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Almost everything that follows the HR integration kickoff— staffing decisions, culture integration, communication plans, HQ transitions — depends on what gets scoped, assigned, and put on a timeline in this meeting. It's not a status update. It's the session where the integration team aligns on what they're trying to build, who owns what, and how decisions will get made across the organization.
Governance comes first. Define who decides what across every key process area. Build the committee structure. Interview each Executive Committee member individually to collect input on vision, values, governance design, and decision-making criteria. Compile a working draft from those inputs and bring it into a leadership workshop for alignment.
New values will get created in this workshop, validated with the broader leadership team, and then tested against the reality of current cultures through country-level focus groups run by local HR focal points. The target values — results-driven, customer-focused, innovative, empowered, accountable, open communicators — aren't aspirational language for a poster on the wall. They're selection criteria for hiring, the basis for promotion decisions, and eventually the standard against which underperformers are measured. Leadership has to model the values visibly and consistently for the organization to take them seriously.
Relocation packages, social plans, retention bonuses, and development plans will be in place before Day 1. Feedback loops tie the whole program together. Local focal points in priority countries will run monthly focus groups, report findings at the country level, and participate in global calls that compile feedback for the Executive Committee. That continuous signal from the field is how leadership will see what's working, what isn't, and where the integration needs to course-correct before small problems compound into larger ones.