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Centurylink Hr

To build exceptional talent that connects humanity to the digital world by creating the platform for the 4th Industrial Revolution

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To build exceptional talent that connects humanity to the digital world by creating the platform for the 4th Industrial Revolution

Strengths

  • TALENT: Strong technical expertise in networking and infrastructure
  • BENEFITS: Competitive compensation and benefits packages
  • TRAINING: Robust learning and development programs
  • CULTURE: Established remote/hybrid work flexibility
  • RETENTION: Lower turnover rate than industry average (14% vs 18%)

Weaknesses

  • REPUTATION: Residual negative employer brand from legacy company
  • DIVERSITY: Below industry average diversity metrics
  • SKILLS: Digital talent gap in emerging technologies
  • ENGAGEMENT: Employee engagement scores below target (72% vs 85%)
  • SYSTEMS: Outdated HR information systems and analytics

Opportunities

  • DIGITAL: Growing demand for digital transformation expertise
  • RESKILLING: Enterprise-wide talent reskilling initiatives
  • PARTNERSHIPS: Strategic university and tech bootcamp alliances
  • ANALYTICS: Advanced HR analytics to drive workforce decisions
  • REMOTE: Expanded talent pool through remote work policies

Threats

  • COMPETITION: Fierce competition for tech talent from tech giants
  • TURNOVER: Increasing industry turnover rates post-pandemic
  • SKILLS: Rapidly evolving skill requirements in tech sector
  • ECONOMY: Economic uncertainty affecting talent acquisition
  • ADAPTATION: Resistance to cultural transformation initiatives

Key Priorities

  • TALENT: Bridge digital skills gap through targeted development
  • EXPERIENCE: Enhance employee experience and engagement
  • DIVERSITY: Accelerate diversity and inclusion initiatives
  • ANALYTICS: Modernize HR systems for data-driven decisions
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To build exceptional talent that connects humanity to the digital world by creating the platform for the 4th Industrial Revolution

TALENT REVOLUTION

Build a high-performing digital-ready workforce

  • CAPABILITY: Increase digital skills proficiency to 80% across critical roles through targeted development programs
  • PIPELINE: Reduce tech position time-to-fill from 65 to 40 days by implementing AI-powered talent acquisition strategy
  • RETENTION: Improve critical talent retention to 90% through personalized retention strategies and stay interviews
  • RESKILLING: Deploy strategic workforce planning for 100% of departments to address digital transformation needs
EXPERIENCE EXCELLENCE

Create a world-class employee experience

  • ENGAGEMENT: Increase employee engagement score from 72% to 80% through targeted experience enhancements
  • DIGITAL: Launch employee experience platform with 90% of services accessible via digital self-service
  • FEEDBACK: Implement continuous listening strategy with quarterly pulse surveys and 75% participation rate
  • WELLBEING: Deploy comprehensive wellbeing program with 80% participation and 85% satisfaction rating
INCLUSIVE INNOVATION

Build diverse teams driving breakthrough results

  • REPRESENTATION: Increase underrepresented talent in technical roles by 15% through targeted recruiting initiatives
  • DEVELOPMENT: Ensure 85% of high-potential diverse talent have personalized development and sponsorship plans
  • INCLUSION: Improve inclusion index score from 70% to 80% through inclusive leadership training and accountability
  • EQUITY: Achieve 100% pay equity across all demographics through comprehensive compensation analysis and action
DATA-DRIVEN HR

Transform HR through advanced analytics and AI

  • PLATFORM: Complete Phase 1 implementation of integrated HR system with 95% data accuracy across all modules
  • INSIGHTS: Deploy predictive analytics for turnover risk identification with 80% accuracy and actionable insights
  • ADOPTION: Increase HR analytics platform usage to 80% of people leaders through targeted enablement program
  • AUTOMATION: Automate 50% of routine HR transactions to improve efficiency and employee experience
METRICS
  • Employee engagement score: 85%
  • Critical talent retention rate: 90%
  • Digital skills proficiency: 80%
VALUES
  • Fairness
  • Integrity
  • Honesty
  • Perseverance
  • Positive Attitude
  • Respect
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Align the learnings

Centurylink Hr Retrospective

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To build exceptional talent that connects humanity to the digital world by creating the platform for the 4th Industrial Revolution

What Went Well

  • RETENTION: Critical talent retention rate improved 8% year-over-year
  • DIGITAL: Digital skills training reached 62% of workforce, exceeding 50% goal
  • BENEFITS: Healthcare cost increases contained at 3.5%, below 5% benchmark
  • DIVERSITY: Women in leadership positions increased from 32% to 38%
  • COMPLIANCE: Zero significant HR compliance incidents during transformation

Not So Well

  • RECRUITING: Tech position time-to-fill averaged 65 days vs 45-day target
  • ATTRITION: Critical technical talent turnover increased to 17% (target: 12%)
  • ENGAGEMENT: Employee engagement score stalled at 72% vs 78% target
  • ANALYTICS: HR analytics adoption at only 35% of people leaders vs 60% goal
  • DEVELOPMENT: Only 68% of employees completed required training programs

Learnings

  • COMPETITION: Tech talent market more competitive than forecasted initially
  • CULTURE: Transformation requires more intentional culture change management
  • LEADERSHIP: Manager capability is key predictor of engagement and retention
  • ANALYTICS: Data quality issues undermining confidence in HR analytics tools
  • EXPERIENCE: Employee experience significantly impacted by outdated systems

Action Items

  • TALENT: Implement strategic workforce planning model for digital skills gap
  • EXPERIENCE: Launch comprehensive employee experience transformation plan
  • ANALYTICS: Accelerate HR systems modernization and data quality initiative
  • LEADERSHIP: Expand people leadership development for all people managers
  • BRAND: Refresh employer brand strategy to attract digital transformation talent
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To build exceptional talent that connects humanity to the digital world by creating the platform for the 4th Industrial Revolution

Strengths

  • FOUNDATION: Established AI Center of Excellence for HR
  • RECRUITMENT: AI-powered candidate sourcing and screening tools
  • LEARNING: AI-driven personalized learning recommendations
  • ANALYTICS: Preliminary workforce analytics capabilities
  • ADOPTION: Leadership commitment to AI transformation

Weaknesses

  • SKILLS: Limited AI expertise among HR staff
  • INTEGRATION: Siloed AI initiatives across HR functions
  • DATA: Inconsistent data quality across HR platforms
  • GOVERNANCE: Underdeveloped AI ethics and governance frameworks
  • INVESTMENT: Insufficient funding for AI transformation in HR

Opportunities

  • EXPERIENCE: AI chatbots for employee self-service and support
  • INSIGHTS: Predictive analytics for retention and engagement
  • EFFICIENCY: Process automation for routine HR tasks
  • PERSONALIZATION: AI-driven career pathing and development
  • INCLUSION: AI tools to identify and mitigate bias in processes

Threats

  • PRIVACY: Employee concerns about AI surveillance and privacy
  • RESISTANCE: Cultural resistance to AI-driven HR processes
  • REGULATION: Emerging regulations for AI in employment
  • ETHICS: Potential algorithmic bias in AI HR applications
  • COMPETITION: Tech companies offering superior AI experiences

Key Priorities

  • UPSKILLING: Develop AI capabilities among HR professionals
  • INTEGRATION: Create unified AI strategy across HR functions
  • EXPERIENCE: Deploy AI to enhance employee experience
  • GOVERNANCE: Establish robust AI ethics framework