Marsh People Solutions

Nearly two in three acquirers are using AI to manage human capital in M&A. Yet confidence and expertise don’t seem fully there. While 23% of acquirers say they’re using AI for at least one human capital–related use case, the rest are either still exploring or not using it at all. Discover how human capital strategies in M&A have changed over the past two years – read the full research conducted in partnership with Transaction Advisors Institute: https://bit.ly/4h7TQwb

What’s your employee value proposition? Is it based on simply offering more, or investing more intelligently? If critical skills are central to your strategy, your rewards approach should make that visible, repeatable, and fair: define the skills that matter most, build credible validation, and connect pay to measurable capability. Read the full report to see where skills-based pay breaks down: https://bit.ly/4xPrHyI

What’s the cost of deprioritizing people in M&A? It can be a significant portion of the deal’s value. When culture isn’t assessed and managed early, misalignment can quietly undermine execution after close. Explore how leadership alignment, cultural due diligence, and a clear integration roadmap help turn the deal thesis into post-close performance. Download the report: https://bit.ly/4wDJ98x

Step into your future with Marsh People and Investments – apply today. ➡️ Senior Government Consultant - Systems & Encounter Specialist, US – multiple locations. https://bit.ly/46xubX0 ➡️ Global Benefits Sales Professional, US – multiple locations. https://bit.ly/4gIYTB1 ➡️ Investment Sales Director - Healthcare, US – multiple locations. https://bit.ly/3SVwtvX ➡️ Sr. Health Actuary Consultant, US – multiple locations. https://bit.ly/4wTMNLE ➡️ Sr. Government Healthcare Financial Consultant, US – multiple locations. https://bit.ly/4xUhOju ➡️ Senior Proposal Specialist, US – multiple locations. https://bit.ly/4hxO1bo ➡️ Lead Consultant, Workday Advanced Compensation, Dallas. https://bit.ly/4wJc62X ➡️ Senior Workforce Strategy Consultant, Washington DC or Philadelphia. https://bit.ly/49ru8hn ➡️ Public Funds Sales Director, US – multiple locations. https://bit.ly/4vfHlT7 ➡️ Principal Compensation Consultant, Houston. https://bit.ly/45L1rcR ➡️ Principal Compensation Consultant, US – multiple locations. https://bit.ly/3UO2qH8 ➡️ Principal, Rewards Advisory, Singapore. https://bit.ly/44JpWXG ➡️ Business Development Specialist, Bangkok, Thailand. https://bit.ly/45XEEL9 ➡️ Senior Client Manager, Hong Kong. https://bit.ly/4zifgx3 ➡️ Principal, Communications & Change Management Lead, Singapore. https://bit.ly/4wJc5vV ➡️ Analyst, Investment (Korean Speaking), Hong Kong. https://bit.ly/4wTMNv8 ➡️ Senior Workplace Savings Consultant (DC Pensions), UK – London or Bristol. https://bit.ly/4r98tCc

Most organizations don’t have a data problem – they have an action problem. Talent scarcity, shifting skill demands, burnout risk, and AI disruption are now business constraints, not just HR topics. Yet many leaders are still using analytics to report what happened instead of building the foresight to spot what could derail growth next. Explore the full article and consider which next risks your workforce data should be flagging now: https://bit.ly/4507pX8

“As we have done throughout our history, our company put our colleagues, clients, and communities at the center of our response.” Today, we honor the colleagues we lost on September 11, 2001. We carry their legacies forward through the work we do on behalf of our colleagues, clients, and communities. Hear more from John Doyle, President and CEO of Marsh.

Performance isn't driven by rewards alone. It's driven by how organizations connect roles, skills, careers, rewards, and employee experience. Redesign performance management as a connected system that clarifies what “good” looks like, builds capability, and reinforces outcomes through rewards and experience. Learn more with our newest report and pressure-test your performance model: https://bit.ly/4xPrHyI

When a skills gap is forming, how early do you actually see it? For many organizations, the challenge isn't access to data. It's turning insight into decisions leaders can act on fast enough to prevent skills gaps, burnout risk, and AI-driven role changes from becoming business constraints. Read the full article for practical ways to move from insight to intervention: https://bit.ly/4507pX8

M&A is being rewritten, and the “people side” is now the deal side. Reputational risk is real-time, culture fit is under the spotlight, and teams are becoming the new IP, making leadership alignment non-negotiable. Access more practical insights and pressure-test your people strategy before Day 1: https://bit.ly/4wDJ98x

How important is human capital in M&A deal selection? More acquirers now say human capital is a key driver of deal pursuit than they did two years ago. But adoption of human-capital criteria in targeting and deal-thesis development still lags. The say-versus-do gap in M&A remains clear. Read the full research conducted in partnership with Transaction Advisors Institute: https://bit.ly/4h7TQwb