[Sue]

Hi all,

As an HR professional, I’m curious what would be your advice for the HR colleagues involved in an M&A project? How do you see their role and in which phase should they be included? What should be their main focus and where should they stay away from?

Many thanks!

[Edward Ruvins]

HR component of post-merger integration is frequently either overlooked or overwhelmed. I believe that connection to HR (especially if it is run properly) allows the acquirer to learn a great deal of important information about the company’s most valuable asset – the staff. I see the role of an HR professional in the post-merger integration process as an educator and an invaluable contributor to operational awareness and process.
Thank you
Edward Ruvins

[Amy Crawford]

Upon internal consultation, I have learned that within our organization the HR professional plays a critical role in an M&A project. they are the individuals responsible for developing the “people strategy” alongside the sponsoring business. They are involved when due diligence is kicked off and very near to when business development has an accepted non-binding offer from the target company. They quickly begin their due diligence on the target company organization, the compensation, and benefits to inform the retention strategy in support of the people strategy. The HR professional should be listening to the needs of the business to ensure we retain the individuals necessary to sustain the target company operations beyond the close of the deal. The HR professional should stay away from independently deciding on the retention strategy and not involving the business and the supporting corporate functions

[Author]

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