Human Resource Services

We advise a wide range of multinational companies on their HR issues, combining the in-depth knowledge of our personal tax, mobility, reward and HR effectiveness professionals with the expertise of our corporate finance, management consulting, legal and accounting specialists. Our multi-disciplinary approach allows us to advise on all aspects of people management, helping our clients to create value for their businesses through people.

Turbulent economic times are bringing people-related costs into sharper focus than usual for employers. Whether as a way of sustaining business strategy, or even as an alternative to headcount reduction, businesses need to be ever more flexible to fully understand, manage and reduce their people-related costs.


Is your business flexible enough to flourish?

Challenges

How PwC can help

Pensions
  • Introduce pensions plans in lieu if salary reviews are frozen
  • Scale down legacy pension scheme liabilities and manage associated risks
  • Redesign benefits to reduce cost and risk
Headcount
  • If redundancies are unavoidable, ensure legal and tax positions are robust
  • Review your performance management system and ensure talent is retained within the business during downturn and beyond by managing communications with trust and integrity
  • Understand the full impact of restructuring and the true costs of reducing headcount, including the hidden costs of pensions and incentives
Absence Management
  • Benchmark absenteeism and assess variations with industry expectations
  • Review management approach and absence policy – manage closely and robustly, taking action where necessary
  • Quantify the cost to the business and develop strategies to reduce absenteeism, including line manager training
Expenses
  • Review expense policies to ensure they meet current and future business needs
  • Develop controls and processes to protect against excessive, unnecessary or fraudulent claims and train staff accordingly
  • Ensure documentation structured to tax risks for deductibility of expenses
Analytics & Benchmarking
  • Review effectiveness of current workforce against industry sector
  • Understand measures relating to talent management, human capital return on investment, remuneration and HR & people risk
  • Use acquired knowledge to improve best practice within business
Pay & Productivity
  • Fully understand current productivity levels and their link with outputs and profitability
  • Develop strategies to increase productivity and performance
  • Ensure employee commitment to change through effective communication
Incentives
  • Consider incentive value of underwater options and possible new strategies
  • Review remuneration structures and consider increased variable element and deferral
  • Maximise financial efficiency of current and future incentive plans
Employee Benefits
  • Review and benchmark employee benefits for cost and tax efficiency
  • Minimise employee tax risk to avoid unexpected liabilities and penalties
Secondments & Mobility
  • Outplace staff with clients and customers to deliver specific contracts and projects
  • Identify areas of potential growth and investment for the business and redeploy staff to those areas
  • Maximise internal talent by stretching them in new roles
  • Understand the return on investment from global mobility programmes
   
Flexible Working
  • Review flexible working policies to drive down cost and extend the concept for specific areas of the business
  • Open up part-time working opportunities to employees who might not qualify under the existing policy arrangements
  • Introduce policies for unpaid leave, career breaks and sabbaticals

HR & Finance Effectiveness

  • Review cost effectiveness of the HR and finance functions’ roles and responsibilities
  • Assess the value of function outsource providers and the effectiveness of these business relationships
  • Review function policies and processes with a view to improving risk management and cost control, and introduce efficiencies