Great question – I think one of the key challenges for HR during M&A is getting a seat at that table when strategy is discussed. For HR gathering the right information to proceed at an appropriate speed is key to success. The organization needs to be clear about the motivations behind the M&A and then HR has a key role to play in seeing them fulfilled. By including HR in the business strategy, HR can then move with the speed and precision necessary to support the goals. If there is consolidation or redundancies, HR will need to focus on evaluating job roles and responsibilities and performance of individuals. If there is a need to retain key people, HR will need to gather information about company culture and employee engagement and continue to preserve the elements that attracted those individuals in the first place.
