Look across the breadth and depth of your talent pool and you'll find them: emerging leaders, change agents, problem solvers and innovators. These employees are your secret weapons in the digital age. And wherever they are in their career journeys – from new college graduates who are just starting to show great potential to seasoned veterans with deep expertise and long track records of achievement – you can't afford to lose them. Your future depends on it.
The market for game-changing talent is as fierce as ever, which means your business needs to stand out from the crowd in a clear and compelling way. Reimaging your approach to employee rewards is a great way to get there. And with years of experience advising technology leaders and industry disruptors, we're ready to help your business create a winning strategy for the digital age. Here's how:
Rapid business expansion can lead an organization to outgrow its existing human resources, compensation and career structures, requiring frequent reassessment and realignment.
We'll help you:
As the rate of change and disruption soar to new levels in the workplace, it becomes increasingly difficult to align your rewards strategy with business goals and the diverse needs of your employees.
Take your total rewards offerings to the next level by:
Growth and disruption can trigger a proliferation of new jobs and titles. Before you know it, there will be inconsistencies in job leveling, pay and titles. That's where job architectures come in — it can help us bring order to the chaos. Beyond that, it can serve as a foundation for career frameworks, pay equity analysis and people analytics.
Our work typically includes:
Top performers expect a career roadmap. Define a clear set of skills, competencies and experiences required each step of the way.
The compensation function isn’t immune to disruption. Your business partners are demanding faster response times, immediate access to data and support for making and communicating pay decisions. Experienced compensation professionals can be hard to find, and your to-do list is growing by the day. Our co-sourcing team can take over some of the heavy lifting for your annual compensation process to free you up to focus on the strategic priorities that matter the most.
Our work typically includes:
The flurry of M&A activity has prompted the need for organizations to be able to quickly harmonize dissimilar cultures, employees and reward systems.
Let us know how we can help and a member of our team will be in touch shortly.
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