Company: BPOPM
Filing Date: 2025-03-03
Form Type: 10-K
Source: 0001193125-25-043848
Chunk: 15

Company: POPULAR, INC.
Filing Date: 2025-03-03
Form: 10-K
Item: Item 1
Chunk 15
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Popular’s business
strategy further
takes into
account succession
planning to
ensure effective
leadership transitions.
Succession 
plans for
senior management
are developed
by the CEO
and presented
to the Board
of Directors.
Popular’s succession
planning 
also
leverages
our
Executive
Talent
Management
Program
to
identify
high-potential
and
high-performing
managers,
providing 
them with learning
opportunities
to enhance their
skills and prepare
them for senior
management positions. 
Employee Experience 
Popular
aims
to provide
an exceptional
employee
experience
that
inspires
our employees
to
deliver
outstanding
service
to
our 
customers
and
communities.
We
recognize
the
dynamic
nature
of
our
employees’
needs
and
expectations
and
have
a robust 
approach
to
measuring
and
understanding
their
journey.
Our
employee
engagement
and
experience
survey
program
includes 
biannual
pulse surveys,
an annual
complete
survey,
and additional
surveys
that measure
the end-to-end
employee
journey.
We 
believe
that
these
insights
contributed
to
our
ability
to
maintain
a
stable
turnover
rate
at
8.6%
as
of
the
end
of
2024. 
Furthermore,
our employee
experience
efforts
are reflected
in an
employee
loyalty
score
of 81%,
which
positions
us above
the 
50th percentile
of the Qualtrics
global benchmark
and above the
average benchmark
of the financial
industry. 
Board Oversight
in Human Capital 
The
Talent
and
Compensation
Committee
of
the
Corporation’s
Board
of
Directors
has
oversight
responsibility
for
the 
Corporation’s
human capital
management.
As part
of its
responsibilities,
the Talent
and Compensation
Committee
reviews and 
advises
management
on the
Corporation’s
general
compensation
philosophy,
programs
and policies,
and
on the
Corporation’s 
talent acquisition
and development,
workforce engagement
success