Mercer this week announced a new initiative that aims to help employers embrace technology and empower them to get ready for the workforce of the future.
The firm’s Mercer Digital is a new branch of the consulting company, which will provide employers a digital suite of tools to manage talent acquisition, benefit platforms and employee engagement.
“This move to a digitized environment is far greater than evolution, it is about transformation with a keen eye toward the future of work,” says Ilya Bonic, senior partner and president of Mercer’s career business. “As digitization continues to reinvent the way organizations operate, we will continue to advance the capabilities of Mercer Digital through new technologies and relevant partnerships.”
Through a suite of recent acquisitions and partnerships Mercer has made, Mercer Digital is looking to provide a seamless experience for HR leaders take advantage of digital technologies and free up decisionmakers to spend more time strategizing.
Included in the recent acquisitions are CPSG Partners, Thomson Online Benefits and Sirota Consulting.
CPSG will eventually be rebranded as Mercer Workday Practice, and will support employers’ cloud-based HR and financial services. The investment in Sirota Consulting, Bonic says, was to focus on employee engagement. “Organizations won’t be successful unless employees feel empowered,” he says.
In addition, Mercer Digital has partnered with Talent Tech Labs – a talent acquisition technology provider—and CareerArc – an outplacement tech leader – to give employers access to the necessary engagement tools.
“We’ll have the ability to provide an exceptional seamless experience on the whole chain,” he says, “from thinking strategically to taking advantage to digital technologies without having employers have to go through multiple vendors.”
The move to Mercer Digital came about following the evaluation of Mercer’s 2017 Global Talent Trends, Bonic says. “In it, one thing we identified was CEOs were suggesting a focus on changing organizations and as we dug into it, we understood it as an opportunity for digital technologies.”
“When we looked at priorities of HR organizations, they weren’t aligned with change management of that magnitude,” Bonic says. “With such significant trends, we started to think there was a substantial need in the market to bring both capability to help organizations make a digital transformation and bring their employees along.”
