The client

Our client is a global professional services business headquartered in the US.

The challenge

Our client has a strong and innovative HR function that continually seeks opportunities for improvement. They had several critical initiatives they wanted to deliver, but did not have enough internal capability and capacity.

As a long-term client of Change Associates, they turned to us for help, knowing we have a clear understanding of their business and can provide the right support quickly.

What we did

We provided a strong project manager with deep experience of process, technology and organisational change in HR. They had previously worked with our client, so they were able to start making a difference quickly.

We supported the successful delivery of a diverse range of HR projects across Diversity, Equity, Inclusion and Belonging, Recognition, and Reward.

Projects included:

1. Pay Transparency and Equity

This project had three aims:

  1. Put senior management’s ethos of clear, honest pay communication into practice.
  2. Ensure people doing similar work are paid fairly, regardless of gender, race or ethnicity.
  3. Meet the requirements of the Corporate Sustainability Reporting Directive (CSRD), European Sustainability Reporting Standards (ESRS) and the EU Pay Transparency Directive.

Activities included:

  • Working with Procurement, Legal, business owners and external parties to select and contract external consultants and analytical software.
  • Project planning with internal stakeholders and external consultants.
  • Piloting and delivering the first global pay equity study for c.20,000 global employees across 40+ countries for inclusion in the annual report.
  • Managing complex data collection, validation, and analysis, statistical modelling, results interpretation, remediation planning, senior leadership reporting and lessons learned.
  • Leading change management for the project, including planning, content creation, delivery and engagement with European Works Councils.

2. Employee Recognition

The aim of this project was to improve employee recognition by implementing a globally consistent approach. Our client wanted a positive shift in company culture, with recognition becoming an integral part of daily operations. This involved a new recognition strategy and initiatives to improve employee engagement, increase retention, and make better use of technology.

Activities included:

  • Project planning with key stakeholders
  • Developing a cohesive recognition strategy, with a consistent experience for employees and leaders
  • Supporting the Request for Proposal (RFP) process for the selection of a new digital recognition platform to streamline processes
  • Managing the contracting process with Procurement, Legal and the external software vendor
  • Detailed cost modelling

3. Remuneration Harmonisation

Following work we had previously done on long-term incentive programmes, this project aimed to harmonise the approach with short-term incentive programmes across the business.

Activities included:

  • Providing HR expertise and project management.
  • Developing a project plan with all key stakeholders.
  • Detailed cost modelling.
  • Managing proposals through review by local and divisional HR and divisional CEOs.
  • Presenting to European Works Councils to ensure engagement.
  • Preparing for configuration to automate the new processes in Workday.

The result

  • All three projects were delivered on time, often to challenging timescales.
  • Pay reporting helped our client understand pay gaps and take action to close them.
  • Recognition improvements helped increase employee satisfaction and loyalty.
  • Remuneration changes led to a consistent approach, which supported global mobility and ultimately business competitiveness.

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