The global construction industry continues to face a significant talent shortage. And as different regions invest in major infrastructure projects, the need for skilled talent continues to grow.
The current talent shortage coupled with the unprecedented growth of the industry often requires skilled workers to travel either within their country or beyond to work on projects. Labor mobility may complicate health and well-being challenges that construction companies must try to identify and address. Similarly, as they seek to attract and retain the right talent, whether homegrown or imported, organizations might need to revisit their benefits packages to ensure these are in line with their people’s expectations.
In this episode of Risk in Context, Christopher Davis, the US Project Risk Practice Leader, speaks with Joao Buzio, the Head of Global Contractor and Infrastructure Development, and Greg Hendrickson, a Senior Principal within Mercer’s Health and Benefits Practice. They discuss some of the primary people-related challenges that companies may encounter when undertaking large-scale infrastructure projects. They also provide guidance on how organizations can effectively tackle these challenges in order to attract and retain the necessary skills for their projects.
US Project Risk Practice Leader, Marsh
United States
Christopher Davis is Marsh’ US Project Risk Practice Leader and a client advisor. Based in Marsh’s San Francisco office, he is focused on delivering risk management and risk finance solutions for large capital projects.
Head of Global Contractor and Infrastructure Development, Marsh
United Kingdom
Joao Buzio is the Head of Global Contractor and Infrastructure Development within Marsh’s Construction Specialty Practice. He has more than 20 years’ experience in the construction sector, advising contractors and project teams in responding to both their day-to-day and emerging risk management needs.
Senior Principal, Health and Benefits Practice, Mercer
United States
Greg Hendrickson is a Senior Principal at Mercer and a Lead Consultant in Mercer’s Health & Benefits Practice. Based in Boston, he works with clients as a lead consultant and strategist, assisting employers as they develop total rewards strategy, helping them to attract and retain talent, and implementing programs to reduce bottom-line expenses tied to benefits, while also focusing on programs that increase employee productivity both at home and in the workplace — impacting top-line revenue growth.
This publication is not intended to be taken as advice regarding any individual situation and should not be relied upon as such. The information contained herein is based on sources we believe reliable, but we make no representation or warranty as to its accuracy. Marsh shall have no obligation to update this publication and shall have no liability to you or any other party arising out of this publication or any matter contained herein. Any statements concerning actuarial, tax, accounting, or legal matters are based solely on our experience as insurance brokers and risk consultants and are not to be relied upon as actuarial, accounting, tax, or legal advice, for which you should consult your own professional advisors. Any modelling, analytics, or projections are subject to inherent uncertainty, and any analysis could be materially affected if any underlying assumptions, conditions, information, or factors are inaccurate or incomplete or should change.
LCPA 24/340
