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HR Transformation

Building an HR function to fuel growth

Fears that talent shortfalls will constrain growth mean that organisations are looking to refocus efforts and invest in those employees who will be most valuable to their businesses. HR leaders are being challenged to mobilise and manage talent to help businesses grow and it appears that HR has a long way to go in persuading business leaders that it’s up to the challenge.

Two years ago, 64% of CEOs globally felt that HR was unprepared for transformational change and that doubt still lingers. This year, 60% of CEOs say they are rethinking their HR functions and plan to relook their HR effectiveness.

Sources: PwC's 19th Annual CEO Survey, PwC's 20th Annual CEO Survey

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Join Elizabeth Yates, as she talks about HR’s role in business transformation. | Duration: 3:06

Is there a lack of clarity on the alignment of business objectives and HR priorities? Do you need to rethink your HR functional structures, capabilities and role designs to enable a shift in focus to more strategic, high-value activities? People expect HR operations to provide the same user‑friendly experience they have become accustomed to in other areas of their lives - is your organisation delivering? And do you need to optimise costs across the HR function?

How we can help you

Your people are the key to unlocking your organisation’s unique value. We can help you with:

HR Strategy

We work with clients to review, align and develop HR functional strategies that realise the needs and intent of an organisation’s strategic business and people objectives. This sets the change agenda for the HR function of the future and works in alignment with the broader people strategy.

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HR Operating Model & Design

The design of the HR operating model and the HR service delivery model involves a top down approach which incorporates the strategic vision of HR and the business to develop design criteria, identify work types and delivery options, structure the high-level design, and define the enablers.

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HR Shared Services

HR Shared Services (HRSS) are a structural, technological and cultural way of achieving scalable administrative and tier two efficiencies. PwC can provide ‘make vs buy’ assessments, as well as end-to-end sourcing, design and implementation support for HRSS options.

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HR Technology & Digital Enablement

We help you define your strategy for a HR Technology landscape and deployment aligned with the overall solution architecture to enable your people and HR strategies.We also implement systems integration strategies to enable process and data integration aligned with HR function service delivery model and your people needs. We have extensive experience in implementation of key SaaS and on premise solutions from SAP SuccessFactors and Workday.

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People Data Analytics

We help you to define, identify, collect, assess and aggregate critical people and business data from disparate sources so you can make fact-based decisions. We draw on the powerful analytics capabilities within your core HR SaaS systems such as SAP SuccessFactors and Workday, to truly maximise the value they provide greater visibility and insights on your workforce. Additionally, our industry-leading benchmarking platform, Saratoga™ allows you to compare your organisation against competitors in your industry.

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Through Saratoga, we have the capability to benchmark HR processes and people outcomes against both public and private organisations from a range of industries around the globe. This allows us to underpin our expertise with hard data and identify areas for increasing efficiency.

For more information on the Saratoga, click here.

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HR Due Diligence

We work with you from the due diligence stage of a transaction to address the specific retirement, health & welfare, compensation (including equity) programmes and other HR issues inherent in the transaction through post-deal implementation. Post-transaction, we can help address the issues that were raised in the pre-transaction phase. By identifying the impact of people issues, PwC helps bridge the gap between the HR function and the transaction team.

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HR Operational Excellence

The HR function can also undertake sub-functional transformation such as recruitment, learning, performance management and rewards to improve people experience, reduce cost and better manage risks. We also work across business, technology and data interdependencies and apply PwC’s global process standards to operationalise the operating model through defined tasks, actors, activities, workflows and governance.

Keen to learn more about our other HR Operational Excellence capabilities? Find out how we can help you effectively manage talents and leaders here.

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Contact us

Kwan-Sek Lim

Kwan-Sek Lim

Director, People and Organisation, PwC Malaysia

Tel: +60 (3) 2173 1053

Indra Dhanu Dipak

Indra Dhanu Dipak

Director, People & Organisation, PwC Malaysia

Tel: +60 (3) 2173 1104

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