Succession planning – mitigate risks and drive business performance.

 

When leadership risk needs mitigation or depth of internal and external succession talent is required, Mercer develops pools of ready-now potential external successors. 

 

Mercer’s processes will:

 

  • Position the world’s best talent for critical roles to drive competitive advantage through benchmarking and succession plans. 
  • Internal / external talent benchmarking to ensure best available talent in critical roles mitigation of succession risk and protection of business continuity from unplanned transitions.

 

The succession process will enable:

 

  • A global pool of qualified talent – mapped to each nominated critical role effectively providing an understanding of the entire talent market.
  • Quantitative and qualitative research on external talent benchmarked against the nominated roles including step-up and lateral talent along with diversity talent (such as gender diversity).
  • A deep rolling slate of ‘ready now’ successors for each nominated role providing surety around succession and unplanned vacancies.
  • The ability to benchmark internal and external talent to truly understand if you have the best possible talent.
  • Valuable market and competitor insights with strong focus areas
  • Tailored reporting for key stakeholders.

 

Fully supported talent replacement as required for top-grading and planned/unplanned changes without any transactional placement fees, resulting in significant cost and time savings along with a proven ROI.

 

Succession risk management

Our team of dedicated experts can assist your organisation in developing tailored workforce planning and design solutions to suit your organisation.

Using our expertise and analytical insights from local and global data means we can help you to develop a robust organisational structure.



How Mercer can help

 

Succession Risk Management is the continuous process of identifying and evaluating external leadership talent and benchmarking them against internal leadership teams and key critical roles. At Mercer, we align the external talent profiles against any changes (planned and unplanned) in:

 

  • Your strategic, functional and organisational direction; and 
  • The composition, structure and performance of your leadership team and key critical roles.

 

Our Succession Risk Management service is enhanced with actionable intelligence that significantly heightens your competitive advantage. The intelligence enables you to make informed and market-leading decisions around strategic workforce planning and succession planning. As with all our solutions, Succession Risk Management is underpinned by speed, quality, value and total cost reduction over time.

 


Why partner with us

 

Mercer’s tailored succession planning solution will provide an organisation with the development of an integrated external succession planning approach for senior leadership roles. Delivering a pool of qualified external talent mapped to the specified roles providing surety around succession and unplanned vacancies. Providing quantitative and qualitative research and benchmarking of external talent against nominated leadership positions and ability to top grade talent through targeted talent acquisition on an opportunistic basis. Allowing a group of ready now successors for the nominated role with detailed succession plans, including both internal and external leaders. 

 

Mercer will also facilitate socialisation meetings with top external talent. Further integrating intelligence data and leadership development benchmarking data into a range of talent centric activities such as ongoing succession planning, leadership risk mitigation, talent and capability development and workforce planning. Fully supported talent replacement as required for to grading and planned/unplanned changes without any transactional placement fees, resulting in significant cost and time savings along with a proven ROI.

 

     

 

Our expertise in solving complex issues:

 

Our advisors work with organisations within the pacific and worldwide to design and plan workforces to be agile for change. Let us help you develop your workforce by leveraging our deep human capital expertise as well as our global insights and world-class capabilities across all lines of business.

 

Through asking challenging questions and analysing our rich breadth of data, we partner with you to design and develop robust organisation structures aimed at accelerating your business objectives.

Develop your future-of-work strategy and operating model, including your organisation’s design, governance and frameworks.

Align your business values, context and operating environment through your employees, as well as detailed benchmarking, including external norms (industry and geography specific) to assist you in future proofing your business from a talent perspective.

 

Identify and act upon cultural risks to build a powerful employee listening model.


Map out your needs and develop strategies to transform and improve effectiveness across your organisation.

Detailed planning and integration, specifically in projects to do with M&A and change management.

Understand, align and optimise your rewards and benefits programs in more than 150 countries and organisations of all sizes.

Design executive, sales and broad-based incentives aligned with objectives.


 

 


Get in touch with Mercer ...

 

Gareth Jones

Gareth Jones
Business Leader, Pacific


 

 

The new shape of work

 

 

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