HR of the future

Keeping up with a changing world means never standing still. We help HR professionals get future-ready and equip themselves for success in a rapidly changing global environment.

High-performance HR

We think of the future of HR differently than most. Many obstacles can get in the way of HR success: talent shortages, M&A, budget pressures, employee demands and disruptive new technologies. At Mercer, we believe HR should lead the way in delivering bottom-line results.

So how can HR increase its impact? By transforming talent practices and ensuring HR operations support the business strategy. By responding nimbly to change. And by delivering outstanding employee experiences that are people-focused and digitally enabled.

New ways of working for a new future

We look at HR with an eye for design. How can processes like recruiting, succession planning and managing performance be more efficient and effective? How can HR become an even more valuable business partner in strategy discussions? By embracing new ways of working and new models for a new future.

It’s all part of HR transformation.

Design that delivers

Your design should yield great results. Mercer’s proprietary HR Operations Scanner® shows organizations where their HR service model might be falling short or where the design could better support strategy. These insights help HR add value, be more strategic and enhance its operations.

HR, Designed With Purpose

Great design doesn’t always equate to great practice. Mercer’s proprietary HR Operations Scanner® has shown many organizations where their HR service model is falling short or where the design is misaligned with strategy. With these insights in hand, HR was able to change their operations and become a value-adding strategic player.


HR transformation
 

  • HR transformation check
  • HR service delivery model design
  • People-centric process redesign and optimization

Digital strategy and implementation

  • HR IT strategy and implementation
  • Cloud/digital readiness assessment
  • Risk analysis and mitigation

Change management
 

  • Change management planning and implementation
  • Communication strategy
  • Project management: training, implementation and performance tracking
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