2. PwC’s People Business works with organisations to realise and discover the
potential of their people through an integrated approach.
As Australia's largest and most experienced people team, we deliver comprehensive people management
solutions, bringing all of our disciplines together to provide you with an approach tailored to your specific
organisational needs and goals. We partner with executives, government leaders, HR professionals,
finance managers and legal teams to manage complex issues, accelerate decision-making and
improve organisational performance.
We’llhelpyouthinkdifferently
abouthowyoucandeliveran
employmentexperiencethat
drivesresults.
Do you need to
align your
people to your
strategy?
Do you need to
minimise costs?
Do you need to
adapt to
regulatory
change?
Are you facing
a crisis?
Do you want to
drive change?
Are you
approaching
a merger,
acquisition or
divestiture?
3. We'll work with you to unleash the
potential of your people, ensuring
you have the right talent, processes
and structures to deliver results in
a rapidly evolving market.
4. Global
mobility
Immigration
Employment
law
Performance
and reward
Employment
taxes Global equity
Payroll
Behavioural
insights
Organisation
design
Culture and
values
Change
Talent and
workforce
Leadership
advisory and
development
Diversity and
inclusion
Do you need to
align your
people to your
strategy?
HR
transformation
80% of senior executives
believe their organisation
has the right strategic intent
– but only 54% think they’re
executing that strategy well.
You need to attract, engage and retain people to
execute your organisation’s strategy by equipping
them with the right culture, leadership and
organisational structures and processes.
PwC, Performance Alignment Survey
5. Global
mobility
Immigration
Employment
law
Employment
taxes Global equity
Payroll
Culture and
values
Change
Talent and
workforce
Leadership
advisory and
development
Diversity and
inclusion
Do you want to
drive change?
Performance
and reward
Behavioural
insights
Organisation
design
HR
transformation
We’ll help you accelerate and sustain strategic change
by providing tools, skills and structures to change
mindsets and behaviours.
75% of change projects fail...
because they don’t address
people, organisational
and cultural issues.
PwC, Change is certain. Are you?
6. Immigration
Employment
law
Employment
taxes Global equity
Payroll
Culture and
values
Change
Talent and
workforce
Leadership
advisory and
development
Do you need
to minimise
costs?
Global
mobility
Diversity and
inclusion
Performance
and reward
Behavioural
insights
Organisation
design
HR
transformation
Only 10% of companies sustain cost
reductions after three years. Those
who are most successful have devised
specific strategies that work with
their corporate culture.
Global Finance Survey
We’ll work with you to make processes more efficient,
transforming your teams and functions to deliver
greater value, service and productivity in a constantly
changing work environment.
7. Immigration
Employment
law
Employment
taxes Global equity
Payroll
Culture and
values
Talent and
workforce
Leadership
advisory and
development
Do you need to
adapt to regulatory
change?
Global
mobility
Diversity and
inclusion
Change
Performance
and reward
Behavioural
insights
Organisation
design
HR
transformation
85% of Australia’s CEOs
are very concerned about
over-regulation as a threat
to their growth prospects.
PwC, Annual Global CEO Survey
We’llreviewandredesignyourwaysofworkingtoenable
avoidanceofcostlymistakes,optimalresolutionofdisputes,
effectivedecision-makingandalignmentwithregulatorychanges.
8. Immigration
Employment
law
Employment
taxes Global equity
Payroll
Culture and
values
Change
Talent and
workforce
Leadership
advisory and
development
Are you
approaching a
merger,
acquisition or
divestiture?
Global
mobility
Diversity and
inclusion
Performance
and reward
Behavioural
insights
Organisation
design
HR
transformation
PwC, Annual Global CEO Survey
Youneedastructurethatispracticalandsustainable,
enablingyoutoachieveyourlong-termgoals.We’llassess
optionsandalignyourculture,governanceandoperationsto
giveyouthegreatestcompetitiveadvantageinthemarket.
43% of Australian CEOs plan
to enter into a new strategic
alliance or joint venture in
the next 12 months.
9. Immigration
Employment
law
Employment
taxes Global equity
Payroll
Culture and
values
Change
Talent and
workforce
Leadership
advisory and
development
Are you facing
a crisis?
Global
mobility
Diversity and
inclusion
Performance
and reward
Behavioural
insights
Organisation
design
HR
transformation
We’ll support you to strategically manage your people
during a crisis, from designing and implementing
behaviour, safety and risk culture programs to
equipping senior leaders to drive performance.
90% of leaders agree that
organisational agility and the ability
to respond effectively to challenges is
critical for long-term business success.
A third of leaders believe their
organisation lacks this capability.
The Economist
10. Wehelpourclientsrealiseanddiscover
thepotentialoftheirpeoplethrougha
single,integratedapproach.
We realise and discover
the value of your people
Through a single,
integrated approachPeople Business
Immigration
Employment
law
Performance
and reward
Employment
taxes Global equity
Payroll
Behavioural
insights
Organisation
design
Culture and
values
Change
Talent and
workforce
Leadership
advisory and
development
Global
mobility
Human
resource
transformation
Diversity and
inclusion
HR
transformation
11. • You have an international workforce
and mobile employees
• You need tax and mobility advice in
relation to your current, future or
past employees
• You’re new to mobility
• Your mobility program hasn’t been
reviewed for several years
Make
themovement
ofemployeesas
streamlinedandcost
effectiveaspossible,
bothdomestically
andglobally
Contact us if…
Global
mobility
• Design and review mobility and international
assignment tax policies
• Design policies for assignments using tax
concessions available for both employer and
employee
• Design and develop assignment strategies,
including resourcing, attracting and retaining
the right people, and effective repatriation
training
• U.S. tax and compliance services for U.S. citizens
and employees working in the U.S.
• Tax assistance with foreign entertainers and
sports people, as well as accompanying personnel
• Employee equity solutions for mobile employees
• Cross-border and domestic terminations and
pension transfers
• Dedicated Japanese team providing support
to Japanese companies and employees located
in Australia
• Understand, advise and handle global
compliance and risk in relation to: tax
planning, tax returns, payroll, social
security and corporate risk
• Train HR teams in mobility strategies,
policies and processes
• Review practices in the context of local
and/or global survey data
• Benchmark policies globally,
domestically and by industry
Design
Speciality
services
Manage
andsupport
Mobile employees have
increased by 25% over the
past decade. We predict a
further 50% growth by 20201
Mobility strategies will need to be sophisticated
enough to deal with growing deployment demands,
while managing the very different needs and
expectations of three generations of workers1
The pressure on HR to provide evidence
and insight to support mobility decisions
and to manage program costs will
only increase in the future1
• Enable compliance, tracking and assignment
management through the use of technology
• Develop tools to support mobility policies and
processes
• Build cost projection calculations and optimise
policy costs
• Calculate assignment remuneration,
annual updates and reconciliations
Implement
1. PwC, Talent Mobility 2020 and beyond
Haveyou
considered...
Global mobility
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
12. Haveyou
considered...
Immigration
• You or your employees are based
offshore but are coming to Australia
• You or your Australia-based workforce
will be working or living offshore
• You have specific visa needs
Advise
andassistwith
temporaryand
permanentskilled
migrationtoand
fromAustralia
Immigration
Contact us if…
26% of people living in
Australia were born overseas1
68% of people migrating to
Australia are skilled migrants and
32% are from family visa streams2
1. Australian Bureau of Statistics,
Australian Social Trends 2014
2. Australian Department of Immigration
3. PwC, Doing Business in Australia
• Short-term, temporary work assignments in
Australia (Subclass 400)
• Ongoing work assignments in Australia
(Subclass 457)
• Permanent residence under the Employer
Nomination Scheme
• Training and Research visas (Occupational
Trainees) and structuring of training plans
• Compliance audits and sponsorship
obligations management
Corporate
immigration
• Partner visas for married and de facto couples
• Parent visas to allow Australian citizens and
permanent residents to sponsor parents living
overseas
• Australian citizenship
Family
migration
• Advisory, consulting and visa coordination
services for locations outside Australia, utilising
our in-house immigration capability in over
128 countries
• Consular visa services, including preparation
and lodgement of entry visas and work visas
directly with consular authorities
• Business Innovation and Investment visas
(Subclass 188) for business owners and
investors
• Significant Investor visas for applicants
making a $5 million complying
investment
• Investor Retirement visas for retirees
seeking temporary residence in Australia
Outbound
migration
Investors
andbusiness
migrants
The current skilled migration program
intake has been set at 128,550 places3
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
13. • You need to draft new or review
existing employment contracts
• You’re introducing change and want to
minimise the HR/employee risk
• You’re facing an investigation by the
Fair Work Ombudsman or claim by
the Fair Work Commission
• You need a sounding board for the
management of your employment issues
Providelegaland
strategicadvice
onallareasof
employmentlaw
Employment
law
Contact us if…
In Q3 of 2013/14, 3,510 unfair
dismissal cases were lodged
with the FWC. Of the 90 that
went to hearing, 50% were
held to be fair, 50% unfair2
The unfair dismissal cap in
2014/15 is $133,0001
The range of penalties for a breach
of the Fair Work Act by a company
are $25,000-$51,000 per breach1
1. Fair Work Commission
2. Fair Work Commission, Q3 report 2014
• Review or draft new employment contracts,
ensuring you are meeting all statutory and
modern award requirements
• Draft contracting agreements for your workers
• Draft workplace policies
Design
• Assist with employment issues associated
with the sale or purchase of an organisation,
including redundancies and transfer of
employees
• Advise on implementation of new contracts and
policies
• Advise on legal issues arising from
providing cash and equity incentives to
employees
• Advise on the management of HR
issues (e.g. performance management,
serious misconduct and allegations of
discrimination and harassment)
• Provide termination advice, including
minimising risk and payouts
Advise
andsupport
Implement
Represent
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
• Act in employment related litigation, including
dismissal claims, discrimination action and
bullying complaints
• Act to enforce post-employment restraints and
protect confidential information
Haveyou
considered...
Employment law
14. Haveyou
considered...
Employment taxes
Although 74% of companies have had
contingent workforce engagement
programs in place for several years, many
organisations are under prepared for this
shift away from a fully permanent workforce2
From 1 July, SuperStream
will affect the way nearly
every employer meets its
superannuation contribution
obligation1
• You want to discuss ways to reduce the
costs associated with employment taxes
• Your employment compliance rests
across various teams
• You engage with a mix of employees
and contractors across Australia or
internationally
• You haven’t had an audit or external
review in the past five years
Reduce
theon-costsand
managethe
taxrisks
associatedwith
yourpeople
Employment
taxes
Contact us if…
Over the last 10 years, the
mix between profit taxes
and labour taxes has shifted,
such that labour taxes
and mandatory retirement
contributions are now the
largest component of the
global tax rate1
1. PwC
2. Aberdeen Group
• Maximise use of tax effective strategies
to manage costs
• Strengthen risk management controls,
policies and procedures
• Review current compliance activities
Design
• Develop policies and processes to support cost
reduction strategies
• Undertake pre-audit reviews for assurance
• Undertake due diligence reviews
• Prepare annual returns
• Assist during audits, including resolution
of disputes
• Monitor the integrity of existing
policies and systems
• Assist with employee communication
Manage
andsupport
Implement
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
15. Contact us if…
• You want to implement a new equity
plan or review your current plan
• You want to offer your plan globally
• You are about to grant new awards or
have a vesting date approaching
• You need to report and withhold tax
on equity awards globally
Design
competitive
employee
equityplansand
ensuretheyremain
effectiveand
compliant
Global
equity
• Assist with monitoring and meeting
securities law, and regulatory and foreign
exchange filing requirements globally
• Optimise your exisiting plans by regular
benchmarking against the market
• Assist with employer and corporate income
taxation compliance requirements globally
• Assist with management of trailing global
taxation liabilities for internationally
mobile employees
• Design equity plans that align with your
reward strategy
• Create the documentation needed to establish
and operate equity plans
• Advise on corporate law requirements,
institutional shareholder guidelines and
general good market practice
• Tailor and optimise foreign parent company
plans for Australian conditions
Design
Manage
andsupport
• Review existing processes to reduce costs
• Implement processes to effectively manage
and implement global tax withholding and
reporting obligations
• Develop communication and tax summaries
to ensure employees are well informed of their
obligations
Implement
1. PwC and NASPP, 2012 Global Equity Incentives
Survey
85% of the employee
population working for
multinational companies in
Australia receive equity grants1
78% of companies consider
compliance as the most
challenging issue associated
with global equity plans1
Australia is one of the top five
countries with challenging
international tax compliance1
Haveyou
considered...
Global equity
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
16. Contact us if…
• Your payroll policies and/or procedures
are in need of review
• You are concerned that your payroll is not
calculating your employment and
tax obligations correctly
• You want to investigate ways to simplify
payment of your global workforce
• You need to integrate multiple
operational systems
Managethefull
hire-to-retirelifecycle,
supportingallaspects
ofthepayrollfunction
Payroll
• Design optimal payroll delivery models and
identify service providers best suited to your
scale, complexity and regional footprint
• Develop strong reporting and operational
dashboard capabilities
• Align your HR administration processes across
the employee life cycle to meet all Fair Work
Australia provisions
• Manage organisational HRIS processes
and system inputs
• Provide all aspects of payroll, including
processing and reporting (expatriate and
local), reviewing and updating policies
and procedures, and reviewing costs and
system efficiencies
• Ensure that all employment taxes are
reviewed with appropriate savings
opportunities identified, accurately
calculated and paid on time
Design
Manage
andsupport
Future increases in mobile
workforces could mean that
your current payroll system
will no longer be effective1
Just because nobody complains
of being underpaid doesn’t
mean an organisation’s payroll is
paying people correctly1
9% of financial statement fraud could
have been avoided by segregating
duties around agreeing remuneration
and payments2
• Manage implementation and change
management processes for technology changes
• Assist with integrating payroll, HR and
other operating systems
• Structure payroll integrations for
organisation acquisitions
• Assess organisation requirements and
manage outsourced payroll service provider
RFI/RFP processes
Implement
1. PwC
2. PwC, Global Fraud Examiners Study
Haveyou
considered...
Payroll
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
17. • Your people interactions are sometimes
fast and complex – where good decision
making is harder
• Sub-optimal health, safety, compliance,
execution or risk taking behaviours
are apparent
• Incentives, rewards, training and
awareness initiatives are not getting
the cut-through expected
Designpeople
environmentsand
experiencesthat
drivechange
Behavioural
insights
Contact us if…
• Develop evidenced-based communications to
change behaviour and mindsets
• Identify psychological traps or nudges that are
undermining your culture or sales environment
• Design and run small-scale field trials with
control and treatment groups
Design
Poor incentive design and
communication can actually
lead to a deterioration in
performance
Environments and processes can help or
hinder behaviour and need to be designed
with human limitations in mind
In rushed and complex environments,
people often fail to adequately
seek, interpret and act on important
information and incentives
• Establish a scientific understanding of the
rational and irrational decision making
tendencies in your organisation
• Build basic behavioural insight capability
in your people teams to avoid common
communication mistakes
Implement
Manage
andSupport
Haveyou
considered...
Behavioural insights
• Measure communications with statistical
significance and report on the cultural
impact and ROI
• Provide ongoing support for behavioural
insight programs to understand how
critical decisions are made (well or
poorly) in your employee and customer
environments
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
18. Contact us if…
• You want to design strategic and
culturally aligned performance
management and reward systems
• You face challenges with recruitment,
retention and staff motivation
Createefficient
performanceand
rewardstructures
thataligntoyour
strategyandengage
employees
Performance
andreward
• Build reward strategies that support organisational
objectives, align performance and create value for
shareholders
• Structure executive (and non-executive director)
remuneration frameworks that are market leading
and strategically aligned
• Create employee and sales incentive programs
that drive productivity, behaviours and employee
engagement
• Design strategically and culturally aligned
performance management approaches
• Ensure performance and reward frameworks
contribute to attraction, retention
and staff motivation
Design
Employees require an
18% pay premium if pay
structures are uncertain,
ambiguous and complex1
Executives value deferred pay significantly
below its economic or accounting value
– discounting deferred, or long-term,
bonuses around 50% over three years2
91% of companies say that managers’
inability to deliver difficult messages
is the most common barrier to
performance management3
• Design informative, simple and engaging
documentation to explain reward arrangements,
incentive plans and performance management systems
• Develop clear and appropriate transition plans to move
between existing and future reward and performance
arrangements
• Build effective communication and change strategies
to ensure real behavioural change through a leader-led
engagement process
• Help better engage teams with a focus on continuous
rather than annual performance feedback
Implement
• Conduct benchmarking of remuneration and
structures to ensure market competitiveness
• Ensure reward plans operate efficiently and
effectively from an accounting, legal, tax and
corporate governance perspective
• Inform and support compliance with new
and emerging legislation and corporate
governance requirements
Manage
andsupport
1. PwC, What are you really paying for?
2. PwC, Making executives pay work:
The psychology of incentives
3. PwC, Performance Management Survey
Haveyou
considered...
Performance and reward
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
19. Contact us if…
• You have a change in strategic direction,
merger or acquisition that will mean
a change in structure, governance or
leadership team responsibilities
• You’re facing pressure to control costs
through restructuring, centralisation
and/or sourcing
• Your organisation model has grown
unnecessarily complex over time
Designand
implementastructure
thatalignsroles,
accountabilities,
processesand
performancemeasures
toyourstrategy
Organisation
design
• Baseline your organisation in terms of
people, process and cost
• Understand the business strategy and
leadership alignment
• Identify opportunities for improvement
within operating model constraints
• Define end-state vision and design criteria
to achieve your strategy
Organisation
healthcheck
Only 10% of companies sustain cost
reductions after three years. Those who are
most successful with their cost reduction
initiatives have devised specific strategies
that work with their corporate cultures2
68% of Australian CEOs have
organisational structuring as part
of their change agenda3
Only 44% of employees
agree that their organisation
quickly translates important
strategy and operational
decisions into action1
• Review and redesign organisation model and
practices across your entire organisation or
specific functions
• Develop conceptual models highlighting core
activities and key interactions
• Design a detailed organisation structure,
including accountabilities, capabilities and key
performance indicators
• Develop tools to ensure smooth transition
to new structure (e.g. job descriptions, staff
communication and engagement plans)
• Develop people transition principles and
change impact assessments
• Partner with HR to embed new structures and
support employee and union consultation
Detailed
design
Implementation
support
• Redesign ways of working to ensure an
effective organisation structure
• Review and redesign governance
frameworks to enable effective decision-
making in the new structure
• Test conceptual organisation design
using key business scenarios
Waysof
workingand
governance
1. Strategy, Org DNA Profiler®
Survey
2. Global Finance Survey
3. PwC, Annual Global CEO Survey
Haveyou
considered...
Organisation design
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
20. HR
transformation
Transform
yourHRstrategy
andservicedelivery
modeltodeliver
greatervaluethrough
improvedservices
andincreased
productivity
• You want to benchmark the efficiency
and effectiveness of your HR function
• You want to reduce the cost, complexity
and risk of delivering core HR services
• You want to improve your investment
in technology
• You want to transform your HR service
delivery model through shared services
or outsourcing initiatives
Contact us if…
• Design a HR strategy aligned to your
organisation’s objectives
• Assess and improve the effectiveness of the HR
function, including strategic impact, delivery
model, and the practices, competencies and
capabilities of HR staff
• Design shared services and outsourcing
strategies
Design
Only 34% of global CEOs
feel that HR is well prepared
for challenges in the future1
Operational HR functions without
continuous improvement plans that are
regularly reviewed and reported on tend
to achieve lower client satisfaction2
Only 5% of companies have analytics
on the value of their people3
• Implement shared services and
outsourcing strategies
• Reduce the cost, complexity and risk of
delivering core HR services
• Due diligence and post-merger integration of
another organisation’s HR infrastructures and
functional effectiveness
Implement
• Manage and implement HR and payroll
technology solutions
• Define and identify the right technology
operating models
• Benchmark HR processes and people
outcomes against both public and
private organisations from a range of
industries around the globe
• Integrate legacy HR systems and
activities into your operating
model
Manage
andsupport
1. PwC, Annual Global CEO Survey
2. PwC, Delivering more for less –
What sets top performers apart?
3. PwC, Key trends in human capital
- A global perspective
Haveyou
considered...
HR transformation
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
21. Contact us if…
• You want to engage your people and
enable them to drive and sustain change
• You are concerned that a lack of a clear
vision or a compelling case for change is
hindering your change effort
• You want to transform any component
of your organisation
Accelerate
andsustain
large-scaleorcomplex
changebygiving
yourpeopletheskills,
toolsandsupportto
drivenewwaysof
working
Change
• Understand the capacity and capabilities within
your organisation to support the change
• Develop the vision, benefits and case for change in
your organisation
• Design the best-fit change approach based on
complexity, urgency of the change and culture of
your organisation
• Ensure benefits remain at the heart of the change
– agree the measures of success and how to
monitor them
• Assess and improve existing
change programs that are
not working
Design
Change programs which
don’t have an early focus on
people and organisational
factors fail most often1
Only 29% of CEOs agree their
leadership teams are able to
guide major change2
75% of change projects fail...
because they don’t address people,
organisational and cultural issues3
• Work with your people to build change
ownership and capability for the future
• Involve your people to engage with, own and
drive the change
• Design the processes and provide the tools
to manage change, projects and programs
effectively
Implement
• Empower leaders with the skills to lead
through change
• Make sure systems, processes and
culture reinforce change
• Align culture, technology and
environment to create new ways of
working
• Provide ongoing support to help you to
continually evolve your thinking and
drive continuous improvement
Manage
andsupport
1. PwC, Corporate Executive Board Survey
2. PwC, Annual Global CEO Survey
3. PwC, Change is certain. Are you?
Haveyou
considered...
Change
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
22. Contact us if…
• You are considering a merger, acquisition or
divestiture
• You are refreshing your strategy or
changing your value proposition and need
your people to adapt their attitudes and
behaviours
• You need to change employees mindsets
and behaviours to improve risk or safety
outcomes
• Youwantadeeperunderstandingofyourrisk
culture,potentialhotspotsandactionstotake
Makesurehowyour
peopleworksupports
whatyouaretrying
toachieve
Cultureand
values
• Develop and implement interventions to close
the gaps between your current culture and
your desired one
• Design and implement behavioural change
programs to deliver improved safety and
risk outcomes
Design
Only about half of all
employees say their leaders
treat culture as a priority
on a day-to-day basis and
that culture is effectively
managed at their companies1
59% of millennials say they had or would
seek out an employer whose corporate
values matched their own, and 56% would
consider leaving an employer who no
longer met their expectations2
Over 80% of C-suite executives and leaders say
culture is critical to their organisations’ success,
and more than half see it as a bigger success
factor than either their strategy or operating model1
• Embed organisational vision and
values strategies
• Provide support and coaching to leaders to
improve decision making processes and
“tone from the top”
• Influence and shape employees’ behaviour
in order to improve business outcomes such
as compliance, customer centricity, sales,
collaboration, productivity and performance
Implement
• Assess and measure your current
organisation culture
• Provide post merger support, including
due diligence, profile assessments for
target and acquiring companies, and
planning and support for cultural
integration
• Provide risk and safety culture maturity
assessments, behavioural observations,
decision making diagnostics,
simulations and dashboards
Manage
andsupport
1. Strategy – Culture’s role in enabling
organisational change
2. PwC, Millennials at Work
Haveyou
considered...
Culture and values
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
23. • You want to structure your organisation
with the right capabilities and leadership
to execute your strategy
• You are seeking effective strategies for
people development and growth
• You require support for managers to
better understand, manage and own their
people issues
Ensureyouattract,
engageandretain
keytalent
Talentand
workforce
Contact us if…
• Develop strategies that ensure the right talent is
placed in the right roles
• Benchmark, align and strengthen the maturity
and effectiveness of talent management practices,
processes and outcomes
• Diagnose and assess critical skills, capabilities and
trends that contribute to high performance
• Quantify the links between employee data, customer
data, human resources and financial metrics
• Establish clear strategic goals and
responsibilities for succession
planning
Talent
management
Engaged employees give an additional
57% effort to their organisation2
63% of CEOs say that availability of
talent/skills is a serious concern1
93% of CEOs say that
they need to change their
strategy for attracting and
retaining employees1
• Segment and analyse the current composition
of your workforce
• Apply workforce benchmarks to draw
relevant insights
• Estimate current and future workforce supply gaps
• Identify actions to close current and projected
workforce gaps and/or improve the composition
of your workforce
• Increase workforce flexibility,
utilisation and
productivity
Workforce
planningand
optimisation
• Measure employee engagement and link
it to business goals
• Identify ways to enhance employee
engagement
• Develop competitive employee value
propositions
• Identify change strategies to deliver
against your employee value proposition
Workforce
engagement
1. PwC, Annual Global CEO Survey
2. PwC, Corporate Executive Board Survey
Haveyou
considered...
Talent and workforce
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
24. Contact us if…
• You want to strengthen the quality of
your leaders
• You want to develop your organisation’s
leadership pipeline
• You’d like to lead your organisation or
team more effectively
• Your leadership team is not delivering the
organisation’s strategy
Makesureyouhave
therightleadersand
bestleadershipteams
todrivesuccess
Leadership
advisoryand
development
• Develop inspiring and forward thinking leaders
who deliver results
• Advise senior executives on personal
development, 100 day plans and organisation
and team management
• Assist managers and leaders to develop their
understanding and management of people
• Assist with executive assessments
Leadership
advisory
80% of senior executives believe their
organisation has the right strategic
intent – but only 54% think they’re
executing that strategy well2
89% of CEOs say their company has active
succession planning processes, over half
state the programs are only somewhat
effective, and one in five say their
succession programs are not
effective at all3
Organisations that actively
plan leadership succession
and leverage internal talent
have the highest performance1
• Assess individual and top team effectiveness
• Align team roles and responsibilities
• Design or update capability frameworks
• Design and run development programs,
workshops and interventions
• Provide executive leadership development to
address succession planning
• Build change leadership capability
• Provide individual and team coaching
to support change leadership capability
development
Topteam
effectivenessand
alignment
Change
leadership
1. Strategy, Australia Chief Executive Study
2. PwC, Performance Alignment Survey
3. PwC, Putting the success in succession
Haveyou
considered...
Leadership advisory
and development
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
25. Haveyou
considered...
Diversity and inclusion
Contact us if…
• You want to develop diversity and
inclusion targets
• You want to conduct a gender pay audit
• You want to understand unconscious
knowledge, and how it impacts
decision making
Improve
decision-making
andperformanceby
creatingadiverse
andinclusive
organisation
Diversity
and
inclusion
• Align the diversity and inclusion strategy
to HR and corporate strategy
• Design and implement cultural
change programs
• Build the business case for change in your
organisation
• Develop meaningful targets and programs
to meet these targets
Design
One of the top three
productivity reforms that
could most protect Australia’s
prosperity is increasing female
workforce participation1
• Improve performance and develop teams
through inclusive leadership and unconscious
bias awareness training
• Conduct a rigorous gender pay audit and redress
any issues identified
Implement
• Assist you to meet and manage
regulatory/reporting requirements
(WGEA, ASX)
• Use data analytics to set a baseline,
challenge current assumptions, set targets
and measure progress
Manage
andsupport
In 2000, 10% of the world population
was over 60 years old. In 2050 that
will be 21%, and the median age will
rise from 26 to 36 years1
82% of female millenials identify an employer’s
policy on diversity, equality and workforce
inclusion as important when deciding
whether or not to work for
an organisation2
1. UN, World Population Ageing 1950 – 2050
2. PwC, Next Generation Diversity: Developing tomorrow’s
female leaders
Wehelpour
clientsrealiseand
discoverthepotential
oftheirpeople
throughasingle,
integratedapproach.
