Shaping an AI-powered future 

Jean: AI is reshaping how organizations create value. We have to recognize that AI isn’t optional — it’s the future. It’s a big leap in capability that every organization needs to invest in. We need to shift the narrative from “AI will take my job” to “AI will make me so much better at my job.” At Mercer, we’re integrating AI across our solutions to help our HR clients use data in smarter ways and make faster, better decisions. This shift means rethinking how we resource solutions, measure outcomes and define success. Although it’s natural to feel some anxiety about rapid change, strategic AI investments that align with business goals can boost agility, efficiency and impact. We’re excited to support HR teams on this journey as we help them shape their AI strategies to serve them in new and innovative ways.

Jean: One of the ways we’re using AI is to turn questions into instant insights. Clients can now ask natural-language questions in our TAAP workforce data and insights platform and get instant answers. This is made possible by our advanced AI agent, Aida, which can quickly sift through our extensive talent data archive and HR insights library that is TAAP, and deliver relevant answers in seconds. It’s really about making data-driven decisions faster and more accessible.

Jean: Our AI-powered Workforce Insights platform taps into more than 2 billion data points from over 20,000 organizations worldwide, across more than 100 countries. HR teams will be able to ask questions like “How does our headcount in marketing — or HR or IT — compare with peer organizations?” and get immediate insights into how factors such as control spans and compensation investments affect productivity and engagement. Thanks to our world-leading data, now powered up by AI, we can help HR teams answer complex questions, provide benchmarks, and spot risks and opportunities — making workforce planning smarter and more proactive. 

Jean: We’re introducing an AI-powered job matching and grading tool that makes organizing data around jobs much faster. This means we can respond to workforce changes more quickly to help clients stay agile, especially as they work to redefine jobs given ‘AI-ification.’ We believe this will really transform how companies approach compensation and rewards. 

Adriana: AI Pathmaker is a collection of services designed to help organizations move from uncertainty to action. Our goal is to make AI work for people and businesses. That means helping HR teams reimagine jobs, build new skills and redesign how work gets done across the organization. We focus on both opportunities and risks so organizations can drive change responsibly and sustainably. 

Adriana: Every organization is at a different point. Some are just starting to explore AI. Others need help getting ready for deploying, adopting or even scaling AI solutions. We’re helping HR leaders educate their teams, align their AI efforts with their business strategies and identify the best paths to deploy AI at scale while integrating it into the flow of work. What makes us different is how we connect AI with workforce data, job design and HR technology.

Adriana: Absolutely. One client, a large bank, saved $60,000 per person by reskilling employees for new roles. Another client in the oil and gas industry boosted profitability by 45% per rig after 12 months. We’ve also helped clients speed up hiring and make pay decisions more efficiently. The common thread is measurable business impact with people at the center and tech as an enabler. 

Jean: Don’t just adapt. Lead. Tapping into AI’s full power can feel daunting, but it’s a huge opportunity to shape your organization’s future. The key is to identify your best levers, whether improving productivity, enhancing employee experiences or unlocking new capabilities, and invest strategically in AI in alignment with your goals.

Adriana: Start with education. Help your workforce understand both the risks and opportunities of AI, how it’s reshaping your industry, and what your company needs to do to stay relevant and meet evolving customer needs. When people understand the “why,” it’s much easier for them to embrace a new way of working. And even if your organization isn’t yet ready to roll out AI, remember that your employees already have AI in their pockets. They’ll experiment on their own if the company doesn’t provide guidance. That’s why it’s critical to be proactive, set a clear vision, provide education, and establish guardrails that protect your people and your business. The organizations that thrive are the ones whose people feel empowered to test, learn, and adapt — and do it responsibly. And if you are ready to invest, focus on real business problems where AI can make a difference. Start with outcomes rather than the tech.