M&A Human Resources

In M&A, Human Resources has to integrate the HR function while at the same time supporting the rest of business. The below M&A playbooks, presentations, plans, charters, and checklists from actual integrations can help HR teams perform due diligence, develop plans to consolidate HR, onboard employees, communicate new compensation and benefit changes, create staffing and retention plans, and survey personnel about the integration. HR also plays a critical role in developing cultural integration and communication plans.   

HR Post Merger Integration Planning

HR's role in M&A
Role of HR During Mergers and Acquisitions

Three things that are guaranteed to give HR a better seat at the table:

  • Preemptively prepare for M&A. Anticipate. Provide in-depth training for HR staff on the fundamentals of due diligence, merger integration strategy, how to reconcile culture differences, etc. Ensure that the HR Team is very sophisticated on merger dynamics and positioned to serve as a merger-savvy resource to people in other functions.
  • Rethink HR's conventional wisdom on how success should be measured. HR is the guardian of workforce issues such as morale, trust, job satisfaction, stress levels, and employee loyalty, but those metrics will take wicked turns for the worse during a merger. Success is better measured by tracking productivity, quality, market share, customer satisfaction, and– above all– profitability. This is highly counterintuitive for HR people, but these are the critical markers for the integration process...

Benefits and Compensation

Staffing

Retention

HR Due Diligence

Post-Merger Integration Employee Surveys