People are at the forefront of deal success or failure, and the Human Resources (HR) function plays a central role in driving the people agenda throughout the integration process. Changes in work practices, decision making styles, reporting relationships, organization structure, and operating models all impact how employees will perform in the combined company.
If HR’s integration roles are not well coordinated, risks mount and there is a greater likelihood of business interruption, talent defection, declining sales, and market confusion over the direction of the organization.
Managing the myriad of HR roles and requirements during integration demands an effective HR integration plan that aligns to the overall integration strategy. With a dedicated HR leader and integration team executing the plan, the newly combined company should obtain the flexibility they need to engage talent and drive growth.