Business and human resource (HR) strategies are misaligned.
Talent strategy components are not equipped for the future shape of work.
Talent practices are misaligned with business priorities.
Workforce strategies are not keeping pace with business model changes.
Top priorities for HR leaders in 2025:
Improving people managers’ skills
Enhancing the EX / EVP to attract & retain top talent
Designing talent processes around skills
Improving workforce planning
Improving HR / People analytics
Implementing / optimizing HR tech platforms
Delivering on inclusion goals
Optimizing the HR function
Enhancing / modernizing pay practices
Redesigning work to incorporate AI & automation
Your business success depends on your future talent
An effective talent management strategy can help you meet your workforce and business needs today, tomorrow and well into the future. Mercer can help you create an effective and high-performing talent framework and strategy that includes:
Use the world's largest and most comprehensive remuneration data, insights, and research – so you can be sure you are making the right employee compensation decisions.
It’s an employee-centric environment. To achieve optimal internal fairness and external competitiveness, it’s essential to establish a robust career architecture framework with consistent job analysis and job evaluation methodology.
Gain talent foresight for real business advantage, unlock the full potential of your workforce and empower your leaders to make talent decisions that deliver sustainable business growth.
Reset your future-of-work agenda and renew the employer/employee relationship, pioneer workplace and workforce design, and create a differentiated employee experience.
All eyes and ears are on the Chief People Officer as businesses transform to meet the challenges of a rapidly changing world. Former perspectives and tactics need to evolve as the Chief People Officer responsibilities have shifted and expanded dramatically. What does a Chief People Officer do?