Practices

Mergers and Acquisitions Advisory Services

HR Due Diligence & Integration Process

Our Healthcare Mergers & Acquisitions advisory consultants provide a proactive approach to your HR due diligence and integration process allowing you to identify and quantify liability exposure and realize potential efficiencies. In any transaction, successful integration of the human resource function is dependent on thorough knowledge of each organization's benefit and compensation plans, culture, and operating philosophy. Our consultants apply their healthcare industry knowledge along with extensive experience in mergers and acquisitions, benefits, and compensation, to help you address transaction issues key to facilitating a deal and a successful cultural integration.

Our Focus

  • Financial analysis of executive compensation and benefit arrangements and contracts
  • Broad-based compensation and benefit plans
  • Appropriateness of plan design
  • Analysis of historical costs
  • Compliance-related issues
  • Turnover and retention
  • Cultural barriers to integration

Our Deliverables

  • Comprehensive list of financial, operational, and transitional deal issues
  • Assessment of change in control costs
  • Preliminary integration strategies
  • HR comparative analysis and market benchmarking
  • Recommendations on plan design changes
  • Recommendations for cultural integration

The Due Diligence Value Process:

PHASE I - High Level Due Diligence

Our consultants conduct interviews of key individuals and review all employee benefit and compensation programs maintained by the organization being acquired to identify high-level issues and quantify major liabilities.

PHASE II - In-Depth Analysis

We work with your team and outside advisors to identify financial issues that will affect the deal value, and develop integration strategies focusing on efficiencies and potential ongoing cost savings.

We ensure transitional issues are appropriately addressed and agreements are documented in a Transition Services Arrangement (TSA). This includes administrative and staffing requirements, as well as technology, operational, and organizational needs related to the on-going administration of compensation and benefit plans plus other human resource programs. Proactively addressing these issues prior to closure of the deal greatly enhances a successful transaction, a smooth assimilation of employees, and transition of benefit plans.

Phase III - Custom Implementation

Following a transaction, human resource and employee benefit issues arise which differ from traditional on-going operations. The transition of ownership from one entity to another creates employee concern, entails considerable administrative change, and requires careful planning to assure all statutory requirements are met. When properly addressed, there can be ample opportunities to implement cost savings, synergies, and establish an enterprise positioned to succeed and meet new corporate objectives. Our M&A Advisory team assists clients following a transaction to implement plans and programs to maximize operational and financial performance.

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