We partner with you to establish pools of high-potential internal and external successors and understand how they align to organisational priorities and values.
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:
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 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:
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.
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 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.
To learn how Mercer can assist with your succession planning strategies complete the form below and a Mercer Consultant will be in contact with you.