Actuarial, Rewards & Analytics

Deloitte’s data driven analytics service help business leaders make informed decisions to grow revenue, manage risk and capital, reduce operational costs, and design compensation and reward programs to address critical business, financial, and insurance challenges. ARA uses advanced statistical techniques to analyze large quantities of internal and external information to unlock previously unknown, but meaningful, business relationships allowing clients to significantly improve profitability. We work with many of the world’s leading financial services providers in Life, Property & Casualty insurance, as well as with Healthcare plans and providers, and provide rewards advice to organizations from all industries.

1. Actuarial

    Property & Casualty/General Insurance
    Actuarial Modernization

2. Advanced Analytics & Modeling          

3. Compensation & Benefits      

4. Mergers, Acquisition & Restructuring

5. Retirement Provider Services               

6. Financial Services

    Financial Reporting
    Operations Advisory
    Enterprise Risk Management
    Capital Modeling
    Asset & Liability Management
    Corporate Insurance &
    Risk Management Services
    Actuarial Technology



Our Actuarial, Rewards & Analytics services

Actuarial 20/20: A corporate evolution worth realizing

Actuarial 20/20 is an offering that assists organizations and their actuarial teams in transforming and enhancing the value of the actuarial processes, systems, and people. Transformation, performed hand in hand with senior management, ultimately improves the overall value of the actuarial team as an important player in business and finance decision making.

Talent analytics in practice: Move from talking to delivering on big data

Analytics is an exciting and fast-growing area of human resources, but many companies are lagging. How can they address this game-changing area of HR to move quickly and methodically into the future?

Talent analytics

The datafication of HR

HR departments capture enormous amounts of data, but these typically stagnate in various systems and are rarely used for strategic purposes. It’s not that companies haven’t tried, with HR data warehouses and “HR analytics” teams that run reports. But the returns have been frustrating—until recently.