Reply To: HR organization of the new company


Jenny Ewen

I also agree that HR should be involved very early in the due diligence, not only from an org design standpoint but the analysis of cultural fit, insights into cost/benefit analysis and provide insights into what may come in the integration so that it can be planned accordingly. Communication and comms planning is also a key benefit of having HR at the table early days. For us, HR is also involved in the integration well after all the other departments – I would say it goes at least a year after the integration date or acquisition date – it is very likely that everything will be new for the acquired employees for that first year – how performance, compensation, etc is managed. HR has a key role in creating clarity for managers and employees well after the deal is complete.

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