For organizations proceeding through M&A transactions, benefits administration faces an unusual series of challenges--and immovable schedules--to sustain meaningful value to both employees and the organization alike. To achieve the necessary continuity in a post-merger environment, HR must synchronize many processes, data sources, and other moving parts in a compressed timeframe--all while maintaining existing service levels for all employees.

By carefully preparing HR data for integration/exchanges, embracing strategies to prevent disruptions to current benefits, creating multi-faceted education and communications programs, fully preparing the call center, and creating a collaborative partnership with a full range of HR services vendors, companies can streamline HR execution during and after M&A transactions.