NBCUniversal Media, LLC (formerly known as NBC Universal, Inc.)[2][3] is a media and entertainment company engaged in the production and marketing of entertainment, news, and information products and services to a global customer base. The company owns and operates American television networks, numerous cable channels, and a group of local stations in the United States, as well as motion picture companies, several television production companies, and branded theme parks.
NBC Universal was formed in May 2004 by the merger of General Electric's NBC with Vivendi's Vivendi Universal Entertainment.[4][5] GE and US cable TV operator Comcast announced a buyout agreement for the company on December 3, 2009. Following regulatory approvals, the transaction completed on January 28, 2011. Comcast now owns 51% of NBC Universal while GE owns 49%.[5][6][7]
Originally, the NBC Universal logo was a combination of the NBC peacock logo and the Universal Studios globe and text. The logo was redesigned in January 2011 to reflect the new Comcast ownership.[8]
NBC Universal is headquartered in the Rockefeller Plaza in Midtown Manhattan, New York City.[9] The company is one of two successor companies to MCA Inc. (Music Corporation of America), the other being Vivendi through its subsidiary Universal Music Group.
NBC Universal Employees Federal Credit Union offers you an opportunity to enjoy unique financial advantages. The Credit Union is member-owned and operated... in other words, YOU and your fellow member-owners own cooperative shares of your own financial institution. Since there are no stockholders to pay before your rates and earnings are established, the Credit Union generally offers a rate advantage over other financial institutions.
When a co-worker makes that statement to their present employer that they are embarking on a new career path they are often met with mixed emotions around the office. Surprise - "I had no idea he was looking for a new job!" Happiness - "I am so glad she found something closer to her family." Sadness - "I cannot believe my cube mate is leaving me." Excitement - "Wow, does this mean I too can find something new?" Disappointment - "I was hoping to mold him into the next department manager." Jealousy - "Why don´t these great job opportunities happen to me?" Frustration - "How on earth will I replace her?"
As employees begin taking control of their career destiny, more and more they will look for new jobs with companies that have more attractive compensation and benefits. For the employee who feels unrecognized and underappreciated, a co-worker leaving can be the push they need to begin the job hunt. As employee turnover begins, employers´ frustrations will rise. Given that the cost of replacing workers is, according to a joint 2003 study by WorldatWork and the National Association for Employee Recognition (NAER), between 100 and 200% of an employee´s salary, it becomes extremely clear that employers need to put greater effort into measuring, monitoring, and improving employee satisfaction.
In order to attract and retain quality employees, an employer must create a work environment where an employee feels appreciated, recognized, and rewarded for his or her efforts. Employee retention directly leads to an increase in the company´s productivity rates and a decrease in costs. One way for management to successfully increase employee satisfaction, retention rates, and productivity is to implement and communicate an effective reward, recognition, and incentive (RRI) program.
Reward, Recognition and Incentive Programs are ImportantWorldatWork/NAER´s recent survey confirmed the growing importance of recognition (and retention) with 87% of respondents indicating these programs exist in their companies. Goals include "positive work environment" (80% of respondents) "creating a culture of recognition" (76%) and motivating high performance (75%).
Organizations are also thinking more strategically about motivational rewards, reward integration (HR, Sales, Marketing, etc.), how rewards create intrinsic value and what rewards are the most valuable to employees. The most prevalent form of recognition cited in the survey is Years of Service, or Service Anniversary Awards. These are the least differentiated reward programs of all, and they are not performance based. Years of Service is important to an effective, overall reward and recognition culture, but Years of Service Awards do not motivate performance based behavior.
When employees excel and are recognized and rewarded for achievement they are more productive, more involved, have higher job satisfaction, and a positive opinion about their employers.
As the world's largest studio and theme park, Universal features cutting edge thrill rides and attractions such as "Revenge of the Mummy- The Ride," "Jurassic Park - The Ride," "Shrek 4-D," "Terminator 2: 3D," and "WaterWorld" as well as the world-renowned, behind-the-scenes "Studio Tour." Bring your talents here where enormous possibilities await your imagination, drive and passion for providing a premier entertainment experience.
We seek the following professional: Manager, Human Resources
As a Manager, Human Resources to Universal Studios Hollywood you will collaborate with your business unit leaders to design, develop, and implement effective strategies and tactics to improve efficiencies and maximize the team’s capabilities. You will play a key role in the design and implementation of human resource strategies and initiatives.
Key Accountabilities
- Support departmental management with human resources expertise in understanding key human resource and performance issues. Identify solutions, develop approach, and prepare proposals/work plans.
- Employee relations counseling, compensation/benefit strategy, recruitment/retention support, training and development planning, performance management planning/implementation and other consultative activities.
- Assess training needs and recommend overall department curriculum strategy; identify cross-departmental training and development issues; help design, develop and implement department-specific programs relating to both "soft" and technical skills development (e.g. guest service, harassment avoidance, union relations, 360 degree feedback, et al.)
- Contribute to short- and long-range strategic planning, and participate in active strategic planning based on departmental needs.
- Conduct workforce and staffing analysis including retention/rehire statistics and metrics.
- Partner with USH Staffing team to integrate workforce planning and staffing strategies for non-exempt staffing issues. Support and implement diversity programs.
- Work with USH Human Resources in job design and evaluation; succession planning and execution; leadership and employee development and retention planning; compensation/benefits development and delivery.
In late September 2009, media outlets began reporting that cable giant Comcast was in talks to buy all or part of NBC Universal. NBC did not comment on the rumor, while Comcast denied it.[25] However, CNBC itself reported on October 1 that General Electric was considering spin-off of NBC Universal into a separate company that would merge with Comcast's content assets which include E! Entertainment Television, Versus, Golf Channel, Style Network and regional properties. GE would maintain 49% control of the new company, while Comcast owned 51%.[26][27]
On November 1, 2009, The New York Times reported Comcast had moved closer to a deal to purchase NBC Universal and that a formal announcement could be made sometime the following week.[28]
On December 1, 2009, CNBC reported that a tentative agreement had been reached between Comcast and GE.[29] The deal was formally announced on December 3, 2009.[6] Under the agreement, NBC Universal would be 51% owned by Comcast and 49% by GE. Comcast would pay $6.5 billion cash to GE. Comcast will also contribute $7.5 billion in programming including regional sports networks and cable channels such as Golf Channel and E! Entertainment Television. GE planned to use some of the funds, $5.8 billion, to buy out Vivendi's 20% minority stake in NBC Universal.[6] After the transaction completes, Comcast will reserve the right to buy out GE's share at certain times. GE will also reserve the right to force the sale of their stake within the first seven years.[6][30] Vivendi completed the initial transaction on September 27, 2010, selling a $2 billion stake to GE (approximately 7.66%).[7]
U.S. regulators approved the proposed sale on January 18, 2011 with conditions. Comcast would have to give up NBC control over online video site Hulu, and ensure NBC Universal programming is available to competing cable operators.[31]
On January 26, 2011, Vivendi sold its remaining shares in NBC Universal to GE, giving GE complete control of the company ahead of the completion of the sale of 51% of the company to Comcast on January 28.[32]
The sale was completed on January 28, 2011.[33][34][35] Comcast and GE formed the joint venture holding company NBCUniversal, LLC. NBC Universal, Inc. became a wholly owned subsidiary of the holding company and renamed NBCUniversal Media, LLC.
RESPONSIBILITIES
Work with Human Resources and corporate functions to ensure proper accounting and disclosure for the company’s employee benefit plans and executive compensation arrangements
Monitor and maintain analysis of the company’s severance and restructuring activities
Coordinate, communicate and maintain relationships with third party service providers and actuaries
Prepare and review annual U.S. and International employee benefit plan financial statements and Form 11-K filings
- Work with Financial Planning and Analysis group in planning and forecasting benefit expenses and cash flow requirements
- Work with Tax to prepare and file Form 5500 filings
- Assist Financial Reporting with the preparation of benefit related footnote disclosures for the company’s external US GAAP financial statements
- Ensure proper implementation of current accounting pronouncements as they relate to benefits accounting
Coordinate with International human resources to ensure appropriate accounting and financial reporting processes related to the implementation of the Company’s new international benefit plans.
NBC Universal was formed in May 2004 by the merger of General Electric's NBC with Vivendi's Vivendi Universal Entertainment.[4][5] GE and US cable TV operator Comcast announced a buyout agreement for the company on December 3, 2009. Following regulatory approvals, the transaction completed on January 28, 2011. Comcast now owns 51% of NBC Universal while GE owns 49%.[5][6][7]
Originally, the NBC Universal logo was a combination of the NBC peacock logo and the Universal Studios globe and text. The logo was redesigned in January 2011 to reflect the new Comcast ownership.[8]
NBC Universal is headquartered in the Rockefeller Plaza in Midtown Manhattan, New York City.[9] The company is one of two successor companies to MCA Inc. (Music Corporation of America), the other being Vivendi through its subsidiary Universal Music Group.
NBC Universal Employees Federal Credit Union offers you an opportunity to enjoy unique financial advantages. The Credit Union is member-owned and operated... in other words, YOU and your fellow member-owners own cooperative shares of your own financial institution. Since there are no stockholders to pay before your rates and earnings are established, the Credit Union generally offers a rate advantage over other financial institutions.
When a co-worker makes that statement to their present employer that they are embarking on a new career path they are often met with mixed emotions around the office. Surprise - "I had no idea he was looking for a new job!" Happiness - "I am so glad she found something closer to her family." Sadness - "I cannot believe my cube mate is leaving me." Excitement - "Wow, does this mean I too can find something new?" Disappointment - "I was hoping to mold him into the next department manager." Jealousy - "Why don´t these great job opportunities happen to me?" Frustration - "How on earth will I replace her?"
As employees begin taking control of their career destiny, more and more they will look for new jobs with companies that have more attractive compensation and benefits. For the employee who feels unrecognized and underappreciated, a co-worker leaving can be the push they need to begin the job hunt. As employee turnover begins, employers´ frustrations will rise. Given that the cost of replacing workers is, according to a joint 2003 study by WorldatWork and the National Association for Employee Recognition (NAER), between 100 and 200% of an employee´s salary, it becomes extremely clear that employers need to put greater effort into measuring, monitoring, and improving employee satisfaction.
In order to attract and retain quality employees, an employer must create a work environment where an employee feels appreciated, recognized, and rewarded for his or her efforts. Employee retention directly leads to an increase in the company´s productivity rates and a decrease in costs. One way for management to successfully increase employee satisfaction, retention rates, and productivity is to implement and communicate an effective reward, recognition, and incentive (RRI) program.
Reward, Recognition and Incentive Programs are ImportantWorldatWork/NAER´s recent survey confirmed the growing importance of recognition (and retention) with 87% of respondents indicating these programs exist in their companies. Goals include "positive work environment" (80% of respondents) "creating a culture of recognition" (76%) and motivating high performance (75%).
Organizations are also thinking more strategically about motivational rewards, reward integration (HR, Sales, Marketing, etc.), how rewards create intrinsic value and what rewards are the most valuable to employees. The most prevalent form of recognition cited in the survey is Years of Service, or Service Anniversary Awards. These are the least differentiated reward programs of all, and they are not performance based. Years of Service is important to an effective, overall reward and recognition culture, but Years of Service Awards do not motivate performance based behavior.
When employees excel and are recognized and rewarded for achievement they are more productive, more involved, have higher job satisfaction, and a positive opinion about their employers.
As the world's largest studio and theme park, Universal features cutting edge thrill rides and attractions such as "Revenge of the Mummy- The Ride," "Jurassic Park - The Ride," "Shrek 4-D," "Terminator 2: 3D," and "WaterWorld" as well as the world-renowned, behind-the-scenes "Studio Tour." Bring your talents here where enormous possibilities await your imagination, drive and passion for providing a premier entertainment experience.
We seek the following professional: Manager, Human Resources
As a Manager, Human Resources to Universal Studios Hollywood you will collaborate with your business unit leaders to design, develop, and implement effective strategies and tactics to improve efficiencies and maximize the team’s capabilities. You will play a key role in the design and implementation of human resource strategies and initiatives.
Key Accountabilities
- Support departmental management with human resources expertise in understanding key human resource and performance issues. Identify solutions, develop approach, and prepare proposals/work plans.
- Employee relations counseling, compensation/benefit strategy, recruitment/retention support, training and development planning, performance management planning/implementation and other consultative activities.
- Assess training needs and recommend overall department curriculum strategy; identify cross-departmental training and development issues; help design, develop and implement department-specific programs relating to both "soft" and technical skills development (e.g. guest service, harassment avoidance, union relations, 360 degree feedback, et al.)
- Contribute to short- and long-range strategic planning, and participate in active strategic planning based on departmental needs.
- Conduct workforce and staffing analysis including retention/rehire statistics and metrics.
- Partner with USH Staffing team to integrate workforce planning and staffing strategies for non-exempt staffing issues. Support and implement diversity programs.
- Work with USH Human Resources in job design and evaluation; succession planning and execution; leadership and employee development and retention planning; compensation/benefits development and delivery.
In late September 2009, media outlets began reporting that cable giant Comcast was in talks to buy all or part of NBC Universal. NBC did not comment on the rumor, while Comcast denied it.[25] However, CNBC itself reported on October 1 that General Electric was considering spin-off of NBC Universal into a separate company that would merge with Comcast's content assets which include E! Entertainment Television, Versus, Golf Channel, Style Network and regional properties. GE would maintain 49% control of the new company, while Comcast owned 51%.[26][27]
On November 1, 2009, The New York Times reported Comcast had moved closer to a deal to purchase NBC Universal and that a formal announcement could be made sometime the following week.[28]
On December 1, 2009, CNBC reported that a tentative agreement had been reached between Comcast and GE.[29] The deal was formally announced on December 3, 2009.[6] Under the agreement, NBC Universal would be 51% owned by Comcast and 49% by GE. Comcast would pay $6.5 billion cash to GE. Comcast will also contribute $7.5 billion in programming including regional sports networks and cable channels such as Golf Channel and E! Entertainment Television. GE planned to use some of the funds, $5.8 billion, to buy out Vivendi's 20% minority stake in NBC Universal.[6] After the transaction completes, Comcast will reserve the right to buy out GE's share at certain times. GE will also reserve the right to force the sale of their stake within the first seven years.[6][30] Vivendi completed the initial transaction on September 27, 2010, selling a $2 billion stake to GE (approximately 7.66%).[7]
U.S. regulators approved the proposed sale on January 18, 2011 with conditions. Comcast would have to give up NBC control over online video site Hulu, and ensure NBC Universal programming is available to competing cable operators.[31]
On January 26, 2011, Vivendi sold its remaining shares in NBC Universal to GE, giving GE complete control of the company ahead of the completion of the sale of 51% of the company to Comcast on January 28.[32]
The sale was completed on January 28, 2011.[33][34][35] Comcast and GE formed the joint venture holding company NBCUniversal, LLC. NBC Universal, Inc. became a wholly owned subsidiary of the holding company and renamed NBCUniversal Media, LLC.
RESPONSIBILITIES
Work with Human Resources and corporate functions to ensure proper accounting and disclosure for the company’s employee benefit plans and executive compensation arrangements
Monitor and maintain analysis of the company’s severance and restructuring activities
Coordinate, communicate and maintain relationships with third party service providers and actuaries
Prepare and review annual U.S. and International employee benefit plan financial statements and Form 11-K filings
- Work with Financial Planning and Analysis group in planning and forecasting benefit expenses and cash flow requirements
- Work with Tax to prepare and file Form 5500 filings
- Assist Financial Reporting with the preparation of benefit related footnote disclosures for the company’s external US GAAP financial statements
- Ensure proper implementation of current accounting pronouncements as they relate to benefits accounting
Coordinate with International human resources to ensure appropriate accounting and financial reporting processes related to the implementation of the Company’s new international benefit plans.