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With 95,000 employees across 40 states, cable provider Spectrum already has a talent challenge on its hands. Factor in that many workers are frontline employees who are struggling with economic uncertainty and that AI is rapidly redefining how work can and should get done—and Spectrum’s people function knew some of its strategies needed a refresh for the modern landscape.
Take, for instance, its tuition benefit, says Paul Marchand, executive vice president and CHRO at Spectrum, the country’s largest provider of rural internet services, operating under Charter Communications. Marchand and his team recognized that lagging participation was connected to the steep upfront costs in the program’s reimbursement design. They revamped to a new offering that is zero-cost to the employee—and found unprecedented demand with a significant impact on advancement and retention of enrolled employees.
At the same time, Spectrum is doubling down on on-the-job learning, including by leveraging AI in the design and delivery of its L&D offerings. Such work is part of an effort to reimagine the long-held HR priority of “attract, retain and develop” in an environment of fast change, evolving expectations and new opportunities for innovation.
Marchand—who has been with Spectrum for a decade after a dozen years
