The new pension contract

We help pension funds and pension administrator organisations transition to the new pension contract. To this end, we first establish an overarching architecture within which the various domains can work together. Such a holistic approach makes it possible to organise, invest and adjust in a targeted way. This applies to both the process structure, the IT structure and the services. Such a comprehensive change process begins with critically evaluating the organisational structure and clearly defining responsibilities.

With the advent of the Future Pensions Act, pension providers face several strategic choices. Both in terms of (re)positioning in a market in which we may expect some form of market processing in the future, how they want to transition to the new pension system, and how they will meet the associated requirements. The latter is crucial to maintain a ´licence to operate´.

The new pension system will impact business processes, procedures, customer service, organisational model and employees. This requires change capacity and realisation power. 

We support our clients in the pension sector in formulating a vision or strategy and also help make it realisable through a manageable transformation and decisive implementation plan. We help set up a transformation programme and organise the complex change with a hefty dose of execution power. 

For example, we help pension providers make their organisation more agile and define who they want to be, who they want to serve and how they want to do it. We understand the importance of meeting requirements within a complex and strictly regulated pension environment and the changing expectations of participants. We provide strategic advice and help realise product development and product development processes, customer segmentation, change and communication plans and organisational design.

Boer & Croon helps pension providers set up and optimise processes needed for the new pension system. We ensure a smooth transition to the new system and help manage pension risks.

Transformations such as the transition to a new pension system have a significant impact on organisations. Goals change, and new collaborations and skills are needed. People need to be included in this. This only sometimes happens automatically.

We support organisations' HR departments in setting up change processes. The emphasis is on a clear strategy and structure, with attention to leadership development, culture and (change) communication. We pay special attention to middle management. After all, they have an essential role in the success and securing of changes.