Human Resources: 10 Key M&A Responsibilities

By Joe Aberger

Human Resources owns a lot more of the integration than most people realize. This presentation serves as a reference checklist of many of HR's important responsibilities:

1. Develop a workforce integration project plan — assign owners, deadlines, and disclosure approvals
2. Conduct HR due diligence — complete the checklist, evaluate liabilities, flag concerns to deal negotiators
3. Compare benefits between acquirer and acquiree and summarize the gaps
4. Compare compensation the same way
5. Develop a combined comp and benefits strategy, reviewed and revised with stakeholders
6. Determine leadership assignments — review strategy and org structure, assess candidates, select leaders for the combined company
7. Address duplicate functions — identify redundant roles, check WARN Act applicability, set severance terms, prepare RIF communications
8. Prepare an employee communication strategy — announcement logistics, messaging materials, and a cascade of announcement, HR, and one-on-one meetings
9. Define transition data requirements — assess, test, and transfer employee data
10. Develop an employee retention strategy — training, retention bonuses, surveys, and roundtables

When these activities are executed well, employees stay engaged, critical talent stays put, and the combined organization is positioned to succeed.