Benefits Integration & Harmonization

Struggling to manage and communicate different benefit provisions with multiple vendors?

Following a merger or acquisition, many HR policies and processes are harmonized- but benefits are often overlooked. This results in multiple legacy plans.

Leave it to a team of professionals to design the perfect integration strategy.

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Tempted to leave it for later? Better to start off on the right foot and:

  • Generate savings through economies of scale

  • Reduce your administrative burden and communication errors

  • Simplify and enhance your plans

  • Eliminate employee inequities

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Turnkey Approach

You have other things to worry about. Let us handle the heavy lifting.

Here’s what we’ll do:

  • Map out the existing benefit plans including group insurance, retirement savings/pension, and wellness

  • Identify overlap, gaps and areas of risk to your organization

  • Design a integration plan based on your budget and objectives

  • Obtain quotes from insurance companies and other vendors

  • Identify winners and losers and design a communication package that addresses potential employee concerns

  • We build in regular checkpoints with management to make sure we’re always on the right track

  • Support plan implementation

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The purchase agreement requires me to maintain the same benefits in place for a certain period. Is this exercise still necessary?

Good question! Benefits integration can be done in several phases. Without changing benefits, we recommend consolidating vendors and negotiating better financial terms. It’s also important to identify early on, the aspects of the benefit programs that may require attention at a later date.

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