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The HR integration kickoff sets direction for one of the most complex workstreams in any merger. HR must help bring together multiple functions, foster a positive employee experience, retain key talent, and capture cost synergies.
In this example of an HR integration, the work spans nine core areas: HR strategy; culture and organization; talent acquisition; talent management; learning and development; compensation and benefits; HR operations; HR technology and data; and compliance. The goal is to identify the best approach from both organizations and build a stronger HR model for the combined company.
Several major decisions remain open: the future organization structure, the choice between Workday and Oracle, the global job framework, payroll and benefits for non-U.S. employees, and the retention strategy for key talent during the uncertainty of the pre-close period.
The near-term plan focuses on moving these decisions forward while preparing for Day 1. Talent Acquisition is coordinating candidate messaging with Communications. Workforce Planning is finalizing the talent assessment tool and mapping employees to the new organization. Local HR leaders in Europe are preparing for required works council consultations. The team is also comparing employee handbooks to identify legal differences and determine where global policies are practical and where local requirements must remain.
Systems and data work is moving in parallel. The team is comparing HRIS platforms and conducting a gap analysis, with a platform decision targeted for year-end. Payroll and benefits discovery is underway, including the feasibility of completing U.S. payroll integration by January 1. The team is also planning a unified employee engagement platform and a combined engagement survey as an early step toward bringing both employee populations into one listening process.
Other areas — including career architecture, total rewards, DEI, health and wellbeing, and charitable giving — remain in discovery, with side-by-side assessments in progress.
The integration extends from pre-close through Year-End 2028 and beyond:
- Pre-close work focuses on completing discovery, finalizing the organization structure, and preparing acculturation plans.
- Day 1 launches the acculturation effort and begins any required works council consultations.
- The first 30 days introduce a unified people dashboard and continue implementation.
- Longer-term work includes global career architecture, a single HRIS platform, global performance management, and payroll and benefits vendor consolidation.
The HR integration workstream will disband once the cultural and talent roadmap is established, core HR processes are unified, major third-party integrations are complete, and key synergies have been achieved.