Compensation Strategy & Design Approach to the future

I believe that our ultimate purpose as HR professionals is to attract, grow and retain the right talent capable and engaged to achieve our business plans now, and for the future.

Total Rewards Guiding Principles

  1. Maximize financial, physical and emotional wellbeing of our employees
  2. Reward our employees at the right level to attract, retain and achieve optimal results for now and future growth
  3. Leverage Total Rewards elements to expand manager's conversations about compensation
  4. Employees as advocates for our Total Rewards offerings
  5. Drive consistency in the Total Rewards offerings where appropriate


  • Create a Global Compensation CoE within Comcast Cable, Spectacor and all subsidiaries
  • Partnering with the business, the CoE will develop Comp Philosophies, targeted business strategies and design solutions

Primary Objectives

Data Gathering

1. Understand current capability

  • conduct interviews with comp teams, HR and business leaders
  • gain clarity on roles and responsibilities of existing comp teams
  • create an inventory of current comp activity within each enterprise & region
  • gather information on consulting projects (past and present)
  • gather insight into 2016 merit/bonus planning cycle process

2. Understand business needs

  • Identify Comcast footprint/stakeholders/employee relations (Trade Unions)
  • Gather a deep understanding of each enterprise's vision, G&Os, roadmaps and the challenges faced for talent transformation
  • Gain access to SAP and evaluate current data/trends
  • Review Credo speak results

3. Understand external market

  • Review survey providers
  • Evaluate available benchmark data
  • Build network of comp peers and associations
  • Gain an understanding of the reward landscape within the US

Analyze & Prioritize

1. Conduct analysis

  • Analyze all findings from internal/external sources
  • Analyze current comp team capabilities and any skill/resource gaps
  • Produce inventory of all current comp activity within each enterprise and region for existing comp teams and local consulting projects
  • Evaluate 2016 merit/bonus planning cycles to identify if they meet the needs of the business
  • Consolidate business needs and identify synergies across the Enterprise

2. Identify quick wins

  • Establish a regular forum for existing comp team (off-site, monthly team meetings)
  • Encourage sharing of current practices and tools/templates/frameworks (ie. West Division’s framework)
  • Creation of a repository of all comp resources (tools/data/templates/frameworks) with access to entire comp team
  • Identify any potential savings by consolidating consulting services/surveys


1. Develop proposed compensation org structure

  • Develop a Playbook/Philosophy for the Compensation CoE to include Vision, Mission Statement and G&O’s for 2017 and beyond
  • Develop a proposed Compensation organization structure for the future Comp CoE that is dynamic and adaptable to meet different business needs
  • Provide recommendation for HR Comp and Comp Ops reporting structure
  • Create a governance framework that will oversee all activity but provide autonomy as necessary

2. Implementation

  • Identify and prioritize projects for the remaining 2017
  • Build action plan for multi-year projects
  • Create project plan including budget, timeline, stakeholders and deliverables
  • Identify resource requirements and budget needs

Add value

  • Add value through identifying and implementing quick wins

Made with Adobe Slate

Make your words and images move.

Get Slate

Report Abuse

If you feel that this video content violates the Adobe Terms of Use, you may report this content by filling out this quick form.

To report a Copyright Violation, please follow Section 17 in the Terms of Use.