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This presentation covers how one international acquisition was managed successfully.
Global deals come with global rules. EMEA isn't just another region — it's a legal minefield that demands its own communication protocols, compliance structure, and HR governance. The stakes are high. Works councils in Germany, France, and the UK must be consulted and must provide their opinion before any structural decision is communicated. That means organizational changes, headcount impacts, and reporting structure modifications all go to the council first — framed as proposals, never decisions. Every document must be written with that framing in mind. One wrong word can trigger legal action, and personal liability for managers is not off the table.
The translation process requires its own discipline. Finalized communications must be submitted two to three days before release so translations can be completed and validated by native-speaking employees before distribution. Languages for internal audiences include French, German, Italian, Portuguese, and Chinese. External audiences — customers, suppliers, and press — add Spanish to that list. Translations are required for non-management employee communications, general transition updates, and customer-facing content. Management-only communications and financial press releases are excluded. Releases go out simultaneously across Americas and EMEA to close the information gap and prevent rumors from filling the void.
The EMEA HR structure needs to match the legal and cultural complexity of the region. A dedicated EMEA HR Director is essential — reporting to the EVP of EMEA with a dotted line to the Sr. VP of HR, and with a new Resource Development role underneath responsible for performance management, succession planning, expat coordination, and internal communications.
France and Germany run full HR organizations. Italy, Portugal, and the UK operate lean, with controllers carrying HR responsibilities. Payroll follows the same country-level logic: ADP is the standard platform, but each country runs its own instance given differing tax laws.
A European Works Council agreement must be negotiated within two years — and negotiations need to start by April.