Revenue

Hughes said he worked closely on the search with Grubman,
who encouraged finance-minded candidates and ultimately pressed
for Gulliver, who holds a master’s degree in business
administration from Dartmouth College and is a member of
Goodell’s seven-person leadership team.

Grubman said he, too, sees a correlation between the NFL
and investment banking.

“This is a relentless place that is extremely competitive,
and yesterday’s victory means nothing tomorrow,” he said.

Grubman said Gulliver has been instrumental in changing the
culture of the NFL as it tries to reach Goodell’s goal of $25
billion in annual revenue by 2027.

NFL football, Grubman said, is “one of the last, great,
true meritocracies on the planet.”

“The best quarterback is going to play,” he said. “Now
apply that to the business environment. Robert is taking that to
a whole new level where we’re applying that same meritocracy
theme inside that the clubs are showing outside. That’s the way
of the NFL.”

To contact the reporter on this story:
Scott Soshnick in New York at
ssoshnick@bloomberg.net

To contact the editor responsible for this story:
Michael Sillup at
msillup@bloomberg.net

Source Article from http://www.bloomberg.com/news/2014-01-30/nfl-mimics-investment-bank-with-gulliver-generating-alpha-to-win.html
NFL Mimics Investment Bank With Gulliver Generating Alpha to Win
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