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Business Risk Services
Our Business Risk Services team deliver practical and pragmatic solutions that support clients in growing and protecting the inherent value of their businesses.
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Corporate Finance and Deal Advisory
We offer a dedicated team of experienced individuals with a focus on successfully executing transactions for corporates and financial institutions. We offer an integrated approach, with our corporate finance specialists working seamlessly with tax and other specialists to ensure that every angle is covered.
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Economic Advisory
Our all-island Economics Advisory team combines expertise in economics and business with a wealth of experience across the public and private sectors.
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Forensic Accounting
We have a different way of doing business by delivering real insight through a combination of technical rigour, commercial experience and intuitive judgment. We take pride in delivering responsive and tailored solutions to all our clients, capitalising on the wealth of experience housed within our Belfast and wider Forensics team
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People and Change Consulting
The Grant Thornton People & Change Consulting practice works with clients on these issues as well as on all aspects of how they attract, retain, engage develop, deploy and lead their people.
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Restructuring
We work with a wide variety of clients and stakeholders such as high street banks, private equity funds, directors, government agencies and creditors to implement solutions which provide the best possible outcomes.
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Technology Consulting
Motivating and assisting our clients to pursue, maintain and secure the benefits of digital solutions is at the core of our Digital Transformation teams' agenda and goals. We work with business leaders to deliver efficient digital strategies and operating models that provide new or enhanced capabilities.
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Corporate and International Tax
Northern Ireland businesses face further challenges as they operate in the only part of the UK that has a land border with a country offering a lower tax rate.
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Employer Solutions
Our team specialises in remuneration and incentive planning and works closely with employers, shareholders and employees to ensure that business strategies are aligned and goals achieved in the most tax efficient, cost-effective manner.
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Entrepreneur and Private Client Taxes
Our team of experienced advisors are on hand to guide you through any decision or transaction ranging from the establishment of new business ventures, to realising value on exit, to succession planning and providing for loved ones.
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Global Mobility Services
Grant Thornton Ireland offer a different approach to managing global mobility. We have brought together specialists from our tax, global payroll, people and change and financial accounting teams across Ireland and Northern Ireland, while drawing on the knowledge and insights of our global network of over 143 offices of mobility professionals to provide you with a holistic approach to managing global mobility.
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Outsourced Payroll
Our outsourced service provides valued service to over 150 separate PAYE schemes. These ranging from 1 to 1000 employees, working for micro, SME and global employers. The service is supported by the integrated network of tax and global mobility teams and the wider Grant Thornton network delivering a seamless service. Experienced staff deliver a personal service built around your business needs.
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Tax Disputes and Investigations
Our Tax Disputes and Investigation team is made up of tax experts and former HMRC investigators who have years of experience in dealing with a variety of tax investigations. Our expertise and insight can guide you through all interactions, keeping your cost at a minimum while allowing you to continue with the day to day running of your business.
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VAT and Indirect Taxes
At Grant Thornton (NI) LLP, our team helps Northern Ireland businesses manage their UK and global indirect tax risks which, as transactional taxes, can quickly become big liabilities.
Focus on Talent for competitive advantage
19 Feb 2019In the changing world of work, the one constant is the need for an exceptional workforce. This is regardless of Brexit, uncertain political or economic conditions, shifting industry trends, disruptive technologies or any other complex factors that impact your business. Despite their varied implications, these trends revolve around one central theme: the need to empower the right people, in the right places in the right ways. This requires a sustained commitment to, and a strategic investment in, talent. If an organisation’s most valuable asset continues to be its people, then there needs to be an alignment of talent strategy with business goals to create a people-centred culture. Everything else fails if you don’t have the right talent in place.
There are five key components that a talent strategy must leverage to create a people-centred culture. When integrated, each of the following five key components leads to a comprehensive approach to talent management – one that is sure to build a culture with people at its heart.
Firstly, assessing talent, the ability to strategically assess the talent you have and the talent you need, underpins the ability to meet and exceed the goals of your organisation.
Secondly, developing leaders, do you know where your next generation of leaders will come from? The process of continually identifying, developing, nurturing and retaining leaders should be a core part of any ongoing talent development and succession planning strategy.
Thirdly, implementing and aligning strategy, leading organisations create sustainable competitive advantage by aligning people practices with business strategy. Having an aligned people strategy is only half of the challenge: strategy implementation requires a robust process to ensure employees understand and execute strategic imperatives and are operationally supported in doing their jobs.
Fourthly, leading changing effectively, this requires leaders to take a greater responsibility to ensure change is communicated and implemented effectively. It can be achieved through communicating openly and honestly, keeping employees informed, soliciting feedback from those impacted by change, and committing to meeting expectations. From the most senior leader down, the message must be consistent.
And lastly, engaging employees, Do your employees view working for you as a job or a career? Are they aligned with corporate goals and strategies? Do they take pride in their work and ownership of projects? In short, are they engaged? Leaders can drive employee engagement and influence culture through their own behaviour and by reflecting values that employees can identify with.
While you cannot change what is happening in the external world, you can change your ‘people strategies’ to have exceptional talent equipped to respond to those trends and position your company for growth.