For When Acquisition Becomes Integration
Chart Success Together
We provide years of expertise in franchise development services that the franchisor does not offer. Our seamless approach helps you start and grow your franchise acquisition with fewer mistakes and more profitable results.
Why L.E.A.P?
Acquiring and managing a new team can be incredibly challenging and daunting, but that’s where we come in. When acquisition becomes integration, our roadmap services provide the compass that franchisors can’t and won’t provide.
Our Four Phase Approach
Phase 1: 90 Days Pre-Acquisition
Our HR and People Practices Assessment ensures a smooth and compliant transition during acquisitions by managing payroll and benefits integration, compliance reviews, and onboarding processes. With tailored communication strategies and risk mitigation, we handle the complexities so you can focus on growth.
Phase 2: 30 Days Before Go Live
Our Employee Integration Support ensures a smooth transition by facilitating effective communication, onboarding, and compliance with HR policies, including signed offer letters and seamless benefits transitions. We address employee concerns, align payroll and benefits, and provide HR training to support a structured and efficient integration process.
Phase 3: 90 Day Post Acquisition/Integration
Usually completed within 80–100 hours and tailored to the needs of the Buyer’s leadership team, our services include payroll system evaluations, benefits assessments, implementation of operational metrics, employee performance targets, and succession planning to optimize organizational success.
Phase 4: Extended Service Plan and Support
Our services, priced hourly, monthly, or on a project basis, provide tailored support based on your ongoing needs. We specialize in cultural development, HR advisory, organizational design, succession planning, and leadership development to drive long-term success.
What We Do
Cultural Development
Engage employees by defining the organization’s mission, values, and leadership behaviors. Integrating them into hiring, performance, and retention efforts. Implement an Employee Engagement Platform to capture feedback, identify trends, and drive continuous improvements.
HR/Employee Practices Advisory
Provide HR guidance to define strategy, policies, and practices, including employee handbooks, harassment, code of conduct, PTO, and grievance policies. Offer insights on total rewards and human capital investments that sets the organization apart in its industry.
Organizational Design
Optimize performance by budgeting and forecasting improvements based on a value creation thesis, analyzing org charts, pay practices, and total rewards to support future growth.
Succession Planning
Succession planning supports growth by reviewing talent, assessing future leaders with 2x2 grids, and investing in training and mentorship for leadership development.
Leadership Development
Enhancing leadership skills is key to success, and our partnership with Eagle’s Flight offers experiential workshops for multi-unit leaders. These tailored programs provide practical insights and tools to foster growth, adaptability, and effective team leadership in a changing environment.
