HR for M&A: followers or leaders?
- This topic has 3 replies, 4 voices, and was last updated 1 year, 9 months ago by
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What is the role of HR from your perspective during DD? Should they:
-Provide HR data with the corresponding analysis framework
-Support legal requirements by making sure legal requirements are taking into account (eg local unions negociations)
-Ensure that HR voice is heard regarding HR maetters such as payscale grade, job profiles, HR systems, etc.
-Lead change management, stakeholders management and communications?I believe they should be providing/reviewing details on:
-Culture – employee engagement, appreciation, CSR, etc…
-HR Systems
-Conflicting comps/job titles
-Potential duplicate roles and responsibilities
-They should not lead Change Management, as most HR professionals lack business acumen to successfully lead change managementI agree with what Jay said and would like to add that I feel HR should also be involved in trainings for the new acquisition, standard company policies but also new tools or applications they will now be using, specifically HRIS. For example, goal tracking, performance review, employee succession planning, etc.
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