Winning Secrets: Taylor’s Education Group is about more than just numbers, but restoring belief in its EVPs
Summary
Taylor’s Education Group overhauled its compensation benchmarking and broader people strategy to rebuild trust, improve equity and strengthen its employee value proposition. Led by Jasmine Chua, Manager – Culture & Engagement, the people & culture team moved to benchmark salaries externally while conducting detailed internal analyses by role, level and entity. The initiative was supported by senior leadership and delivered measurable outcomes across engagement, retention and operational metrics, alongside industry recognition at the HR Excellence Awards 2025 in Malaysia.
Key components of the transformation included pilot programmes (leadership development, a co-created culture framework), implementation of a living wage, modernised talent and succession planning, and workforce analytics dashboards. Those moves helped shift perceptions, created momentum and repositioned HR as a strategic growth driver rather than a support function.
Key Points
- The organisation adopted external salary benchmarking combined with internal pay analyses to signal fairness, dignity and transparency.
- Engagement rose from 64% to 78%; eNPS improved by 12 points; understanding of pay increased by 17 points.
- Attrition among high performers declined and academic roles were filled 20% faster, with a boost to research productivity.
- Early pilots and visible senior sponsorship helped overcome legacy mindsets and resistance to change.
- The transformation earned Taylor’s Education Group Silver for HR Leader of the Year and Bronze for Excellence in Recovery & Rebound Strategy at HR Excellence Awards 2025 (Malaysia).
Why should I read this?
Because if you want proof that HR can actually move the needle — quickly and measurably — this is it. Jasmine and the team didn’t just tinker at the edges: they used data, early wins and visible leadership buy-in to flip scepticism into trust. If you’re wrestling with pay fairness, engagement dips or stale HR credibility, their playbook is worth stealing (nicely).
Context and relevance
In a sector facing rapid change, pay transparency and equitable reward strategies are rising on the HR agenda worldwide. Taylor’s case shows how combining external benchmarking with internal analysis, paired with people-led pilots and analytics, can restore belief in an employer’s EVP and deliver both cultural and operational gains. The outcome underlines a broader trend: HR that is values-driven and data-informed becomes a strategic partner in recovery and growth.
Author style: punchy — this piece highlights practical levers HR leaders can use now, and why senior sponsorship plus visible early outcomes are essential for sustained change.
