Excerpt from First of Four Human Resources Charters:
PreClose/Planning Objectives
- Ensure individuals identified for Retention; support creation of Offer Letters; and readiness for Onboarding employees
- Ensure plans developed to ensure readiness for Close / Day 1
- International employee contracts are managed/ready for NewCo
- Retention plan in place for all Acquired Co. employees who will not be long term employees of Acquirer
- Recruiting plan to address new roles needed and backfills for Acquired Co. business
- Work with Communications/Experience team to ensure that communications are ready for pre-close/Day 1/etc.
- Employee data obtained from Acquired Co. and ready to be loaded into Workday
- Employees are mapped and leveled into Acquirers job and compensation structures
- Define training plan (including requirements from other functions) for Day 1 and beyond
- Ready to enroll US Acquired Co. employees onto Acquirer’s health and welfare benefit plans with no gaps, grandfathered OOP/deductibles/copays for 2018, plan for international
- Readiness for Acquirer 401(k) enrollment/rollover following shut down of Acquired Co. plan
- Pre-close communication to US HR re: payroll schedule changes, impact of FICA reset
- Plan to digitize Acquired Co. employee files
Day One Objectives
Employee Onboarding/New Hire Orientation Day
- Data loaded into HRIS system
- Employees badged
- HRIS data feed to Paylocity and ready for first pay cycle
- Mandatory trainings (Day 1/Week 1)
- Benefits enrollment
- 401(k) enrollment
Key Dependencies (Identify functional team)
- Employee Onboarding (IT, Finance, Legal, HR)
- Employee Communications (Marketing)
- Badging
- Applications / Systems Access (HRIS, Corporate IT)
- Employment matters: US/non-US (Legal)
Out of Scope / Deferred Past 180+ Days
- Organizational re-design; will review Acquirer 2025
- Payroll (included in Finance)
- Communications and Employee Experience (separate cross-functional team)
- New performance management process/system (in flight as a corporate project, will roll out Q1)
Risks / Mitigation Plan
- Retention of Acquired Co. GM. / Mitigation: Determine long term operational plan
- Potential for only short term retention of critical staff / Mitigation: Come up with knowledge transfer program and accelerate recruiting efforts to backfill areas and allow time to bring new team members up to speed
- Potential that Non-US benefits are below market offering / Mitigation: Conduct market study to assess gaps and determine go forward plan outside the US
- Acquired Co PEO management of 401(k) plan termination communications / Mitigation: TBD ...
Objective
- Seamless Payroll Transition
- Communication
- Employment & Org. Structure
- Systems
- Total Rewards & HR Operations
- Employee Experience
- HR Program Implementation