Post-Merger Integration Checklists

In-depth Human Resources Acquisition Integration Checklist that covers compensation, retention, deferred compensation, severance, health insurance, COBRA, LTD, STD,  401(k), pension, communications, recruiting, data conversion, organization structure, workers compensation, training & development, educational assistance, travel & expense, plus 9 more areas.

111 Human Resources tasks to be completed grouped into the following categories:

Day 1
Talent Assessment
Performance Management
Benefits
HR Orientation
Career Development
Onboarding
Retention
Reduction In Force
New Hire Plan

7-Page HR Due Diligence Checklist

• Number of full-time employees in business (Exclude part-time, contract, and temporary employees).
   
• Employee names, job titles, and compensation.
   
• Total number of employees exempt from overtime: sales, administrative, professional and executive employees.
   
• Total number of hourly full-time (nonexempt) employees. Seasonal variations? Skill levels within each group?
   
• Total number of employees classified as temporary. Circumstances and conditions employees considered temporary.
   
• Total number of contract employees.
   
• Use and total number of part-time employees.
   
• Significant increases or decreases during the past year in employee categories?

HR Acquisition Integration Checklist in Word  that covers areas such as organizational design, benefits and compensation, policies, and HR systems.

Organization

• Define acquired company org. structure
• Identify formal and informal org. relationships
• Determine organization similarities / differences
• Gather information on relevant positions
• Map acquired company roles to acquiring company role ...

8-Page HR Due Diligence Checklist:

• Organization charts and a description of management structure, including principal functional areas, headcount by area. and reporting relationships.
   
• Job descriptions for all major job categories and minimum education, experience, and skill levels required for each.
   
• Current pay ranges and recent increases. 
   
• List current personnel (including lists of officers and directors) with hire dates ... 

Six-page HR acquisition checklist that includes over 80 activities divided in these categories:  Employee Onboarding, Policies and Procedures, Organization Design, Employee Letters and Consents, Benefits Consolidation,  Compensation Alignment , Payroll Migration, HR Systems Data Migration.

Checklists for each of these categories: Employees, Unions, Compensation and Benefits, Retirement Plans, 401(k)s, and ESOPs, Culture, and Legal and Regulatory.

Employees

1. Does this business have a human resources department? If yes, how is it staffed and what are its responsibilities? To whom does the senior human resources executive report? Are human resources personnel involved in significant business decisions?

2. What is the number of full-time employees? (Exclude part-time, contract, and temporary employees.) Subdivide the total by country and business unit in which they are employed. Request lists, if needed, ...

The Human Resources Acquisition Integration Checklist covers the following areas: Pension Plan, 401K, Profit Sharing, HRIS, Health Benefits, Compensation, Severance and Transition, Workers Compensation, Employee Relations, Organizational Development and Staffing,  and Safety / Environmental.

Litigation Review:

Gather and review ligation closed (<5 yrs) to current
Determine and review budget set aside for each case
Assess the merits of current case(s)
Assess the financial exposure (Judgment & Legal Costs)
Report any key findings/concerns to the general counsel, corporate development and executive team

Contracts/Obligations Operational Contracts Review:

Review all "Standard Form Agreements" utilized by Target Co.
Review all "Operations Agreements" of Target Co. ...
 

60 HR Due Diligence Tasks

• HR staffing and its responsibilities
• HR reporting relationships
• Significant layoffs or closings in the past, progress or being contemplated
• Employees permitted and/or encouraged to work full or part time at home
• Executive search firms utilized. The firms and fees paid. Searches in progress
• Business’s pay scales or rates and benefit costs relative to competitors
• Status of litigation or potential litigation
• Plans, either contemplated or in progress, to modify or cancel any benefit programs for existing or retired employees ...