100-Day Post-Merger Integration Plans
The plans for HR, IT, IMO, Finance, Sales, Communications, and Legal start at pre-close diligence and end at Day 100 which is “integration complete” for this accelerated integration. A well-designed, properly sequenced integration by function looks like these plans.
| Workstream | Deliverable / File | Summary |
|---|---|---|
| Human Resources | 100-Day Human Resources Post-Merger Integration Plan | Takes the people integration to integration complete — finishing HRIS migration, harmonizing benefits and compensation, completing org design, and validating headcount synergies |
| Information Technology | 100-Day Information Technology Post-Merger Integration Plan | Covers rationalizing the application portfolio, consolidating infrastructure, migrating data, decommissioning duplicate systems, and locking in targeted IT synergies |
| IMO | 100-Day Integration Management Office Post-Merger Integration Plan | Guides the integration from execution to close-out, ensuring disciplined governance, accountability, and a successful transition to business-as-usual |
| Communications | 100-Day Communications Post-Merger Integration Plan | Sustains the narrative momentum built on Day 1 — managing the ongoing cadence of employee updates, customer communications, brand transition milestones, and media monitoring |
| Finance | 100-Day Finance Post-Merger Integration Plan | Takes the combined entity from a functioning Day 1 financial infrastructure to a fully integrated one — completing combined financial closes and validating synergies |
| Sales | 100-Day Sales Post-Merger Integration Plan | Converts the revenue protection work of Day 1 into actual growth — standing up the unified sales organization, launching cross-sell programs, and migrating to a single CRM |
| Legal | 100-Day Legal Team Post-Merger Integration Plan | Completes the post-close legal work — contract novations, legal policy and process standardization, and consolidating legal teams |