Grant Thornton LLP has announced that Tim Glowa has joined the firm as a principal and leader of its employee listening and human capital services offerings.
In this role, Glowa will expand Grant Thornton’s human capital offerings by helping clients define their total rewards packages to “make better business decisions about their most critical asset — their people”.
Glowa is described as a marketing leader turned human-resources consultant, and has extensive experience with a wide range of analytical employee listening tools. He brings with him an in-depth knowledge of marketing and human resources to help save companies money and “make employees happier”.
To support the firm’s clients, Glowa employs a technique called Employee Preference Optimization. The multi-step process focuses on employee benefits.
Glowa and his team measure employee preferences and sensitivities, then use detailed data modeling to show companies how they can save money and enhance their benefits.
Prior to joining Grant Thornton, Glowa was a founding partner in a human capital analytics firm and most recently served as managing director at EY LLP. He received a master’s of business administration degree from the New York Institute of Technology and a bachelor’s degree in economics from the University of Calgary.
Kelli Knoble, national tax business lines leader at Grant Thornton“Tim is a proven human-resources leader with a track record of creating high-performance business solutions that simplify human-capital problems.
“People are the lifeblood of any successful business. Tim and his team’s approach to employee listening will be vital to our clients’ short- and long-term health — both financially and culturally. Organizations that use data and analytics to make smarter decisions about its people will attract and retain top talent.”
Glowa added: “We’re in the middle of a war for talent, where employees are seeking companies that are truly committed to their wellbeing, while those same companies are trying to recruit the best talent possible. This is an important time for business leaders to take a fresh look and invest in their employees.
“They should think of employees in the same way they think of their customers and use the best analytical tools available to understand employee attitudes, needs and preferences — and then design cost-effective solutions to address those needs across all stages of the employee life cycle.”