Unleash the Power of Talent Retention

Seeing a pathway for career and pay growth are the two biggest drivers for people staying with organizations. Acera Partners ties these pathways together.

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Unleash the Power of Talent Retention

Seeing a pathway for career and pay growth are the two biggest drivers for people staying with organizations. Acera Partners ties these pathways together.


Say Hello to Talent Agility

At Acera Partners, we view talent and compensation strategies as an integrated system. This drives retention, innovation and growth for the organization. We call this Talent Agility.

Discover Our Approach

Career Architecture

Gain a Competitive Advantage Through Talent Agility

Securing the skills your organization needs today and in the future is your competitive advantage. A strategic, flexible, and agile Career Architecture helps you attract, retain, and develop your people to drive the organization's strategy and growth goals.

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Compensation Strategy

Balance the Scales Between Pay and Value Creation

Linking pay to an individual's skills opens new pathways for pay progression. This creates greater pay transparency and gives employees more agency over their compensation.

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Within six years, more than 85 million jobs could go unfilled because there aren’t enough skilled people to take them. If unaddressed, the current talent shortage will cost $8.5 trillion in unrealized revenues.

The Skill Advantage

With talent scarcity increasing, organizations must build integrated approaches that ignite employee talents and create purposeful work. Rather than relying on external talent pools to solve skill gaps, organizations can create mechanisms and incentives for people to reskill and upskill. This means creating flexible and transparent career pathways that are more agile and responsive to the rapidly changing business environment. It also means creating pay and rewards systems that encourage individuals to proactively reskill.

By integrating talent and compensation strategies, Acera’s unique approach helps companies leverage worker skills to meet business demands and maximize business results.

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Closing the Skills Gap

According to the World Economic Forum, half of the global population needs new skills to address the impacts market disruptions are placing on businesses, like we’re seeing today with AI. The skills gap could be as much as 90% in less than seven years. Yet only two in five leaders know what skills their workforce has today (Mercer).

Even when organizations invest in skill building, these efforts are rarely tied to current and future skill gaps or to the company’s business strategy. By helping companies build career paths and job architecture, Acera is focused on closing the skills gap.

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Only 24% of companies make a clear connection between corporate strategy and reskilling efforts.
Employees are 50% more likely to leave their job if they believe they are paid below market, even if they aren’t. However, pay transparency decreases the intent to leave.

Tying Compensation to the Future

Organizations must proactively establish pay strategies that recognize and reward skill development and organizational impact. This includes creating compensation plans that motivate employees to continually enhance their capabilities and align career progression with the organization’s evolving needs. By integrating talent strategies with forward-looking compensation strategies, organizations foster a culture of growth and agility.

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See What’s Possible

Driven by curiosity, we widen the lens of possibility. Our team creates talent and compensation strategies that positively impact culture, purpose, and profitability.

Meet the Team

"Carrie Magee is a true partner, consistently bringing forward thought-provoking insights tied to business outcomes."

"I would highly recommend working with her and her team if you want to drive value creation in your talent and pay practices."

Suzanne Hough

"Carrie is so knowledgeable about talent and competitive compensation strategies."

"She is also incredibly insightful and responsive to the challenges I face. I would hire her and her team in a heartbeat to help my organization optimize its talent and pay strategies."

Neeta Salvi

CFO, Global Fortune 100 Automotive Technology Company

"It was a pleasure to work with the Acera team. I greatly appreciated the level of expertise, insights and patience that they brought to our organization."

"Within my former company, we were scattered in terms of compensation philosophy but through Acera’s leadership, together, we built a strong compensation philosophy that aligned with our organizational values and goals. By having a detailed compensation strategy we were able to engage with our people to explain how their contributions fit into the organization and how and why the employee is rewarded. We also gained reliable insight into the market value of our roles as they exist today and how that will continue to evolve through future growth and funding. This will help us make better talent and financial decisions going forward."

Troy Reisner

Chief Financial Officer at Phunware (NASDAQ: PHUN)

"I have known Anne for over 5 years and she has been a collaborative partner for me across multiple organizations—a go to."

"She takes time to truly understand our business situation and human capital needs and approaches every opportunity with openness and creativity. She models excellence and ensures that every deliverable meets high-quality standards and expectations."

Julie Tschida Brown

EVP, Chief People and Culture Officer at Zayo Group

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