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Global health and benefits solutions

As corporations expand their operations across the globe, employers need to look at the scope and level of benefits they provide for both the local workforce and their increasingly mobile workers. Mercer helps you understand each country’s competitive practices and structure the most cost-effective approach to funding and administering benefit programs.
 
Another challenge involved in global expansion is identifying and managing the diverse health risks present in each location. Mercer’s global health management specialists understand how to incorporate unique health risks, delivery system attributes and cultural concerns into a global health strategy. Appropriate strategies for each country can be bundled under regional and global strategy arrangements to maximize financial impact and ensure consistent governance.

Our global solutions include the following:

Global benefits management (GBM)

GBM provides a way for you to optimize global cost savings for insured benefits while staying aligned with the company's risk strategy. Our GBM approach allows you to obtain the optimal balance between global expertise and local delivery by delegating or "out-sourcing" the broker relationship for global benefit programs to Mercer. The whole process is coordinated by a specialist management unit. The end result is an approach that supports your global benefits strategy and maximizes financial efficiency, including multinational pooling.

Global health management

Employers that have diverse geographic locations are increasingly recognizing the need to define an overarching global health management strategy to guide decisions for each location. Mercer’s health management specialists help global organizations:

The end result is a consistent, yet locally-respected, long-term approach to managing and measuring workforce health.

Global mobility for expatriate workers

A globally mobile workforce is essential for competing in today’s global marketplace. Although expatriates may represent a small proportion of your workforce, the time and resources involved in managing them can be immense. Managing expatriate arrangements, however, presents a real challenge to ensure that programs are relevant, timely, cost-effective, and attractive to both new and existing talent. If managed effectively, expatriate health benefits can generate tremendous advantages by transferring cross-border knowledge, leveraging local investments and providing career development opportunities. The risk of not getting it right can be high.

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