Financial diligence catches bad numbers. Legal diligence catches bad contracts. HR due diligence catches the risk that shows up in year one instead of the data room: a benefits liability nobody flagged, a leadership team that walks the day the earnout clears, a culture that can't actually support the growth your model assumes. Workplace Harmony runs that review for private equity deal teams, on your timeline, in a format built for your process.
Know the people risk in every deal before you sign, not ninety days after you close.
HR Due Diligence for Private Equity
How It Works
1. Scope the Review
A kickoff call to align on deal timeline, target access, and what's already been flagged by legal or financial diligence.
2. Gather the Data in Our Secure Data Room
A focused data request: job descriptions, employee census, org charts, compensation and benefit plans, employment agreements, and existing HR policies.
3. Assess the Four Risk Areas
Compliance and policy exposure, compensation and benefits liability, leadership bench strength, and culture and retention risk, each evaluated against the deal thesis.
4. Deliver the Findings Memo
A concise, decision-ready memo formatted like your tax and quality of earnings reports, not a lengthy report that arrives after the IC meeting.
5. Support the Close
We help you decide what gets priced into the deal, what gets addressed before signing, and what becomes part of the first 100-day plan post-close.
What does Workplace Harmony assess in an HR due diligence review?
Workplace Harmony's HR due diligence reviews assess four areas: compliance and policy exposure, compensation and benefits liability, leadership bench strength, and culture and retention risk.
How long does the HR due diligence process take?
Workplace Harmony's HR due diligence reviews timelines can vary depending on several factors. Specific timelines will be discussed and agreed upon for each project.
What information does Workplace Harmony need from the target company?
A typical HR due diligence review requires job descriptions, an employee census, org charts, compensation and benefit plan documents, employment agreements, and existing HR policies.
Can HR due diligence run alongside legal and financial diligence?
Yes. Workplace Harmony's HR due diligence process is built to run in parallel with a deal's legal, tax, and financial diligence workstreams rather than after them, and findings are delivered in a similar format and cadence.
Does Workplace Harmony support sell-side HR due diligence?
Yes. Workplace Harmony supports both buy-side HR due diligence for acquiring firms and sell-side HR due diligence for portfolio companies preparing for their next transaction.
What happens after the HR due diligence findings memo is delivered?
After delivery, Workplace Harmony helps the deal team decide what risk should be priced into the deal, what should be resolved before signing, and what should become part of a post-close 100-day plan.
Common questions about Due Diligence Services
Schedule a Conversation!
Post Close Support
When we help
The Results
- Evaluating a new acquisition target
- Running diligence on an add-on acquisition for an existing portfolio company
- Working against a compressed or accelerated deal timeline
- Need people risk assessed alongside financial and legal diligence, not after it
- Preparing a portfolio company for its own sale and need sell-side HR due diligence
- HR infrastructure standing up fast, without the cost or timeline of a full-time hire before you're ready for one
- A leadership team that's been honestly evaluated, coached, and held accountable, not just left in place by default
- An org structure built for where the business is going, not just where it was under the previous owner
- A portfolio company that's more attractive at exit because its people function is actually documented and defensible
Bring us in before your next LOI.
