Contents of Role

Question 1

What is going on in the change man industry right now?

Answer 1

Growing disruption, increased complexity and heightened employee expectations

Question 2

What is needed?

Answer 2

New approached to change management, to improve transformation outcomes

Question 3

Transformation is no longer…

Answer 3

an option, it is a necessity

Question 4

Communication turns

Answer 4

strategic intent into meaningful engagement

Question 5

We help org

Answer 5

powerfully connect and engage

Question 6

We turn content into

Answer 6

extraordinary experineces to shift mindsets, catalyse change and inspire

Question 7

Four main pillars ground the EY Change Experience approach

Answer 7

Purpose, Personalization, Immersion and Insight

Question 8

What is EY Change Experience?

Answer 8

EY Change Experience is a new, more personalized and immersive approach to change management. It is informed by client experience and research with Harvard Business School. The Change Experience approach addresses four common factors that have the greatest influence on successful outcomes to transform the way the workforce experiences change and to empower them to achieve the extraordinary.

Question 9

What is a steady focus of this change experience?

Answer 9

A steady focus on the employee’s “experience” of change creates a powerful impact at every stage of the change journey, which drives better transformation outcomes. We provide insights that can help organizations adapt to — and even benefit from — the constant challenges of continuous change.

Question 10

What is it underpinned by?

Answer 10

EY Change Experience is underpinned by a powerful analytics platform, EY Change Insights. By bringing advanced analytics to EY award-winning and research-backed Change Experience method, EY Change Insights combines advanced technology with our extensive experience of collaborating with clients to provide successful change on complex transformation programs.

Question 11

In short, what does EY change insights do?

Answer 11

EY Change Insights supports data-led actions for better business outcomes and efficient use of change management effort.

Question 12

What is Christine’s role?

Answer 12

Partner in EY’s PAS Practice and serves as the Swiss Workforce Advisory leader

Question 13

What does she do?

Answer 13

She is currently the global PAS industry leader for Health Sciences & Wellness, the PAS EMEIA industry acceleration leader as well as the PAS GSA market segment leader for Life Sciences, Health and Chemicals.

Christine brings over 20 years of experience in consulting in the Life Sciences’ and Chemicals’ industries, both in Europe, North America and China.

Question 14

What will I do, broadly?

Answer 14

Support organizations that go through large-scale business and digital transformations as they navigate an ever-changing environment, evolve to stay competitive, and foster winning workforce dynamics

Question 15

Topics

Answer 15

Change, culture, learning

Question 16

Effective change management stems from

Answer 16

an empathetic point of view and a deep understanding of the stakeholders’ world. Rolling it out successfully and at scale requires constantly feeling the pulse using data and agility to adapt when necessary

Question 17

Embracing change at org level is important to…

Answer 17

stay competitive and create long-term value

Question 18

My approach

Answer 18

Creative mind and a fresh perspective to align values with expectations and create a journey that is smooth, efficient and rewarding for clients and stakeholders involved

Question 19

HR Transformation in short

Answer 19

• From employee health and safety to exceptional people experiences, the boundaries of HR are shifting in real-time. HR teams must migrate from the services that have defined HR historically to the new people services that will define the function for years to come.
• Align your operating model with your service vision

With EY rapid HR/payroll assessment methodology, you will gather rich insights about your current operations, co-build a new people operating model, build the value case for transforming the function and establish the enablement roadmap that will guide your journey.

• Tackle the hard stuff before it impacts your schedule and costs

With EY HR/payroll innovation lab, you will build Minimal Viable Products (MVPs) for new people services, products, processes and technologies. Through iterative innovation, quality and experience feedback loops, your MVPs will be improved and scaled for global deployment.

• Design your services with your people, and tie them to desired business outcomes

With EY HR/payroll technology transformation suite, you will round out your architecture by tackling the gaps and intentionally connecting the five layers that make for a seamless digital experience: service, automation, cloud, data & analytics, and enablement.

Question 20

L&D Consutling in short

Answer 20

• Complex problem solving, critical thinking and creativity will be the skills most in demand in 2030. But to adapt to the emerging new work environment, people also need vastly upgraded digital, technical, management and cultural capabilities.

Question 21

L&D Consulting two pillars

Answer 21

Learning and development; org learning and knowledge management development

Question 22

Leaning & Development, need

Answer 22

Continuing globalization, huge demographic changes, advances in technology and new regulations are shaping the future of work

Question 23

To gain and maintain competitive advantage, organizations need to be… (L&D)

Answer 23

agile and adaptable. They must proactively address disruption. And they need to consider their workforce as part of an integrated business strategy in order to keep it engaged and future-ready.

Question 24

We have developed a tailored framework for … (L&D)

Answer 24

evaluating, identifying and rectifying the root causes of inadequate learning. Combined with our mature understanding of existing L&D approaches and their shortcomings, we can use this to help your business develop a cohesive learning and development strategy that works for your workforce.

Question 25

To make the most of their knowledge assets

Answer 25

organizations need to focus both on developing their underpinning knowledge management infrastructure (systems, policies and processes) and on promoting a culture that encourages the effective creation, refinement, sharing and storage of knowledge.

Question 26

EY offers a conscious knowledge management strategy for getting...

Answer 26

the right knowledge to the right people at the right time. It helps people make better use of internal information to improve business performance.

Question 27

Aligned to your company’s specific...

Answer 27

strategy, standards and policies, our approach can help maximize your employees’ organizational learning skills.

Question 28

We can help you to create a bank of information and to develop...

Answer 28

knowledge management systems that promote the seamless transfer of knowledge.

Question 29

Recognition and reward advisory in short

Answer 29

EY’s Recognition and Reward professionals help companies articulate and implement strategic, financially optimized, sustainable, competitive and results-driven total reward philosophies and programs that reflect each organization’s purpose, vision, culture and values.

Question 30

R&R Cultural Elements

Answer 30

1. Employer brand and Employee Value Proposition (EVP): TR frameworks serve as barometers for the value and importance companies place on their employees, their EVPs, employer brands and company cultures; 2. Performance and business results: TR frameworks incentivize employees to embrace change and align their incentives with strategic priorities/ KPIs (e.g., annual and long-term incentives, etc.); 3. Employee engagement and connection: TR frameworks will encourage employee engagement, teaming, sponsorship and affinity group networks (e.g., paid time off to volunteer, employee affinity networks etc.); 4. Employee well-being and safety: TR frameworks holistically support employee well-being by providing reward programs that align with our four well-being pillars (emotional, financial, physical and social); 5. Employee choice and personalization: TR frameworks empower each employee to select total reward elements that best resonate with their needs and current situation each year; and 6. Sustainability, diversity, inclusion, fairness and transparency: TR frameworks support diversity, inclusion and equality objectives while incorporating “green” reward programs and metrics that align with ESG/ sustainability goals.

Question 31

Lines in R&R

Answer 31

- Total reward strategy advisory (holisitc wellbeing, people agenda, benchmarks, positioning) - Global workforce remuneration (KPIs, pay euqlity, incentive plan design) - Global benefits advisory (pensions, flexible reward strategies) - Reward structure and technology advisory (pay grade, change man, reward provider) - Reward financial implications, compliance and reporting (internal controls, change man., employment taxation)

Question 32

Workforce analytics short

Answer 32

In a disrupted business landscape, it’s critical your workforce has the right size, shape, mix and capabilities. People analytics provides data-driven insight for workforce strategy and planning, so that talent can be managed and developed to deliver clear business outcomes.

Question 33

4 pillars of workforce analytics

Answer 33

- WA - Strategic workforce planning - Workforce acquitistion strategy and operating model - Talent acquisition

Question 34

WA

Answer 34

Having day-to-day insight into workforce activities and sentiments can increase the reliability of your project timescales and support accurate reporting and effective management. We can help you establish reliable and dynamic forecasting tools and methodologies that can provide near real-time data insights, informing regular action planning, reporting and ongoing program oversight.

Question 35

SFP

Answer 35

To execute your business strategy, you need to have the right people, in the right place, doing the right thing at the right time and at the right price. To achieve that, you need informed and data-driven strategic workforce planning. We can help your organization identify and set up systems to determine the workforce it needs to execute its strategy, fulfill its organizational vision and achieve its business goals.

Question 36

WAS and OM

Answer 36

Changing workforce environments are forcing organizations to rethink their permanent and contingent workforce management. We can help you assess and redesign your business talent supply chain and workforce acquisition operating model and programs, increasing your organization’s ability to secure the right mix of workforce capabilities to achieve your business ambitions.

Question 37

TA

Answer 37

- Considering your people as part of an integrated business strategy can give you a competitive advantage by helping you get the right talent, with the right skills, for the right cost. - Bringing together the right talent with the right capabilities and the right job opportunities is a crucial part of achieving organizational goals. The technology is increasingly available to help your organization do just that, by automating repetitive tasks, enabling your workforce to make more insight-driven decisions, and freeing up your people’s time to focus on the more human aspects of their jobs. - We can help you to evaluate existing and future staffing needs, to identify growing skills gaps, and to choose and help implement technology to assess and screen candidates for skill and culture fit.

Question 38

4Cs of capabilities

Answer 38

critical thinking, creativity, communication and visioning

Question 39

These capabilities capture...

Answer 39

a broad array of human capabilities, from long-term orientation and visioning, to complexity awareness and intercultural competence.

Question 40

What are common topicd

Answer 40

Emergiing technologies, sustainability, entrepreneurship, business ethics, finance, DEI

Question 41

What is driving org transformations?

Answer 41

Globalization, demographic shifts, technology, regulation and geopolitical changes are all driving organizational transformations — with talent and learning at the epicenter of growth.

Question 42

Institute for Corporate Productivity (i4cp) has found to distinguish companies with a strong learning culture:

Answer 42

learning drives brand, learning is promoted as an organizational value, active knowledge sharing, talent development is rewarded, leaders are teachers, accountability is shared and learning effectiveness is measured.

Question 43

EY sees three critical success factors in making work work:

Answer 43

- Put employees at the heart of the people strategy - Enable remote working with the right technology at the right time - Build a sustainable business model fit for the future

Question 44

Our People Advisory and Corporate Strategy and Tax teams take a 360-degree view to help you...

Answer 44

design the future of work at your organization. A sustainable people strategy aligns factors like personal preferences and wellbeing with business, tax, legal and societal requirements. We start by assessing impacts and interactions in Tax, Mobility and People and Organization.

Question 45

Our clients are seeking answers to questions like:

Answer 45

- How do we optimize the current operating model (protect, enhance or transform) and financial outcomes whilst still ensuring access to the best talent? - How do we best understand, align and address the needs and expectations of our customers and employees? - How can we skill/upskill/re-skill the workforce at large whilst keeping productivity and engagement levels high? - How do we use technology to facilitate sustained collaboration and enable our corporate culture and values? - What is the optimal (hybrid) working model and how does it support and enable your business operating model? - How do you create value through your talent, HR and Mobility functions and safeguard long-term and sustainable value across the business, tax and people value chain in an ever-changing environment?

Question 46

Company and workforce considerations

Answer 46

- Govern (workplace strategy, communication and collaboration, people and talent strategy) - Enhance (employee engagement, experience and wellbeing, cross-border/mobility work policy) - Protect (operating model, risk, compliance and flexible work policy, data security)

Question 47

Tax

Answer 47

- Sustainability of operating model - Permanen establishment - Legal and regulatory - Social security and compliance

Question 48

Mobility

Answer 48

- Virtual assignments - Payroll, reward and benefits - Cross-border remote work

Question 49

People and organization

Answer 49

- Real estate agency - Technology & enabling remote working - Workforce planning - Employee experience and well-being

Question 50

The digital imperative now seems to be shifting from...

Answer 50

how technology can be used to improve operations to how can employees effectively adopt the new technologies? People are placed at the very forefront of this new imperative.

Question 51

EY holds the firm belief that the secret lies in the way that

Answer 51

employees experience the entire process of change. To improve chances of successfully conducting complex business transformations, companies need to develop a more thorough understanding of human preferences and motivation. It is critical to appeal to both hearts and minds by balancing the hard business key performance indicators with the soft success factors relating to empathy and purpose-led approaches.

Question 52

Purpose

Answer 52

Be part of something meaningful, require a north star to serve as a guide

Question 53

Personalization

Answer 53

describes a company’s ability to meet employees’ desires and needs and to answer the question of what’s in it for me.

Question 54

Immersive

Answer 54

Instead of focusing on the number of interactions, what if priority was given to matters that resonate strongly with employees? Focusing on moments that matter across the entire change journey and building engagements that rise above the monotony of day‑to‑day routines will pave the way for the creation of an immersive environment that fosters enthusiasm and inspires people to get involved.

Question 55

Insights

Answer 55

EY’s Change Insights™ tool breathes life into this new purpose‑driven, personalized and immersive approach to change management by assisting companies in upgrading their own analytics capabilities and in gathering large volumes of near‑real-time data on employee sentiment, behaviors, engagement and readiness. The data offers actionable, analytics-driven insight and provides recommendations in user-friendly interfaces that help businesses to discern whether a program is on or off track and how to course-correct by deploying further targeted personalized interventions.

Question 56

Focusing on employees' experience will result in

Answer 56

faster business adoption and a better ROI