Merger and Acquisition HR Services

Our HR consultants help you combine and build better teams.

Don't leave people out of the equation

Forward-thinking leaders recognize that talent and culture are a key part of mergers and acquisitions. These transactions increasingly focus less on assets and more on capabilities. It’s imperative that companies follow a thorough diligence process to understand the leadership, talent, and core cultural traits of the target to understand how the human capital helped it produce results.

Many companies make the mistake of not involving HR until after the deal is closed. By failing to anticipate the people-needs behind a transaction, these companies risk losing momentum and losing value.

Companies that invest the time to gain this understanding during the diligence process realize a greater degree of value and growth.

 

We get business… and we get people

Our strategic HR consultants have decades of experience at the executive table. We have both the people skills and the business acumen to align your people with your growth objectives.

Unless you are involved in M&A transactions every day, it’s hard to anticipate what you don’t know. Our consultants have helped many companies successfully merge and transition personnel. We’re here to help leaders build better teams than ever before — without skipping a beat.

 

HR Team Meeting

M&A HR services

HR has four critical roles in an M&A transaction. Our strategic HR consultants help you meet all of them:

Understanding HR risks & opportunities

Uncover people-related financial risks by identifying and assessing:

  1. Compensation, benefits, and insurance liabilities
  2. Employee-related compliance liabilities
  3. HR operations and technology synergies
  4. Cultural, organizational, structure, and talent risks

Culture Fit and Strategy Alignment

Align all constituents with the vision and values of the new combined entity:

  1. Assess organizational fit (people, capabilities, and competencies)
  2. Facilitate change management
  3. Proactively communicate vision, values, and expectations
  4. Facilitate ongoing conversation across both companies
  5. Establish standards, practices, and accountability
  6. Update and align policy, programs, practices, and philosophies

Workforce Planning

Evaluate the combined entity’s workforce, determine supply and demand, and implement a staffing plan:

  1. Scenario planning turnover and recruiting
  2. Succession planning
  3. Retention of key people and separation of redundant staff
  4. Development of a total rewards strategy for the combined companies
  5. Workforce cost modeling and analysis

Organizational Development

Facilitate collaboration and communication despite cultural and personality differences, power issues, and other barriers:

  1. Deal with power and cultural issues as well as resolve conflicts
  2. Help employees agree on priorities and focus on tangible results
  3. Identify and develop people capabilities and competencies
  4. Manage the learning processes, knowledge sharing, and knowledge repositories

Build a better future for your people

No leader should feel like they are taking a gamble on their people. You deserve to have the confidence that comes with a fully informed and carefully executed HR M&A plan.

Our strategic HR consultants are here to protect cultures, anticipate challenges, and ultimately bring the best elements of both companies into a new combined entity.

Talk to a CCN HR Specialist

Don't wait until after an M&A transaction to address your people needs. Send us a message below to get the conversation started today.