Mergers and Acquisitions

Ensuring a Smooth Transition

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Mergers and AcquisitionsTo outshine your competition and win people’s hearts and minds

Mergers and acquisitions must work in practice as well as it does in theory. After all the financials have been reviewed, legal terms discussed and contracts are signed, all parties involved still must successfully integrate. During this often chaotic period, having an experienced HR partner to ensure a seamless business transformation is invaluable. Human resources professionals are the most likely to understand all of the moving parts involved in mergers and acquisitions integration. A qualified HR firm can help plan and implement an effective integration strategy that accounts for all possible pitfalls. There are countless issues that can disrupt, obstruct or interrupt the process. A complete integration can take months or even years to complete, depending on the size of the companies merging. While you’re focused on overseeing your business growth, we at HR Forever will take care of all of the details and loose ends.

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Integration

Some of our Mergers & Acquisition Integration Services include:

  • Supervision of Changing of Roles
  • Reviewing Modifications to Managerial Hierarchy
  • Implementation of New Employment Policies
  • Recruiting and Hiring for New Positions
  • Employee Communications
  • Advice on Retaining Key Employees
  • Creating Strategies for Combining Corporate Cultures
  • Training and Development
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Brand Strategy ProcessA Plan for the First 100 Days

It’s in the best interest of all parties involved (whether buying, selling or entering into a merger of equals) that the companies fit together like puzzle pieces, rather than crash into each other like out of control vehicles. Your employees may need help coping with the change, which is essential in maintaining productivity. They may also have questions about their job security, who they will be reporting to, changes in benefits, relocations and much more.

Our specialists at HR Forever have overseen dozens of successful mergers and acquisitions and are prepared to ease the transition for you and your employees. We will work with you to create a comprehensive integration plan that will layout a step-by-step blueprint for success. In many cases, we can begin working on your integration strategy during the due diligence phase of the merger or acquisition. The earlier you involve our HR experts in your plans, the better we can position you for long-term prosperity.

In today’s business climate, mergers and acquisitions are often essential in promoting growth, cutting costs, increasing profits and expanding services. On one side of the deal, buyers are about to commit considerable resources and assets to the acquisition and need to be aware of all of the risks. On the other side of the deal, sellers also need to understand how the acquisition will change the nature of their company. Whether you’re a buyer, seller or are involved in a merger of equals, it is critical that you know what you’re getting into before committing to any final decisions.

Due Diligence Managing the Risks & Examining the Details

In today’s business climate, mergers and acquisitions are often essential in promoting growth, cutting costs, increasing profits and expanding services. On one side of the deal, buyers are about to commit considerable resources and assets to the acquisition and need to be aware of all of the risks. On the other side of the deal, sellers also need to understand how the acquisition will change the nature of their company. Whether you’re a buyer, seller or are involved in a merger of equals, it is critical that you know what you’re getting into before committing to any final decisions.

At HR Forever, our mergers and acquisitions due diligence service arms businesses with the information they need for a successful transaction or merger. We will review the employment practices, company culture, pension plans, employee benefits and management structure of the merging company to ensure you fully understand the risks and rewards of the transaction, while also providing you with recommendations for improvements and reconciliation of differences.

Maximizing Your Potential

The human resources aspect of mergers and acquisitions is often ignored. While many companies perform their due diligence in terms of legal liabilities and financial analyses, the human element is equally important and can make or break the long-term outcome of any deal. Successful mergers and acquisitions must entail a thorough examination of components of both companies and a projection of how seamlessly the entities will integrate.

In today’s business climate, mergers and acquisitions are often essential in promoting growth, cutting costs, increasing profits and expanding services. On one side of the deal, buyers are about to commit considerable resources and assets to the acquisition and need to be aware of all of the risks. On the other side of the deal, sellers also need to understand how the acquisition will change the nature of their company. Whether you’re a buyer, seller or are involved in a merger of equals, it is critical that you know what you’re getting into before committing to any final decisions.

Our Professionals Investigate all the Details

  • Employee Handbooks
  • Organizational Charts
  • Recruitment Practices
  • Employee Compensation
  • Employee Benefits and Pensions
  • Tax Compliance
  • Employment Law Compliance
  • Employee Duties
  • Appropriateness of Sexual Harassment Policies
  • Potential Layoffs and Severance Costs
  • Equal Opportunity Hiring Practices

Mergers and acquisitions due diligence is about assessing and reducing the risks inherent in purchasing or joining another company. Before you make a multimillion dollar decision that will shape the future of your business, make sure you have all of the facts.

HR Forever will be your trusted business partner during this transitional period and will help resolve issues related to the transaction or merger, ensuring a smoother assimilation and integration of employees and corporate policies.

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