Talent strategy challenges

  • Business and human resource (HR) strategies are misaligned.
  • Talent strategy components are not equipped for the future shape of work.
  • Talent practices are misaligned with business priorities.
  • Workforce strategies are not keeping pace with business model changes.

Top priorities for HR leaders in 2025: 

  1. Improving people managers’ skills
  2. Enhancing the EX / EVP to attract & retain top talent
  3. Designing talent processes around skills
  4. Improving workforce planning
  5. Improving HR / People analytics
  6. Implementing / optimizing HR tech platforms
  7. Delivering on inclusion goals
  8. Optimizing the HR function
  9. Enhancing / modernizing pay practices
  10. Redesigning work to incorporate AI & automation

Your business success depends on your future talent

An effective talent management strategy can help you meet your workforce and business needs today, tomorrow and well into the future. Mercer can help you create an effective and high-performing talent framework and strategy that includes:

  • Executive compensation

    Design competitive executive compensation and policies that align with business strategy while attracting and incentivizing top talent.

  • Employee rewards

    Use the world's largest and most comprehensive remuneration data, insights, and research – so you can be sure you are making the right employee compensation decisions.

  • Job and career architecture

    It’s an employee-centric environment. To achieve optimal internal fairness and external competitiveness, it’s essential to establish a robust career architecture framework with consistent job analysis and job evaluation methodology.

  • Skills-powered talent strategy

    Transform your workforce with skills-powered talent management. Reinvent your talent and reward programs around skills.

  • Talent assessment

    Gain talent foresight for real business advantage, unlock the full potential of your workforce and empower your leaders to make talent decisions that deliver sustainable business growth.

  • Talent mobility

    Talent mobility considerations and costs are escalating. Organizations need mobility that delivers business value while containing costs.

  • Talent strategy

    Reset your future-of-work agenda and renew the employer/employee relationship, pioneer workplace and workforce design, and create a differentiated employee experience.

  • Pay transparency and employee value proposition

    Enhance pay transparency and the employee value proposition (EVP) to drive fairness, opportunity and engagement across the workforce.

  • Employee experience

    Create a compelling employee experience strategy that is positive and distinct to attract and retain quality talent.

Related insights

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