I agree with most said so far: HR team should be involved in the Cultural Due Diligence process before closing. They should participate in internal meetings with the M&A team, and then being introduced to the target’s founders and/or managing directors, to share initial view of the culture and future plans for integration involving the employees. Only in a second stage, when also seller’s employees are aware of the deal, HR should organise (usually on day 1 or within the first days) town-hall meetings, during which they reply to questions and provide further details (in addition to the documentation already provided as welcome pack).
