Who was involved in the planning and implementation?
TWC used a Project Management Office structure to manage the integration company-wide, so HR replicated that concept at the functional level. This resulted in just about every HR function being involved at some level with planning and implementation. Our HRIS team in partnership with Towers Perrin led the technology design and integration effort. The process of reviewing and “readying” data for input in the system and ensuring it would feed seamlessly into our system of record took incredible efforts by HRIS, compensation and benefits teams. The generalists (both field and corporate) and talent acquisition teams did a lot of work on organization structure and job leveling to understand what could be addressed through “data” readiness and what would be post-Onboarding activity. We also relied heavily on payroll accounting to map the prospective employees into the right pay cycles and to build a bridge with a “pay advance” program in places where the actual transition created pay gaps,.
