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Our Milliman human capital transactions team helps clients identify and address risks across the transaction lifecycle from due diligence through transaction structuring and planning. We support mergers and acquisitions, divestitures, IPOs, and joint ventures.
Milliman has developed sophisticated tools for analyzing the risks and potential costs of benefits programs. We can confidently guide clients through the complexities of each proposal. Our services include pre-merger analysis, comprehensive due diligence, current plan analysis and comparison, benefit design, employee communication, plan changes, day one readiness, and post-merger integration.
We help you navigate the complexities of executive, sales, and workforce compensation to design competitive and cost effective compensation programs that drive performance and value generation. We review compensation in the context of financial and non-financial rewards and as part of the total reward offering.
We offer a spectrum of comprehensive change management and communications services to provide necessary information, generate excitement about the value that the transaction brings to clients, employees, and other relevant stakeholders, and manage risk. We will help you prepare for day one, and provide ongoing support for leader communications, customized risk management, and broader employee and client communications.
We help you assess target leadership and workforce risks and opportunities, and plan for the talent resources and capabilities necessary to create deal value, whether for an integration, joint venture, or divestiture. Our approaches will enable you to expeditiously and effectively move talent to new roles in the go-forward entity.
We bring business and functional expertise to design a go-forward organization that enables the new post-close operating model. We work with job design, structure, and governance as the three engines of organizational power, and help you create performance management and reward and recognition programs that unleash individual energy to meet the new entity’s goals.
We have the expertise required to assess culture gaps between organizations as well as between the current and desired culture. We will work with leadership to design a culture that can enable business transformation, and integrate entities in the case of a merger or acquisition. Culture can be an amorphous area to navigate, and we make it easier with our comprehensive and research-based approach to identifying and working with the key drivers of culture.
How can organizations approach layoffs in ways that mitigate risks to employee engagement and performance?
This article focuses on three critical key talent topics in due diligence: assessing contractual obligations, identifying key high-performing talent, and designing retention and termination packages.
When two health systems came together to form a new affiliation and blend shared services capabilities, they turned to Milliman for assistance.
With a business strategy of expansion through acquisition, a chemical distribution company was facing the disruption and strain on resources of near constant merger activity. The team needed a process that could be replicated…
Milliman helps a client review the single-employer defined benefit pension plan of a potential acquisition.
Employee benefits programs can deeply affect a potential merger or acquisition, sometimes to the surprise of the acquiring company.
How should post-merger benefits be integrated?
John-Paul Augeri (JP) is the Managing Director and Global EB Consulting Leader at Milliman.
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