Tim Glowa joins Grant Thornton to offer benefits enhancement services amidst war for talent

CHICAGO — Tim Glowa has joined Grant Thornton LLP as a principal and leader of the firm’s 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.

A marketing leader turned human-resources consultant, Glowa has extensive experience with a wide range of analytical employee listening tools. He applies his in-depth knowledge of marketing and human resources to help save companies money and make employees happier: two goals that have arguably been overlooked.

“Tim is a proven human-resources leader with a track record of creating high-performance business solutions that simplify human-capital problems,” said Kelli Knoble, National Tax Business Lines leader at Grant Thornton. “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.”

According to a major global study, more than 40% of the workforce is considering leaving their employer this year. This increasingly high turnover rate is the result of multiple factors, but enhanced benefits and a strong desire for flexibility are two of the main drivers.

To support the firm’s clients, Glowa employs a technique called Employee Preference Optimization. This 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.

“We’re in the middle of a war for talent,” said Glowa, “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.”

Glowa continued by explaining the need for business leaders to consider their employees’ preferences when it comes to returning to work following the pandemic. “Many organizations are now struggling with talent attrition. This is only amplified when there is a misalignment between employee desires for increased flexibility in where they work and the organization’s focus to get back to normal. The company that strikes the right balance in finding the ‘new normal’ will come out on top.”

A published author and recognized thought leader in preference measurement and total rewards strategy development, Glowa specializes in customer and employee research, quantitative and qualitative market research, human capital analytics, marketing science, conjoint, database mining, customer segmentation, concept testing, big data, marketing analytics and total rewards optimization.

Prior to joining Grant Thornton, Glowa was a founding partner in a human capital analytics firm — and most recently served as managing director at Ernst & Young 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.

For more information on Grant Thornton’s human capital services and employee listening offerings, visit www.grantthornton.com/human-capital-services. And to learn more about the war for talent and approaches to satisfy changing workforce needs, visit www.grantthornton.com/war-for-talent.

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