HR Integration
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What is the most significant hurdle you have faced during an acquisition or merger when integrating HR operations and how did you surmount that hurdle? Was it technological considerations? Or assimilating policies and programs? Or was it something else?
Hello Greg, this is definitely a loaded question ;). From my perspective, a significant hurdle in the integration process is typically job architecture. I work for a very large global company and the companies we are integrating are significantly smaller. Oftentimes people can be a VP in a small organization but are a director or sr manager in a large company. The transition and the change management process around job architecture is usually the most sensitive one.
I’ve seen the benefits side being a hurdle, or at least a part that was tricky. Both companies had good 401k plans and health care programs, but each company had its own specifics, and employees appreciated them, they knew these. No side wanted to give up on their specific plan(s). It took a couple of years and gradual alignment to integrate the benefit plans. it was good change management though – they listened to one another and considered the perspective, took the time to align and communicated clearly, transparently and consistently.
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