Developing executive compensation programs
Mergers and Acquisitions
As soon as the M&A process begins, the Rewards team plays a critical role — starting with compensation due diligence (as part of broader HR due diligence) and continuing through to the post-M&A integration of the rewards framework for the combined human capital, based on the parent organization’s approach.
At Rewards Fusion, we support organizations at every stage of the mergers and acquisitions process, right through to successful post-merger or post-acquisition integration.
Key rewards areas of focus during the M&A exercise include:
Due diligence of rewards practices (pre-merger/acquisition)
Developing a complete integration plan for the reward framework (pay, grades, titles, benefits, incentive plans, end-of-service indemnities, etc.)
Designing retention plans or transaction bonuses for critical staff
Reviewing the acquired or merged entity’s organizational architecture and internal reward philosophy
Effective mergers and acquisitions rewards management reduces risk, protects key talent and ensures a smooth, fair transition for employees on both sides of the deal.
Related services Executive pay rarely sits on its own.
Variable Pay Plans
The short- and long-term incentives referenced above, designed in depth, annual bonus, LTI, commission and retention schemes.
Explore this servicePerformance Management
The measurement layer underneath pay-for-performance. Objectives, measures and review cycles that make incentive payouts defensible.
Explore this serviceOrganizational Architecture
Job evaluation, grading structures and salary ranges, the framework every executive pay decision sits on top of.
Explore this servicePlanning a merger or acquisition?
Thirty minutes is usually enough to tell whether the issue is pay mix, the structure underneath it, or the performance measures attached to it.
