The High-Performance HR of the Future
Human Resources can’t expect to keep up with a changing world by standing still. HR professionals need to equip their operations, and themselves, to function in a rapidly changing global environment.
We think of the future of HR differently than most. Many obstacles get in the way of HR success: reorganisations, M&A, talent shortages, budget pressures, employee demands, and disruptive new technologies. But at Mercer, we don’t just want you to react to these issues — we want your HR team to become an essential business function leading the way in delivering bottom-line results.
HR, Designed With Purpose
We look to HR with an eye for design. How can core HR processes like recruitment, succession, and performance management be made more efficient and effective? How can HR become a valuable business partner, central to strategy discussions? It’s all part of HR transformation.
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.
Mercer was named a Kennedy Vanguard in HR Transformation in the firm’s 2015 HR Consulting Report.
“Mercer’s entrance into the Vanguard this year is a direct result of the firm’s concentrated effort to strengthen the breadth and depth of its HR transformation service offering. . . . Mercer’s integrated approach reduces the complexity of HR transformation and ensures changes to HR programs are effectively communicated and adopted.” — Kennedy Information, LLC
HR Best In Class Teams
Organisations haven’t always adequately invested in their HR talent. With changes afoot in the world of work, this investment has never been more of a priority. Mercer can help.
With HR-specific assessment tools, workshops on trending topics such as “telling a story with data,” and strategic partnering, Mercer leads HR professional development. Self-learning tools in many technical HR areas, as well as in-house talent simulations and public programs, will equip your HR department with powerful new skills.
Human Capital Management: Workday and SAP
Moving to the cloud has never been easier. Mercer consultants can advise you on accelerating your Workday or SAP deployments, or implementing a new Workday solution. We can also offer up-to-the-minute advice on technology choices.
How Mercer Can Help
HR transformation isn’t a one-time event — it’s a journey. Let us help you:
- Make your HR practice work for your business through HR effectiveness.
- Build a stronger HR team through HR talent assessment and development.
- Transition to a more efficient system with HR sourcing and technology.
- Get more returns out of your human capital management investments through our advisory and implementation services for Workday and SAP.
- Patch holes or completely revamp your HR technology.
Workforce and Careers Services and Products
We help clients make decisions and manage HR investments to optimize performance of the organization’s human capital assets, mitigate enterprise HR risk, align the function’s priorities with those of the business, enable HR executive decision making, and fulfill fiduciary and financial responsibilities.
HR Organization Design and Implementation
Our services include development of organizational structures across all of HR including service centers, HR Business Partners and Centers of Expertise. We provide benchmarking, sizing, cost modeling, staff deployment and change management for the HR function and the business.
HR Service Delivery Model
Mercer helps organizations design, build, and implement new HR service delivery models. This includes the organizations’ sourcing strategy, HR structure, and technology strategy.
HR Shared Services
Our trusted methodologies are used to design and implement HR shared services including organization design, benchmarking, headcount sizing, technology enablement strategies, process redesign, training strategies, program and change management.
Insights include how effectively HR allocates resources – both labor and non-labor, how internal and external customers perceive HR’s performance, how to prioritize process redesign and new technology implementation, which service delivery models may be most beneficial to the organization, how changes, such as outsourcing, would affect HR and the broader organization Operations Scanner can also be used in non-HR related functions, such as sales, marketing, and finance.
Most Workday customers implement this solution using professional services partners, not through Workday themselves. Therefore, clients look to Mercer for support before, during and after their implementations. Mercer leverages its global consulting expertise to build the system with the employees, managers, and HR users in mind, enhancing workflow and role/responsibility clarity.
Speak with a Mercer Consultant
Forecast talent needs and build the infrastructure to help talent flow. Mercer can dramatically enhance the impact of how you select, engage & develop your talent.
Align executive rewards with business objectives to secure the best leadership talent, while ensuring they meet performance goals and governance requirements.
Attract, motivate & retain your workforce by rewarding the right behaviors. Mercer can help with benchmarking, total rewards strategy, career frameworks and more.
Optimize the value of international assignments with mobility data and support, including cost of living data, workflow management and cultural training solutions.
Get results-driven employee communication to support major HR initiatives; such as HRIS implementation, a new career structure, benefit changes and M&A activity.