“basic. You don't need something really fancy to start off with. The content is really the most important thing. I wrote out the same competencies and core values for every team, and then wrote specific skills that scaled...”
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12 results for “comp committees”
“time we had a new hire, we did a 4-week, or I should say a 4-module, 4-week module commitment, culture commitment session with them to talk about what the culture of our team entailed and what that meant and what you wer...”
“Yeah, absolutely. I can tell you early on, one of the roles I had at UHG, I was leading the compensation function for one of the businesses and then had the opportunity to lead the comp function across the enterprise. I...”
“a group discussion in terms of how can we collaborate and discuss what we could have done differently to avoid said mistake in the future. We even had this little fail forward trophy, and every time someone made a mistak...”
“way up to the C-suite. At Genomenon, I took it a step further and consistently used the same, what we called competencies. So, things like accountability, results, the manager track, that would be like performance manage...”
“say that process should include probably like a pilot or like a— pick a group or a team that's like, you know, really good performers, a lot of projects or a lot of agility within that function, and use them as kind of a...”
“build you a leveling structure where you say, what's the difference between manager, senior manager, and a director? What's the difference between senior and principal? That type of thing. Because you need a common verna...”
“Yeah, this is a good one. I've written a little bit about this and I've thought about it a lot because I was with a leadership team in HR that was really going from transactional HR, HR associates, generalists out in the...”
“Some create quiet rooms for reflection or spiritual practices like ritual and prayer, or some more forward-thinking organizations are actually integrating”
“thing, 2 shared breaths as a kickoff to this meeting. And that was over 10 years ago.”
“You've mentioned working with smaller companies where supervisory development wasn't established. How did you approach building these programs from the ground up?”
“that I had done or we had done collectively in that team. And I think that model, building that out, the HR partners, that business partner mindset or that structure could be put in place and could start working.”