Mercer offers a comprehensive suite of services tailored to the energy industry, addressing the unique challenges faced by organizations across sectors like oil and gas, renewables, utilities, and energy services. Their expertise spans compensation benchmarking, talent management, and strategic advisory, helping companies manage market volatility, technology shifts, and workforce evolution.

Key Services for the Energy Sector

1. Compensation Benchmarking and Workforce Analytics

Mercer provides detailed compensation data through the U.S. Mercer Total Compensation Survey (MTCS) for the Energy Sector. This survey covers over 1,900 positions across more than 390 organizations, including subsectors such as:

• Upstream (exploration and production)

• Midstream (transport and storage)

• Downstream (refining and distribution)

• Drilling

• Energy marketing and trading

• Chemicals

• Renewables

• Services and equipment

• Utilities

This data helps companies develop competitive pay strategies to attract and retain essential talent.

2. Utilities and Renewable Energy Compensation Insights

For utilities and renewable energy companies, Mercer offers a specialized module within the MTCS, based on insights from 295 organizations and over 33,000 employee observations. It supports effective benchmarking of salaries and incentives, which is especially useful as these companies incorporate technologies like smart meters and advanced forecasting tools.

3. Talent Management and Reward Strategy Consulting

In regions experiencing transformation—such as the Middle East—Mercer advises energy companies on evolving talent strategies. This includes aligning compensation with new roles, addressing skill gaps, and implementing sustainable workforce practices.

4. Valuation and Financial Advisory Services

Mercer Capital also provides valuation and financial advisory services to oil and gas companies, service providers, and mineral and royalty owners. Services include:

• Corporate and asset valuation

• Litigation support

• Transaction advisory

• Financial reporting

These offerings support companies during mergers, acquisitions, and strategic financial planning.

Our offerings span compensation benchmarking, talent management, digital transformation, and financial advisory to support sustainable growth and agility.

Key Services for the Technology Sector

1. Compensation Benchmarking and Workforce Analytics

Mercer provides detailed compensation data through its Total Compensation Survey (MTCS) for the Technology Sector. This survey includes a wide range of roles across organizations in software development, hardware engineering, IT services, and emerging tech. The data helps tech companies develop competitive pay strategies to attract and retain top talent.

2. Talent Management and Reward Strategy Consulting

Mercer supports technology firms in aligning their compensation and talent strategies with market trends. Services include restructuring rewards programs, addressing skills gaps in emerging roles, and implementing sustainable practices to support business longevity.

3. Digital Transformation and Implementation Support

Through Mercer Digital Solutions, companies receive support with work process optimization, platform integration (e.g., Workday, ServiceNow), and change management. These services help technology firms increase agility, boost productivity, and support their strategic digital goals.

4. Valuation and Financial Advisory Services

Mercer Capital offers financial and valuation services to tech firms, including software providers, startups, and IT service companies. These services include:

• Corporate and asset valuation

• Transaction advisory

• Litigation support

• Financial reporting

These insights are crucial for mergers, acquisitions, funding rounds, and other strategic initiatives.

Mercer provides a wide range of services specifically designed for the financial services industry, supporting organizations across banking, insurance, wealth management, and fintech. Their offerings help companies navigate complex regulatory environments, attract and retain top talent, and optimize investment and financial strategies.

Key Services for the Financial Services Sector

1. Compensation and Workforce Analytics

Mercer delivers robust compensation data through its Financial Services Survey Suite (FSS), covering over 1,500 roles in areas like:

• Commercial banking

• Consumer finance

• Insurance

• Retail banking

• Wealth management

• Financial technology

This data helps financial institutions build competitive pay strategies that support talent acquisition and retention in a highly regulated and dynamic market.

2. Talent Strategy and Workforce Transformation

Mercer supports financial organizations in adapting their talent strategies to shifting industry demands. This includes:

• Aligning compensation structures with evolving roles

• Addressing skill shortages in digital and compliance roles

• Developing sustainable workforce models for long-term success

3. Investment Solutions for Wealth Managers

Mercer provides:

• Independent investment research and advice

• Discretionary investment services

• Access to highly rated single and multi-asset funds

These offerings help wealth managers build customized portfolios and identify investment opportunities across public and private markets, tailored to specific client goals.

4. Valuation and Financial Advisory Services

Mercer Capital offers valuation and financial advisory services for financial institutions, including fintechs. These services include:

• Corporate and asset valuation

• Transaction advisory

• Litigation support

• Financial reporting

These insights are critical during mergers, acquisitions, and other strategic decisions.

Mercer offers a comprehensive suite of services tailored to the automotive industry, addressing the sector's evolving challenges and opportunities. Their offerings encompass talent strategy, workforce transformation, and strategic advisory services, supporting organizations across manufacturing, supply chain, and mobility sectors.​

Talent Strategy and Workforce Transformation

Mercer provides detailed compensation data and workforce analytics to help automotive companies develop competitive pay strategies. This includes aligning compensation structures with emerging roles, addressing skill shortages, and implementing sustainable workforce practices to support long-term organizational goals.​

Strategic Advisory Services

Mercer advises automotive organizations on adapting their talent management and reward strategies. This includes aligning compensation structures with emerging roles, addressing skill shortages, and implementing sustainable workforce practices to support long-term organizational goals.​

By leveraging these services, automotive companies can effectively manage compensation, attract and retain talent, and make informed strategic decisions in a dynamic industry environment.

Mercer provides a broad suite of services designed to meet the complex and evolving needs of the healthcare industry. Their offerings support hospitals, health systems, and public health agencies across workforce strategy, benefits design, investment consulting, and government program advisory.

Key Services for the Healthcare Sector

1. Workforce Analytics and Talent Strategy

Mercer delivers in-depth analytics to help healthcare organizations:

• Forecast workforce needs

• Understand skill gaps

• Plan recruitment and retention strategies

These tools help organizations proactively manage staffing challenges, including anticipated shortages of clinical professionals.

2. Health and Benefits Consulting

Mercer works with employers and healthcare systems to design benefits that improve employee health and well-being. Services include:

• Behavioral health initiatives

• Well-being and preventive care programs

• Claims and care management

• Clinical program design

• Data-driven benefit strategy

These programs are aimed at boosting employee satisfaction and productivity while managing healthcare costs.

3. Investment Strategies for Healthcare Organizations

Mercer offers specialized investment consulting for healthcare entities. Their services include:

• Portfolio design tailored to mission-driven goals

• Risk management and performance analysis

• Support across public and private market investments

These services are delivered by experts who understand the regulatory and operational landscape of healthcare finance.

4. Government Healthcare Advisory Services

Mercer supports state agencies and public health programs through:

• Medicaid program advisory

• Actuarial and policy consulting

• Care delivery model development

• Program implementation and evaluation

They help governments optimize health program design and service delivery across all populations.

​Mercer provides a comprehensive suite of services tailored to the retail industry, addressing challenges such as talent shortages, evolving workforce expectations, and the integration of technology. Their offerings support retailers in enhancing employee engagement, optimizing benefits, and navigating digital transformations.​

Strategic Benefits Consulting

Mercer collaborates with over 200 U.S. retail clients to develop competitive compensation and benefits strategies. Services include:​

• Compensation Analytics: Utilizing tools like the Compensation Analytics Bundle to inform pay structures.​

• Health and Pharmacy Benefits: Designing comprehensive health plans and managing pharmacy benefits.​

• Retirement Solutions: Offering plans such as Mercer Wise 401(k) and Pooled Employer Plans (PEPs) to support employee financial well-being.​

Employee Engagement and Well-being

To address workforce stress and promote well-being, Mercer provides:​

• Flexible Work Arrangements: Implementing policies that allow employees greater control over their schedules.​

• Well-being Programs: Developing initiatives that support mental and physical health.​

• Mobile Engagement Tools: Utilizing apps like iNGAGED to enhance communication and engagement.​

People Insights and Workforce Analytics

Mercer offers analytics and insights to help retailers understand and respond to workforce trends:​

• Diversity, Equity, and Inclusion (DEI): Assessing and improving DEI initiatives.​

• Voluntary Benefits: Providing additional benefits that cater to diverse employee needs.​

• Workforce Analytics: Using tools like Mercer Comptryx to analyze workforce data and inform decision-making

Navigating AI and Digital Transformation

Mercer assists retailers in integrating artificial intelligence and digital tools to enhance operations:​

• AI Integration: Implementing AI solutions to automate tasks and improve customer experiences.​

• Employee Training: Providing training programs to help employees adapt to new technologies.​

• Change Management: Supporting organizations through transitions to ensure successful adoption of digital initiatives.​

By leveraging these services, retailers can effectively manage workforce challenges, enhance employee satisfaction, and stay competitive in a rapidly changing industry.

Mercer works with private equity partners and their portfolio companies throughout the transaction journey. We promote scalability, eliminate barriers to growth and accelerate value creation through talent optimization. 

Mercer offers investment solutions tailored for insurance companies of all sizes worldwide. Their services are designed to help insurers transform their investment programs into strategic differentiators. This includes providing research, advice, tools, and implementation capabilities to inform decision-making and execute investment strategies, such as integrating alternative and sustainable investments.

Mercer assists insurers in optimizing their investment portfolios to address challenges like fluctuating interest rates, volatile risk premiums, and rising inflation. Their approach focuses on enhancing income, growing surplus, and aligning risk appropriately. By leveraging their expertise, insurers can achieve efficient operations, effective execution, and lower costs, ultimately growing enterprise value and gaining a competitive advantage.

Mercer identifies five common investment challenges faced by insurers and offers solutions by leveraging their deep expertise across all asset classes, global scale, extensive manager research, and dedicated team of insurance consultants.

Mercer provides investment consulting, research, advice, and tailored solutions to help not-for-profit organizations—including endowments, foundations, charities, and healthcare entities—achieve better portfolio outcomes while staying true to their missions. With over 50 years of experience in this sector, Mercer emphasizes creating bespoke investment strategies that reflect each organization's unique values and objectives.​

Key Investment Considerations for Not-for-Profit Organizations:

• Alignment: Ensuring that investment portfolios are in harmony with the organization's mission by assessing asset managers and strategies for alignment with objectives, supported by transparent monitoring and reporting frameworks.

• Efficiencies: Building robust portfolios designed to deliver efficiencies and capture opportunities, adhering to the organization's risk appetite and considering fees and other costs that could impact financial goals. ​

• Expertise: Providing professional investment advice to navigate the complex investment market, including reviewing asset allocation and identifying priority areas to ensure confidence in long-term strategies. ​

• Flexibility: Designing portfolios that are responsive to changing circumstances and market movements, ensuring preparedness for adverse events and positioning to take advantage of potential opportunities. ​

• Service Standards: Offering experienced advisors to build, manage, and monitor portfolios with care, allowing organizations to focus on other priorities essential to achieving their mission.
  

• Sustainability: Integrating environmental, social, and governance (ESG) considerations, diversity, equity, and inclusion (DEI) factors, and impact investing opportunities to address key issues without compromising financial goals.

Mercer also offers outsourced chief investment officer (OCIO) services, providing specialized investment management to help organizations focus on mission-related initiatives while remaining engaged with investment decisions as desired. Additionally, Mercer assists in developing and executing DEI policies within investment portfolios, offering advice on key performance indicators and monitoring frameworks for asset managers.

Mercer provides specialized consulting services to government agencies with a particular focus on health and human services. Their work supports public programs like Medicaid, helping state and federal agencies manage complex systems, improve outcomes, and drive efficiency. With decades of experience and a dedicated team of over 450 professionals—including actuaries, policy experts, clinicians, pharmacists, and data analysts—Mercer has become a trusted advisor to more than 30 U.S. states and various federal agencies since 1985.

At the core of their government consulting is a strong foundation in actuarial and financial services. Mercer works closely with public sector clients to develop, review, and refine Medicaid rate structures, assess financial sustainability, and design cost-effective policies. These services ensure that programs are both fiscally responsible and aligned with population needs.

Mercer also brings deep expertise in clinical and behavioral health consulting. Recognizing the growing importance of mental health and integrated care models, they help public agencies develop and implement strategies that improve service delivery while containing costs. Their work in this space contributes to higher quality care for underserved populations and better alignment between behavioral health services and broader healthcare goals.

A significant area of Mercer’s government practice involves data analytics. By leveraging robust data tools and methodologies, they enable agencies to make informed, strategic decisions. These insights are critical for understanding utilization trends, identifying inefficiencies, and optimizing program performance. Data also plays a pivotal role in shaping healthcare policy, where Mercer’s advisory services come into play.

In the realm of pharmacy management, Mercer supports state agencies in controlling rising drug costs and improving the efficiency of pharmacy benefit programs. Their consulting spans everything from benefit design to vendor management, ensuring that public dollars are used effectively while still providing essential medications to beneficiaries.

Mercer’s healthcare policy consulting ties all of these services together. They work hand-in-hand with government leaders to shape and modernize healthcare programs—particularly Medicaid—by guiding reforms, evaluating delivery systems, and supporting transitions to value-based care. Whether designing long-term strategies or navigating regulatory shifts, Mercer helps agencies achieve their mission to serve the public with high-quality, accessible healthcare.

Altogether, Mercer’s government services are built to empower public agencies to meet growing demands, adapt to change, and deliver meaningful impact to the communities they serve.

Whether you're an employer, institutional investor, nonprofit organization, financial intermediary, or family office, Mercer’s investments and retirement consulting is here to help you develop a unique investment strategy tailored to your needs. From strategic advice to full investment outsourcing (OCIO), we offer a comprehensive suite of services to help you meet your goals.

At Mercer, everything begins with understanding your objectives and challenges. We work closely with you to define a practical and effective investment strategy, using our latest research, insights, and manager evaluations. Our services cover:

• Portfolio construction

• Asset allocation

• Strategic execution

If desired, we can act as an extension of your team, delivering a bespoke and agile implementation solution.

Specialized Services by Client Type

Defined Benefit Plans

• Actuarial solutions

• Administration

• DB advisory services

• OCIO (Outsourced Chief Investment Officer) solutions

Defined Contribution Plans

• Governance and retirement plan design

• Plan administration

• DC advisory services

• OCIO solutions

Financial Intermediaries

• Asset allocation model portfolios

• Investment manager research

• Multi-manager strategies

Not-for-Profit Organizations

• Endowments and foundations

• Healthcare organizations

Insurance Companies

• OCIO solutions tailored to insurers' risk and return profiles

Comprehensive Investment Support

Implementation and OCIO Services

We guide you through defining, developing, and implementing an investment strategy that considers governance, risk, sustainability, and diversification. Our services are flexible and scalable based on your needs.

Sustainable Investment Solutions

Our experts help you create sustainable investment strategies that align ESG (Environmental, Social, and Governance) and DEI (Diversity, Equity, and Inclusion) factors with your financial goals.

Alternative Investments

With connections to hundreds of global asset managers, we help you discover innovative opportunities across private markets and hedge funds.

Strategic Research Access

Join the MercerInsight® Community to access exclusive strategic research from Mercer and global thought leaders—free and easy to join.

Asset Manager Research

Through MercerInsight®, in partnership with eVestment, you can access in-depth data and analytics on thousands of investment strategies in both public and private markets.

Managing Investment Risk

Mercer’s Sentinel team helps you manage operational risk by conducting due diligence on asset managers, custodians, and service providers to support your governance framework.

Why Choose Mercer?

In today’s evolving market, investors face significant complexity. Mercer helps you navigate these challenges by offering:

• Expert Research: Informed asset allocation strategies and access to high-performing investments

• Tailored Advice: Personalized strategies aligned with your unique goals and priorities

• Robust Governance: Strong frameworks that help reduce risk and ensure compliance

• Scalable Solutions: OCIO and other services that grow and evolve with your needs

Empowering employers to manage health and benefits costs, improve care quality, and simplify the employee experience.

At Mercer, we believe there’s a better, smarter way to manage employee benefits—one that focuses on value, well-being, and strategic simplicity. Our end-to-end solutions are designed to help you unlock efficiencies, reduce risk, and build a sustainable, people-focused benefits strategy.

Our comprehensive suite of services empowers employers to take control of health and benefits costs, enhance care outcomes, and deliver an intuitive, engaging experience for employees—locally and globally.

Benefits Strategy and Consulting

Stay ahead of workplace shifts with benefits strategies that are agile, impactful, and aligned with the evolving needs of your workforce. We help ensure your programs deliver value while supporting employee well-being and organizational goals.

Employee Benefits Brokerage Services

Access market-leading brokerage expertise to secure the right benefits at the right price. We’ll also identify opportunities to optimize your offerings, reduce risk, and keep your plans financially sustainable.

Global Benefits Management

Streamline the administration of insured benefits across regions and countries. Our global solutions bring consistency, transparency, and simplicity to your international benefits strategy.

Technology Platforms for Benefits Management

From design to delivery, our technology helps you manage programs tailored to your people, locations, and future growth—making administration easier and more effective.

Employee Benefits Analytics & Insights

Use data to drive smarter decisions. Our analytics tools provide clear visibility into benefits performance, enabling you to manage costs, retain talent, and improve employee outcomes.

Well-being Programs

Build a resilient, high-performing workforce with well-being strategies that deliver measurable impact. From physical to mental health, our programs are tailored to protect your people and unlock their full potential.

Why Choose Mercer?

Mercer gives you a global view of your benefits spend while helping you set realistic budgets, align financing strategies, and maximize your scale. From insured to self-insured plans or captive structures, we design financing models that match your unique business needs and benefits maturity.

Proven Results:

• 2.3%: Average 2+ year benefits cost increase (vs. 6.6% national average)

• 41%: Reduction in healthcare costs for thriving employees using effective population health strategies

• 10%: Projected savings through collective purchasing and cost control

• 20:1: Potential ROI from Mercer Managed Pharmacy Consulting

Unlock future growth through transformation. Our human-centric, evidenced-based approach to transformation unlocks future growth by helping companies reimagine how they work and how their employees experience work.

Transformation is not a one-time event. Achieving bold, systemic change requires investing in your people to drive long-term, sustainable growth that realizes returns in multiple dimensions — financial, operational and human. 

There are a number of challenges organizations can encounter on their journey:

• Redesigning work to achieve an optimal combination of people and automation
• Implementing strategic workforce planning best practice that delivers value to the business
• Overcoming deficiencies in workforce capability and future skills
• Applying new ways of working — supporting flexibility for the business and the individual

We enable companies to unlock future growth by helping them reimagine how they work and how their people experience work. Our approach to strategic workforce planning is people-centric and evidenced-based. Based on world-class thought leadership and practical experience, we will help you build solutions that add value, eliminate friction and engage your workforce.

We will underpin your on-going transformation with our proven change management support. This will enable you to understand, acknowledge and address the varying needs of your managers and employees. In turn, this will drive greater commitment and adoption.

Our Workforce Transformation Solutions

Mercer’s workforce and organization transformation solutions are designed to address key challenges while delivering measurable benefits. These solutions help organizations navigate change, build agility, and drive long-term success.

Culture

Align your transformation efforts with your organization’s strategic purpose to build a more inclusive, diverse, and equitable environment. This approach drives higher engagement, productivity, and retention, creating a workplace where people thrive.

Flexible Working

Facilitate effective collaboration by developing business and workforce models that support flexible working strategies. These models are designed to meet the diverse needs of employees, regardless of their stage in life or personal circumstances.

Talent Marketplace

Build a future-ready, agile organization by deploying talent in ways that best align with the demand for skills. This solution optimizes your talent pool to ensure your workforce can adapt to evolving business needs.

Organization Design

Transition from traditional, multi-layered structures to a more innovative, agile, and distributed organizational model. This transformation ensures that your organization is positioned to thrive in a fast-moving world.

Pay Equity

Assess and eliminate pay inequities and their underlying causes. By doing so, you can reduce risk and establish pay equity as a cornerstone of your broader diversity, inclusion, and social justice initiatives.

People Strategy

Develop an integrated, impactful, and investable people strategy that is anchored to your business goals. Prioritize your strategic initiatives by focusing on critical talent segments, ensuring alignment between people and business objectives.

Work Design

Capitalize on digitalization and the evolving nature of work by optimizing the combination of human talent and automation. This solution helps connect the right talent to the right work using a variety of digital tools and methods, enhancing efficiency and engagement.

Workforce Strategy and Analytics

Identify the workforce attributes and practices that best serve your business objectives. Set a clear strategy to meet future workforce demands and optimize impact, accelerating organizational change and growth.

Deliver stronger performance during change. We are in a time of extraordinary, consistent change. The pressure to adapt, both professionally and personally, is constant. In fact, according to Mercer's Global Talent Trends, 97% of organizations are planning significant transformation this year. Creating a clear and shared vision makes all the difference for organizational change. Companies with effective change management strategies and plans outperform their competition across many important financial indicators — delivering stronger performance during times of disruption or transformation.

Create sustainable change

At Mercer, we deploy five levers to create sustainable change throughout the change management process. We help:

1. Align leadership and define the reason for change 
2. Engage stakeholders and co-create to build a desirable future
3. Communicate to set expectations, mitigate risk, and promote the change narrative
4. Enable to create deeper understanding and acceptance 
5. Activate and monitor the experience across the business to ensure accountability and sustainability

The advantages of our change management consulting approach. 
Effective change does not happen by accident. It depends on the implementation of thoughtful change strategies, and on people — from leaders to front-line employees — understanding, embracing and activating the change.

Create understanding
Help people in your organization understand the nature and necessity of change by involving them in the process from the beginning of the journey.

Inspire commitment and excitement
Create commitment and excitement so that people want to be part of the envisioned future state. Focus simultaneously on the logical and emotional aspects of change, both of which affect people’s decisions and behavior.

Make change happen
Achieve success by making the change feel tangible and real for all of your employees. Provide clear communication to reinforce your message, and monitor the experience to ensure accountability and sustainability.

Mercer’s Mergers and Acquisitions (M&A) Advisory Services are designed to help organizations manage the complex people-related aspects of deals, from pre-deal planning through to post-deal integration. Whether a company is acquiring, divesting, merging, or forming a joint venture, Mercer provides expert guidance to ensure that human capital risks are addressed and that value is maximized throughout the deal lifecycle.

Here’s a breakdown of how Mercer supports clients at each stage of an M&A transaction:

1. Strategy and Readiness

Mercer works with clients to align their M&A strategy with business goals. This includes:

• Developing an M&A playbook

• Conducting readiness assessments

• Providing training through the M&A Ready™ program

• Helping organizations understand what capabilities are needed to execute transactions effective

2. Due Diligence

Mercer brings deep expertise in workforce issues, which often account for a significant portion of deal success or failure. Their due diligence services focus on:

• Identifying hidden people-related risks

• Evaluating employee programs and compensation

• Estimating costs and liabilities (e.g., pensions, benefits, employment contracts)

• Assessing cultural and organizational compatibility

This analysis helps buyers and sellers make informed decisions and properly price and structure deals.

3. Post-Merger Integration

Once the deal is signed, Mercer helps with integration planning and execution to deliver on the deal’s intended value. This includes:

• Day One readiness planning

• Cultural alignment and workforce engagement

• Organizational design and leadership alignment

• Benefits and compensation harmonization

• Communications and change management strategies

The goal is to create a unified organization with minimal disruption and sustained performance.

4. Divestitures

When companies are separating business units or selling off parts of the organization, Mercer helps minimize disruptions and maintain operational continuity. Services include:

• Transition service agreements (TSAs)

• Workforce separation planning

• Stand-up strategies for the divested entity

• Communication and change support

5. Private Equity Advisory

Mercer also supports private equity firms through:

• Pre-acquisition human capital due diligence

• Post-close HR transformation in portfolio companies

• Workforce strategy and compensation planning

• Ongoing value creation support across the investment lifecycle

Why Choose Mercer for M&A Advisory?

• Global Reach: Mercer operates in over 40 countries, supporting both local and cross-border transactions.

• Specialized Expertise: Their consultants understand the financial, legal, cultural, and operational complexities that come with mergers and acquisitions.

• People-Centric Focus: Mercer is uniquely positioned to assess the human capital risks that often make or break deals.

Accelerate your digital evolution, transform your workforce management, payroll and HR functions, and enhance employees' digital skills and experiences. Select from various platforms to meet your unique business needs with consulting support from Mercer’s market-leading team of experts.

Building a connected and collaborative digital workplace

According to Mercer's 2024 Global Talent Trends, 53% of C-suite executives have invested in technology for efficient and cost-effective HR operations in the past three years, and 50% plan to start/continue investing this year.
Companies are embracing digital human capital management platforms like Workday and UKG to:

• Foster connectivity and collaboration in the digital workplace to enhance employees' digital skills and experiences.
• evaluate HR strategies and functions and tailor them for the flexible and digital workplace.

Mercer is a leader in digital implementation and HR transformation, offering strategic consulting and advanced technology solutions. We foster growth and culture, integrating and managing change for innovative and sustainable HR practices.

Our consultative approach to digital implementation

Mercer is at the forefront of HR transformation, offering unmatched expertise, strategic HR consulting and comprehensive implementation services. Our global footprint allows us to leverage resources and knowledge from around the world, ensuring tailored solutions for every client.

Our process:

• Extends beyond the initial activation of systems to foster sustainable HR transformations that align with the overarching business goals.
• Specializes in customized transformation plans and seamless technology deployment, backed by ongoing support to ensure a smooth transition.
• Empowers your workforce to propel your organization to new heights, making Mercer your ally in navigating the future of HR operations.
• Leverages our unique and proprietary research, supported by our global reach and local knowledge.

Our practice:

• Global expertise and local knowledge: Leverage our global footprint and local insights to create customized solutions that meet your unique business needs.
• Sustainable HR transformations: Extend beyond the initial activation of systems to foster long-lasting HR transformations that align with your business goals.
• Seamless technology deployment: We specialize in personalized transformation plans and seamless technology deployment, with ongoing support to ensure smooth transitions.
• Empowering your workforce: Equip your employees with the skills and tools needed to drive your organization to new heights.
• Proprietary research and insights: Utilize our unique and proprietary research to stay ahead of industry trends and best practices.

Our transformation leaders help you stay ahead of the curve in an era of continuous evolution by delivering actionable solutions that drive better business outcomes.

Delivering What Your Business and Workforce Need Now

We’re on the cusp of a machine-augmented revolution in the future of work, driven by workers’ evolving expectations and businesses’ changing needs. This transformative shift will demand agility, sustainability, and smarter HR functions to keep pace with new demands and deliver more consumer-like experiences.

To thrive, HR needs to evolve from its legacy as a steward of employment to become a steward of work. Traditionally, HR was about ensuring the enterprise ran smoothly — enough people with the right skills, available at the right time and price. This model, built for efficiency, is no longer sufficient as AI and the democratization of work accelerate the velocity and variability of business needs. Progressive HR functions are now redefined to enable talent to connect with work seamlessly, adapting to individual needs.

When HR leads the charge, businesses can build a more intuitive, human-centric work experience.

Sustained Transformation Requires an Ecosystem Approach

Successful transformation creates trust in every interaction, helps people and businesses thrive, and empowers HR to drive daily change. This requires:

• A focus on strategy, activation, and continuous improvement.

• A fluid, adaptable system that keeps pace with change.

Aligning HR with the Business

Leaders indicate that sustainability is the top driver of transformation, followed closely by risk management. However, only 31% of CHROs are currently working on sustainability initiatives, and over half remain focused on enhancing employee experience and EVP.

Improving employee experience doesn’t have to come at the cost of sustainability. In fact, building sustainable people practices can strengthen workforce engagement and resilience.

With generative AI transforming HR, the function is positioned as a strategic business partner. However, 67% of organizations fail to transform how they work alongside adopting new technologies, causing many digital HR transformations to fall short. Only 1 in 6 HR leaders say their HR digital initiatives were successful due to this oversight.

Empowering HR to Thrive

For decades, a focus on efficiency hindered HR’s ability to respond to the rapidly evolving world of work. To thrive, HR must foster a digital-first culture and adopt a human-centered, experience-driven approach that builds resilience, agility, and workforce productivity.

Traditional HR methods no longer suffice. Successful transformation requires a shift in mindset, focusing on people, processes, and technology.

It’s Time to Get Transformation Right

Transformation is a continuous process, not a one-time event. Real transformation is about aligning workforce, HR, and business goals to drive meaningful change. It’s not just about system implementations — it’s about creating value, improving ways of working, and driving lasting change.

Key elements of a successful HR transformation initiative:

• Clear vision and strategy

• Leadership support and alignment

• Effective deployment of new capabilities

• Delivering value to the business

• Improving the workforce experience

Why Choose Mercer for Your HR Transformation?

Partnering with Mercer means empowering HR to deliver both the experience employees deserve and the impact the business needs. We champion three pivotal principles: Trust, Thrive, and Transform.

Trust

Building trust begins with an interaction model that centers people and work. It involves a balance of high-touch human and digital experiences, creating a resilient technology and data foundation.

Thrive

A thriving HR function uses human-centered design to listen to the workforce, co-create innovative solutions, and continuously enhance the operating model with new technologies like generative AI.

Transform

Empowering HR to transform every day requires a clear, aligned strategy, leadership support, and a narrative that ties changes to business and workforce outcomes.

How Mercer Can Support Your HR Transformation Journey

• Digital HR Strategy: Build a strategy and roadmap for better employee experiences and efficient HR processes.

• HR Target Interaction Model and Operating Model: Develop a future-proof HR operating model that unlocks the employee experience.

• Deployment and Digital Implementation Services: Implement the best solutions for your needs, with impartial recommendations.

• Talent Acquisition and HR Sub-functions: Strengthen talent attraction strategies and build a strong employee value proposition.

• Future HR Skills: Upskill your HR teams through Mercer Learning, tailored to your upskilling requirements.

• Strategic Workforce Planning: Prioritize people and initiatives that drive key business objectives.

• HR Accelerator: Create a map for your future HR strategy, transforming processes, organization, and technology.

As businesses face challenges like stagflation, pandemic recovery, remote work, and a labor shortage, making the right employee compensation decisions has become more complex. Mercer offers the world’s largest and most comprehensive workforce rewards database to help organizations make informed and accurate compensation choices.

Key Challenges in Employee Compensation:

• Ensuring fair pay across diverse locations

• Benchmarking against industry standards

• Balancing wage stagnation with retention incentives

• Designing market-leading employee rewards programs

• Deciding when to conduct compensation audits

• Justifying compensation decisions

• Developing effective compensation strategies

Mercer helps answer these questions with its suite of compensation surveys and consulting services.

Mercer’s Total Remuneration Survey (TRS):

• Mercer’s TRS is the largest global compensation resource, offering consistent comparisons of compensation and benefits across geographies.

• Data includes over 45,000 organizations worldwide, 20 million incumbents, and 400,000 roles.

Global and Regional Compensation Data:

• Mercer’s compensation surveys provide accurate, trusted data for over 140 locations.

• The US Mercer Benchmark Database includes compensation data for 3,200 organizations across 20+ industries.

• Mercer’s Total Remuneration Membership Program provides global compensation data, discounted access, and exclusive client services.

Mercer’s Total Remuneration Membership Program:

• Full access to Mercer’s global compensation database with significant discounts.

• Personal client relationship management, dedicated support, and network opportunities.

• Webcast training on Mercer’s tools for survey participation and data analysis.

Industry-Specific Compensation Solutions: Mercer specializes in compensation benchmarking, analytics, and insights tailored to industries such as:

• Energy

• Engineering

• Financial Services

• Healthcare

• High-Tech

• Hospitality

• Life Sciences

• Logistics

• Retail

Mercer’s expert team offers customized data, insights, and recommendations to help organizations optimize their compensation strategies.

Bridging the gap between company messaging and employee understanding is crucial. Mercer’s communication consultants can help simplify complex messaging and engage your greatest asset—your people.

How We Help with Employee Communication Strategy

Mercer’s communication consultants understand the unique challenges companies face when it comes to employee engagement. We offer:

• Understanding Your Needs: We dive deep into understanding your employee communication needs and guide you toward the best solutions aligned with your goals, priorities, and workforce.

• End-to-End Management: We manage the entire process—from strategy development to execution and tracking results. Our consultative approach ensures successful outcomes.

Comprehensive Solutions: Our solutions are designed to enhance communication effectiveness, improve employee experience, and reinforce your brand and talent management strategies.

Organizations with effective change management and engagement strategies perform significantly better, especially during times of change.

Digital Communication and Employee Experience

In a world with multiple communication channels—email, mobile apps, blogs, websites, social media, and face-to-face interactions—how do you ensure the right messages are delivered effectively? Mercer’s digital communication strategies use cutting-edge technologies to help companies engage employees about their careers, benefits, and well-being, no matter where they are or what device they use.

Our Employee Communication Consulting Services Include:

• Employee Communication Strategy & Multimedia Development: Create impactful strategies using interactive content to engage employees.

• Change Management Communication: Guide organizations through transitions such as mergers, acquisitions, or system changes, ensuring clear communication to drive behavior change.

• Employee Value Proposition Analysis: Develop compelling value propositions to support employee engagement, retention, and talent management.

• Consumer-Grade Digital Communications: Deliver high-quality, user-friendly communication experiences across platforms.

• Portal & Service Delivery Consulting: Provide guidance on designing efficient and engaging communication platforms.

• Branding & Platform Design: Develop and design effective communication platforms that reflect your company’s values.

• Content Architecture Consulting: Strategize content development to ensure effective delivery across digital channels.

Our Employee Communication Solutions

• Communication & Engagement Strategy: We create timely, engaging employee communications that foster awareness, drive action, and build a positive employee experience and inclusive culture.

• Change Management: Mercer helps organizations plan and execute change initiatives that align all levels with the future vision, fostering buy-in across the company.

• Employee Experience Insights: Our tools and services allow you to measure, understand, and shape the employee experience to drive positive business outcomes.

• Mercer Belong® Portal: This platform connects employees to their total rewards in meaningful ways—accessible anytime, anywhere, integrated with your HRIS and vendor sites.

• Virtual Benefits Fair: A self-paced, interactive tool that connects employees with benefits information during open enrollment, onboarding, and beyond.

• BetterDays Mental Wellness Web App: Provide employees with engaging mental health content, interactive activities, and access to relevant resources, all through an easy-to-use platform.

Mercer’s employee communication solutions are designed to make complex messages simple, engage your workforce, and drive positive outcomes, no matter the scope or challenge. Let Mercer help you transform your employee communication strategy and elevate the employee experience.

Transform the employee experience (EX) to help your business and employees thrive in today’s evolving work environment. Mercer offers robust workforce insights, HR expertise, and a comprehensive approach to design and change management.

Addressing the Evolving Scope of Employee Experience

The scope of EX has expanded beyond just workplace engagement. It now encompasses all aspects of an employee’s work and life, with a focus on creating an environment where employees can thrive, stay productive, and remain engaged. Enhancing EX and the employee value proposition (EVP) is HR’s top priority.

• Employee Listening: Actively listening to employees is crucial for a winning EX. By analyzing employee feedback and behaviors, businesses can design more targeted, effective experiences while balancing cost and impact.

• Employee Experience Challenges: Employers face challenges such as:

  • Keeping up with evolving employee expectations

  • Scaling EX to support well-being and reduce burnout

  • Operating within shrinking budgets

  • Redesigning work models for agility

  • Addressing Good Work goals (e.g., fair wages, flexibility, well-being, DEI, employability)

  • Making flexible work accessible to all

A New Approach to Designing the Employee Experience

Mercer’s employee experience solutions offer a comprehensive approach to improving employee engagement:

• Insights and Flexibility: Our tech-agnostic model combines workforce data insights with the best technology to optimize your EX.

• Human-Centered Design: We focus on understanding what drives people and use design thinking and change management to create sustainable, employee-centric experiences.

• Strategic Transformation: Our global network of HR experts ensures that changes are scalable, practical, and impactful beyond just the design phase.

Mercer’s Employee Experience Solutions

1. Employee Experience Design: Integrating design thinking, change management, HR expertise, and workforce insights to design for key employee moments.

2. Employee Listening: Smarter, targeted listening to enhance the EX, unlock performance, and enable organizational change.

3. Employee Communication: Ensuring meaningful connections with employees across all platforms, from career updates to benefits and well-being.

4. Employee Value Proposition: Data-driven strategies to differentiate your EVP and attract top talent.

5. Flexible Working: Developing strategies that optimize flexible working to enhance employee experience and performance.

6. Total Well-being: Integrating total well-being into EX to boost productivity and improve employee satisfaction.

Mercer’s solutions are designed to help organizations not just survive, but thrive in the new world of work by creating a connected, engaged, and well-supported workforce.

Designing competitive executive compensation and policies that align with business strategy while incentivizing top talent can be challenging.

We can help you factor in all the critical considerations so you can achieve the most compelling and effective executive compensation plans.   

Mercer's Executive Compensation Services

1. Attracting and Motivating Talent: We help design executive compensation plans that align pay with strategic goals, drive long-term success, and ensure compliance with legal and shareholder requirements.

2. Comprehensive Market Data: Mercer utilizes data from sources like the Total Remuneration Survey to provide customized compensation solutions that are data-driven and tailored to your needs.

3. Objectivity and Compliance: We maintain objectivity by adhering to global business standards, minimizing conflicts of interest while advising boards and management on executive compensation.

Adapting to Evolving Societal Expectations

Modern executive compensation is shifting to reflect broader societal expectations, including:

• Sustainability and DEI: Many companies are integrating diversity, equity, and inclusion (DEI) initiatives into their compensation strategies.

• Environmental, Social, and Governance (ESG): There’s growing emphasis on ESG factors in executive compensation, aligning leadership incentives with long-term corporate responsibility.

• Stakeholder Focus: More companies are embracing a stakeholder-focused approach to compensation, balancing shareholder interests with broader social and environmental considerations.

Mercer's team of executive compensation consultants offers best-in-class expertise in pay-performance alignment, corporate governance, sustainability, and more, helping companies design and implement effective executive compensation programs in today’s complex business landscape.

In a rapidly changing economy marked by labor shortages and evolving work dynamics, transforming your workforce with a skills-based approach is essential. By focusing on skills, companies can enhance talent acquisition, development, and retention, ensuring they stay competitive in the future of work.

Why Embrace Skills-Based Talent Practices?

With the world of work evolving quickly, embracing skills-based practices has become a top priority for organizations. Reskilling is key to future-proofing your workforce. Measuring skills and capabilities objectively supports broader talent strategies, enhances workforce agility, and improves employee retention.

Whether you're aiming to build a strong skills foundation, rethink talent management practices, or optimize HR processes, Mercer is here to help. Our expertise spans workforce transformation, data & technology products, and digital enablement to help you implement skills-based practices at scale.

Mercer’s Solutions for Skills-Based Talent Management

• Workforce & Transformation Advisory: Strategic visioning, program design, and change activation to drive workforce transformation.

• Data & Tech Products: Skills data, market values, trends, and enabling technology to support skills-based initiatives.

• Digital Enablement: HR tech stack planning, deployment, and optimization for seamless integration and implementation.

Key Challenges in Skills-Based Talent Practices

• Identifying current skills gaps and bench strength for effective talent acquisition.

• Restructuring jobs around automation.

• Aligning learning and development investments with skills-based talent management.

• Offering flexible career paths across the organization.

Mercer’s Award-Winning Skills Edge Solution

Mercer’s groundbreaking Skills Edge Solution for Talent Management won the 2024 HR Tech Award, providing a comprehensive approach to reinventing talent management through skills-based practices.

The Benefits of a Skills-Based Approach

Mercer’s 2023/2024 Skills Snapshot Survey Report highlights the advantages of adopting skills-based talent strategies, such as:

• Improved employee retention

• Enhanced workforce agility

• Greater flexibility to meet evolving market demands

The report also outlines steps to build a skills foundation, align performance metrics, and define success in a skills-driven environment.

How Leading Companies Reinvent Talent Management for the Future of Work

1. Strategic Workforce Planning: Utilize skills supply-and-demand data to gain deeper insights and redefine talent pools.

2. Reskilling: Accelerate reskilling with personalized learning pathways and advanced assessment capabilities.

3. Skills Assessment: Objectively measure skills and capabilities for talent acquisition, development, and succession planning.

4. Pay-for-Skills: Reinvent pay programs with AI-driven compensation decisions based on skill demand, supply, and criticality.

5. Job & Career Architecture: Establish a robust framework for internal equity and external competitiveness through consistent job analysis and evaluation.

6. Performance Management: Implement rapid, multisource feedback systems to target skill development and enhance performance.

7. Career Development/Pathing: Empower employees to take ownership of their careers through skill mapping and actionable career paths.

8. Succession Planning: Build diverse succession pools informed by individual skills, avoiding restrictive job structures.

9. Internal Talent Marketplace: Promote internal mobility by deploying talent to projects and gigs based on skill supply and demand.

10. Talent Acquisition: Use skills-based hiring and AI-driven skill assessments to enhance candidate selection and experience.

11. Reinventing Jobs: Deconstruct jobs into tasks to prepare for the future of work, ensuring adaptability and flexibility.

A total rewards strategy centered around the voice of the employee ensures you prioritize investments that align with their needs. By actively listening to employees, organizations can achieve more efficient investments, reduce turnover, and foster a culture that listens and cares.

Key Benefits of a Thoughtful Total Rewards Strategy

• Efficient Investment: Prioritize spending on areas that provide the most value and identify opportunities for reallocating resources to maximize ROI.

• Reduced Turnover: Align employee needs with total rewards offerings to enhance retention and reduce the costs associated with turnover.

• Culture of Listening: Build a culture where leadership is committed to listening and using employee feedback to make informed decisions.

The Future of Rewards: Embrace Total Rewards

The future of rewards lies in creating a comprehensive employee value proposition (EVP) that resonates with diverse employee populations. Implement unique retention strategies based on what employees value most, leading to enhanced engagement and loyalty.

What Employees Want and How Employers Are Responding

In the competitive talent market, organizations are adapting their total rewards to meet employee expectations:

• Better Pay: 51% of organizations are revisiting their compensation philosophy in 2023.

• Better Flexibility & Work-Life Balance: 57% of organizations are expanding flexible work options.

• Better Healthcare Benefits: 70% of organizations are enhancing health and benefits offerings.

• Better Retirement Benefits: 55% of organizations are investing in financial wellness programs for long-term security.

Source: Mercer’s 2022 Inside Employees’ Minds Study, 2023 Global Talent Trends Pulse Survey

Creating a Meaningful Total Rewards Strategy

Start by understanding what employees truly need and value. Engage in research methodologies that explore deeper insights beyond just program satisfaction, such as digital focus groups and conjoint surveys. Use these insights to:

• Align compensation with employee values.

• Ensure the compensation plan is competitive with the market.

• Comply with pay equity and transparency policies.

Employee Insights for Reducing Burnout and Improving Mental Health:

• Reduce Workload

• Enhanced Employee Assistance Programs (EAP)

• Access to Mental Health Apps

How Organizations Are Responding:

• Design Work with Well-Being in Mind: 40% of organizations will implement realistic workloads and no-meeting days.

• Expand Behavioral Health Access: 67% will provide enhanced EAP, and 62% will offer online resources.

• Destigmatize Mental Health Care: 35% of organizations plan manager training, 26% will train employees, and 25% will launch communications campaigns.

Putting It All Together: Differentiate Your Business

To differentiate your organization as a top employer, offer meaningful total rewards. Listen to employees through effective research methods, gather actionable insights, and implement data-driven strategies.

Mercer provides the expertise to help you:

• Employee Rewards: Understand evolving employee needs and offer rewards that resonate.

• Total Rewards Optimization: Attract, motivate, and retain talent by optimizing your total rewards strategy.

• Compensation & Benefits Data: Use data to inform compensation strategies and benchmark against industry standards.

• Talent All Access Platform: Access crucial data through the Talent All Access® Portal+ to guide your organization’s success.

• Employee Value Propositions: Enhance the employee experience and create a compelling EVP.

• Employee Listening: Continuously measure and enhance the employee experience to unlock performance.

• Global Pay Transparency: Foster fairness, equality, and trust through pay transparency.

• Pay Equity: Address pay inequities to increase diversity and reduce risk.

• PayAI®: Make data-driven pay decisions using Mercer’s innovative PayAI.

• Merit Co-Pilot: Accelerate end-of-year compensation planning with Mercer’s Merit Co-Pilot.

By implementing a thoughtful and data-driven total rewards strategy, organizations can create a positive employee experience, foster retention, and drive long-term success. Let Mercer guide you through the process.

Advance your talent strategies for the new shape of work. Start with an assessment of your organization’s talent and leadership teams’ current skills to gain an understanding of the gaps you need to bridge in building your workforce of the future. Use an evidence-based approach to address your unique challenges while supporting a positive employee experience. 

Mercer’s Talent Assessment Solutions are designed to help organizations adapt to rapidly changing business environments by aligning their talent strategies with evolving market needs. In an era of disruption—driven by factors like AI, automation, globalization, and workforce shifts—companies must be agile, strategically reskilling and upskilling their workforce. These solutions are aimed at helping businesses understand their current talent capabilities, identify gaps, and future-proof their workforce for sustainable growth.

Key Aspects of Mercer’s Talent Assessment Solutions:

1. Aligning Talent with Business Needs: The foundation of Mercer’s approach lies in assessing the current skillset of the workforce and understanding what roles and capabilities will be required for the future. Mercer helps organizations navigate these challenges by assessing talent gaps and identifying the most effective strategies for acquiring and developing talent. This includes understanding how to balance building, buying, or borrowing talent to meet organizational demands.

2. Upskilling and Reskilling: Mercer emphasizes that skills are the new currency of work. As the demand for specific skills changes rapidly, organizations must focus on reskilling and upskilling initiatives to remain competitive. Deconstructing jobs into skills makes it easier to provide flexible deployment of skills, allowing businesses to adjust rapidly to market changes. Mercer helps create a skills framework that helps companies upskill and reskill their workforce to meet future demands.

3. Integrated Talent Management: Mercer integrates talent assessment into the broader talent management strategy, including learning and development, performance management, and reward practices (like pay-for-skills and pay-for-development). This alignment helps ensure that talent strategies are sustainable and future-proofed.

4. Data-Driven Decision-Making: A central component of Mercer’s approach is the use of data and analytics to measure both individual and organizational success. Through skills-based assessments, Mercer provides insights to help businesses make better decisions around talent acquisition, development, and succession planning. The use of AI-driven tools and psychometric assessments ensures accurate measurements of both technical and soft skills.

5. Strategic and Integrated Assessment Phases: Mercer’s talent assessment process is structured around four phases:

   • Embark: Define the business challenge you’re aiming to solve, considering both employer and employee perspectives.

   • Discover: Understand the current state by gathering research insights and benchmarking against industry standards.

   • Shape: Develop bold solutions with measurable outcomes that align with future skill requirements.

   • Drive: Implement changes that ensure the transformation is sustainable and embedded within the organization’s fabric.

6. Tools and Expertise: Mercer provides a suite of tools that help organizations assess leadership readiness, identify high-potential talent, and create actionable development plans. They offer real-time performance monitoring, leadership assessments, and feedback tools to foster a culture of continuous improvement. Key tools include:

   • Mercer’s Talent Marketplace: This platform helps businesses unlock the potential of their employees by matching existing skills with evolving business needs. It also aids in creating internal mobility by enabling talent to shift roles, projects, or even geographic locations.

   • Skills-Edge Suite: A comprehensive solution that combines consulting, technology, and data to advance skills-based talent strategies and ensure pay equity linked to skills.

   • Mercer | Mettl Assessment Platform: A customizable platform for assessing both technical and soft skills in areas such as IT, HR, sales, and more. It helps organizations identify skill gaps and develop appropriate interventions for improvement.

7. Responding to Disruptors: Mercer’s solutions also help organizations deal with the disruptive forces affecting the workforce, including AI and automation, the gig economy, and multigenerational workforces. As these factors transform roles and responsibilities, businesses need to continually assess the skills required to thrive. Mercer’s tools help companies stay ahead of these disruptions and build agile talent pools that can quickly adapt to change.

8. Inclusion and Diversity: Another key component of Mercer’s approach is ensuring that organizations create inclusive leadership. By evaluating whether managers are adopting inclusive leadership styles, companies can ensure that all talent has equal opportunities for growth, irrespective of background or identity. Mercer helps to build diverse talent pipelines and incorporate feedback mechanisms to ensure that leadership behaviors align with inclusivity goals.

Supporting Solutions:

Mercer’s talent assessment solutions are not standalone offerings. They work in conjunction with other Mercer services to drive a holistic talent strategy:

• HR Training (Mercer Learning): Through e-learning courses and virtual workshops, Mercer helps organizations equip employees with the skills required to succeed in an ever-changing work environment.

• Talent Marketplace: A platform that matches internal talent with organizational needs, accelerating talent deployment at scale.

• Pay-for-Skills: A data-driven approach to reward employees based on the skills demand and market competitiveness.

Conclusion:

In today’s fast-paced and evolving work environment, Mercer’s Talent Assessment Solutions help organizations unlock their talent potential, ensuring that they have the right skills in place to remain competitive and resilient. By focusing on skills, adopting a data-driven approach, and integrating talent management with business strategy, Mercer helps organizations not only identify gaps but also fill them strategically, ensuring long-term success and sustainability.

Talent mobility is becoming increasingly complicated to navigate due to complexities with tax, risk and a focus on the global employee experience. Today’s employees also expect flexibility and remote or hybrid work environments. Organizations are challenged to deliver business value while meeting the needs of the relocating employee.

Mercer’s expertise, data and technology can help you navigate these complexities and deliver a positive employee experience while placing the right talent in the right location, supported by the right workforce investment.

The pandemic has significantly altered global talent mobility trends, prompting companies to rethink their strategies to remain competitive and agile. A key challenge is balancing the cost of mobility with the need for career development and organizational goals. High costs remain a major obstacle, with businesses shifting from traditional long-term assignments to more cost-effective alternatives such as short-term assignments, one-way transfers, and virtual assignments.

Remote and hybrid working, initially a response to the pandemic, have become permanent features of many employees' expectations. Employees now seek flexibility to work from anywhere in the world, creating new challenges for mobility teams tasked with managing globally distributed workforces.

Talent Mobility Drivers:

1. Business Goals: Talent mobility must align with both short- and long-term business objectives, including addressing skill shortages and ensuring the right leadership pipeline.

2. Internal Policies & Technology: Effective mobility strategies depend on streamlined policies, technology, and internal processes that can support various relocation and mobility options.

3. Employee Experience: Understanding the financial, social, and cultural impacts of relocating employees to different locations is crucial for creating fair and equitable compensation packages.

Mercer’s talent mobility solutions help companies manage these complexities by providing data, technology, and expert advice on talent mobility strategy, policy design, compensation packages, and workforce planning.

Strategic Talent Mobility Benefits:

1. For the Business:

   • Rightsizing and Diversification: Efficient mobility management supports resizing and reshaping the workforce, addressing key skill shortages, and ensuring leadership talent is deployed in critical areas.

   • Fostering Diversity: Global mobility offers an opportunity to improve diversity, particularly in senior management, by ensuring women and minorities are represented in expatriate roles.

   • Globalization: Talent mobility enables the continued globalization of business functions, ensuring the right talent is in place to support strategic initiatives.

2. For the Individual:

   • Career Advancement: Mobility provides high-potential employees with access to opportunities, helping them acquire key skills, build networks, and gain leadership experience.

   • Development and Networking: Exposure to different cultures and proximity to top leadership helps employees expand their professional networks and accelerate career growth.

Mercer’s Support for Talent Mobility: Mercer works with over 4,800 mobility clients to design compensation and rewards packages for a global mobile workforce. Their solutions include:

• Strategy, Program, and Policy Design: Helping businesses develop and optimize their talent mobility strategies.

• Compensation and Allowances: Creating efficient and transparent compensation packages tailored to specific assignment types and employee needs.

• Employee Experience: Enhancing the mobility experience by integrating feedback and support systems.

• Market Benchmarking: Ensuring that mobility policies and practices are competitive and aligned with global trends.

Mercer’s expertise helps companies design policies and strategies that align with global mobility trends while promoting fairness, equity, and consistency. Through data-driven solutions, they provide insights on cost of living, housing, taxes, and cultural training, ensuring that businesses and employees are well-prepared for global mobility challenges.

Advisory Services: Mercer offers comprehensive advisory services to guide companies through the complexities of mobility programs. These include policy design, market benchmarking, mobility program reviews, and strategies to foster diversity, equity, and inclusion in talent mobility practices.

In conclusion, Mercer helps businesses navigate the evolving talent mobility landscape, ensuring they can attract, develop, and retain top talent globally while maintaining flexibility and minimizing costs.

Workday by Mercer is a comprehensive suite of solutions that combines Workday’s cutting-edge cloud technology with Mercer’s deep knowledge of human resources, talent management, compensation, benefits, and workforce planning. By integrating these strengths, the platform enables businesses to manage their workforce more effectively, drive employee engagement, ensure competitive compensation, and plan for future talent needs.

The key features and benefits of the Workday product by Mercer typically include:

1. Integrated Human Resources and Talent Management Solutions:

• Workday HCM (Human Capital Management): This allows businesses to manage global HR operations, including employee records, performance management, recruiting, and talent management.

• Mercer’s Expertise in Compensation and Benefits: Integrated with Workday's HR systems, Mercer helps organizations design and manage competitive compensation packages, benefit structures, and reward strategies.

2. Compensation Planning and Analytics:

• Pay Equity Solutions: Mercer helps companies manage pay equity and ensures that compensation strategies comply with local and global standards.

• Salary Benchmarking: Mercer’s compensation benchmarking tools can be integrated with Workday to help companies set competitive pay levels based on market data, ensuring that salaries and benefits are aligned with industry standards.

3. Workforce Planning and Talent Mobility:

• Succession Planning: Workday’s talent management suite, coupled with Mercer’s strategic guidance, enables organizations to plan for the future by identifying high-potential leaders and key talent.

• Global Mobility: Mercer’s expertise in global talent mobility is integrated with Workday’s tools to help manage international assignments, relocation policies, and other talent mobility functions.

4. Analytics and Reporting:

• Data-Driven Insights: Mercer enhances Workday’s analytics capabilities, offering companies insights on workforce trends, compensation, performance, and diversity. This helps businesses make informed decisions based on real-time data.

• Predictive Analytics for Talent: By leveraging Mercer’s deep data expertise, organizations can forecast talent needs, turnover, and workforce trends, enabling them to proactively manage their talent pipelines.

5. Learning and Development:

• Training Programs: Mercer and Workday help businesses design learning and development programs tailored to employee needs, ensuring that organizations continuously upskill their workforce.

• Performance Management Integration: Employees' performance data from Workday can be tied into Mercer’s development strategies, helping businesses manage talent development in real-time.

6. Employee Experience and Engagement:

• Employee Experience Insights: Mercer integrates with Workday to provide a holistic view of employee experience, combining HR data with engagement surveys, sentiment analysis, and other feedback tools.

• Rewards and Recognition: Workday’s system, enhanced with Mercer’s rewards strategies, allows organizations to recognize and reward employees for their performance and contributions effectively.

7. Diversity, Equity, and Inclusion (DEI):

• DEI Strategies: Workday’s data is used in conjunction with Mercer’s DEI tools to help organizations track and implement diversity initiatives, measure progress, and build more inclusive workplaces.

8. Future-Ready Workforce:

• Skill and Role Evolution: Mercer’s expertise in talent management, combined with Workday’s ability to track skill sets and role competencies, helps businesses ensure they have the right talent to meet future demands.

• Reskilling and Upskilling Programs: By integrating Mercer’s workforce development strategies with Workday’s talent and learning management tools, businesses can more effectively deploy reskilling and upskilling initiatives for their employees.

UKG by Mercer refers to a collaboration between Mercer and UKG (Ultimate Kronos Group), a leading provider of human resources (HR), payroll, talent, and workforce management solutions. The partnership between Mercer and UKG combines UKG’s advanced technology platforms with Mercer’s expertise in talent management, compensation, benefits, and workforce planning, creating a powerful solution for businesses looking to optimize their HR functions.

Key Features of UKG by Mercer:

1. Comprehensive Workforce Management Solutions:

   • UKG is known for its HR and workforce management solutions, which include human resources management system (HRMS), payroll, time and attendance, talent management, and employee scheduling.

   • When combined with Mercer’s expertise, it helps organizations optimize workforce operations while ensuring that compensation, benefits, and talent management strategies align with business goals.

2. Employee Experience and Engagement:

   • Mercer’s Insights with UKG Data: Mercer’s employee engagement and experience solutions are integrated with UKG’s HR platforms, allowing companies to better understand employee sentiment and foster a more engaged and motivated workforce.

   • Surveys and Feedback Tools: The integration allows for real-time feedback collection and sentiment analysis, empowering organizations to improve employee satisfaction, reduce turnover, and enhance company culture.

3. Compensation and Benefits Strategy:

   • Compensation Benchmarking and Pay Equity: Mercer’s expertise in compensation, benchmarking, and pay equity is integrated with UKG’s platform, enabling companies to develop competitive pay structures, address pay disparities, and manage compensation in a fair and transparent way.

   • Benefits Management: Mercer’s benefits solutions, when combined with UKG’s technology, enable organizations to design and manage benefits programs that support employee well-being, satisfaction, and retention.

4. Workforce Planning and Talent Management:

   • Talent Acquisition and Development: UKG’s talent management solutions, such as recruiting, performance management, and learning management, are enhanced by Mercer’s talent development strategies. This helps organizations identify, develop, and retain high-potential employees.

   • Succession Planning: The integration of Mercer’s succession planning frameworks with UKG’s employee performance and development tools helps companies identify future leaders and create a robust leadership pipeline.

5. Data-Driven Decision Making:

   • HR Analytics: By combining Mercer’s HR consulting and insights with UKG’s data analytics tools, organizations can gain a comprehensive view of their workforce and make data-driven decisions to improve productivity, engagement, and retention.

   • Workforce Trends and Predictive Analytics: With integrated analytics, companies can forecast talent needs, identify skill gaps, and predict turnover, ensuring that they can proactively manage their workforce.

6. Diversity, Equity, and Inclusion (DEI):

   • Inclusive HR Practices: UKG’s platform, integrated with Mercer’s DEI strategies, helps companies foster diverse and inclusive work environments by tracking diversity metrics and ensuring that workforce decisions are aligned with DEI goals.

   • DEI Training and Resources: Mercer’s DEI expertise, combined with UKG’s learning and development tools, helps organizations build and maintain inclusive workplaces through training, policies, and resources.

7. Global Mobility and Workforce Flexibility:

   • Workforce Flexibility: With the increasing importance of remote and hybrid work, UKG’s platform supports flexible work arrangements. Mercer’s expertise helps companies design mobility and remote work policies that align with talent retention and engagement strategies.

   • Global Workforce Management: UKG’s global HR solutions, integrated with Mercer’s global mobility expertise, enable companies to manage international assignments, expatriate programs, and remote workforces effectively across different regions.

8. Compliance and Risk Management:

   • Compliance Tracking: UKG’s technology helps organizations stay compliant with labor laws, tax regulations, and other legal requirements related to HR functions. Mercer’s insights help companies navigate the complexities of compensation, benefits, and labor laws in different regions, ensuring compliance across the globe.

   • Risk Mitigation: By combining Mercer’s risk management expertise with UKG’s workforce data, companies can proactively identify and mitigate HR-related risks, from compliance issues to talent shortages.

A platform focused on skills-based talent management, providing organizations with the tools to upskill and reskill their workforce to meet evolving business needs.

• Key Features:

  • Skills mapping and skill gap analysis

  • Personalized learning and development plans for employees

  • Integration with career pathways and future talent needs

  • Learning management systems (LMS) to track employee progress

A data-driven tool designed to help companies make more informed, accurate, and equitable pay decisions using AI and advanced analytics.

• Key Features:

  • Pay equity analysis to ensure fair compensation practices across the organization

  • Automated pay decisions based on market data and internal equity

  • Real-time recommendations for pay adjustments and compensation strategies

  • Integration with existing HR systems to streamline compensation management

A subscription-based platform that provides quick, easy access to valuable data, analytics, and insights to help HR leaders drive their talent strategies.

• Key Features:

  • Access to global HR benchmarks and compensation data

  • Real-time insights into compensation, talent, and benefits practices

  • Tools to support data-driven decision-making in talent acquisition, retention, and workforce planning

  • Customizable reports and benchmarking tools

A digital platform that helps organizations manage and communicate benefits offerings, while providing employees with a personalized benefits experience.

• Key Features:

  • Benefits enrollment and management for employees

  • Decision-support tools to help employees select the right benefits based on their needs

  • Benchmarking tools to compare benefits offerings with market data

  • Analytics to optimize benefits plans and control costs