PEBA's 30th Annual Forum

Thursday April 19, 2012
The Hilton Philadelphia City Avenue
 

Compensation Track Presentations

Morning Session
10:00 to 11:15 am
 

Performance Driven Pay:  A Small Company Grows up "The Beneficial Bank Journey"

How many of you have read the little book, "Who Moved My Cheese" which tells a delightful tale of how some mice responded to unexpected change.  Well, I can tell you, having lived through a time of tremendous change, some wondered who moved the cheese and some just wanted to curl up with some macaroni and try and eat the cheese, while still others didn't realize they never had cheese in the first place.  I am using humor to describe an all too familiar state of play for our company and not only ours, but many of yours, as well.  Change happens and if we don't carefully plan how we will change and adapt, we become the "changes" instead of chang-ers.

 Our company, Beneficial, is a bank and banks are not known for being fleet-footed in responding to change.  But in 2007-2008, an extraordinary wind of change hit Beneficial:

* Acquisition

* Doubled in size (revenue and employees)

* New President

* Major re-organization

* Became a publicly traded company

* New HR Leader

The expectations grew for this new public company.  Beneficial had to change from a small "family-type" company to a high performance organization, with a foundation of accountability, results and compliance.  The compensation programs required alignment with the "New" Beneficial.  A compensation department was formed, to accelerate change and alignment.  This session will tell the story of the transition of Beneficial's core human capital processes of pay and rewards.

Cecile Colonna
Beneficial Bank

Audrey Croley
Beneficial Bank

Afternoon Session
1:15 - 2:30pm
 

Change is the New Black: How Campbell Realigned their Executive Compensation Program with a Strategic Shift in the Business.

Change is the new “black.”  Join us for a case study discussion of Campbell Soup Company’s journey as the Executive Compensation Program was re-engineered to address the impact of disappointing business outcomes, a change in leadership and a courageous shift in Company strategy.  The presentation will review changes implemented to the annual incentive program’s balanced scorecard approach as well as provide insights which led to revising a long-term program design that was working as intended, but not providing the motivation needed to support a new strategic direction. 

Robert Centonze
Campbell Soup

Matthew J. Walker
Campbell Soup