Are You an M&A Expert?

When your organization conducts transactions, how involved is your HR team?

HR is only involved in the transaction once the deal has closed

HR is involved after the deal is announced

HR is involved from the pre-due-diligence stage onwards

What is the scope of HR due diligence in your organization?

It is limited to Headcount / Payroll data

Is restricted to a red flag review, covering only key compliance or cost implications

Cover all aspects of the HR function and provide inputs that can impact final deal closure

How often does your organization conduct a retention planning exercise during transactions?

Retention isn’t planned but is done reactively if key talent starts to leave the company

Retention planning is conducted for the most senior roles in the company, through retention payouts

Retention planning is done for all key leaders and critical roles, leveraging various retention options

How would you describe your ability to manage the HR aspects of a merger or acquisition?

I am able to coordinate with an external consultant / partner to manage a transaction

I am able to work with an external consultant / partner to assist with internal aspects that they cannot access or manage effectively

I am able to manage all HR aspects of a deal, either alone or with the support of a team, depending on the deal size

Which of these is your organizations preferred approach to communication post deal closure?

Once the deal is announced, the leadership avoids over-communicating so employees don’t feel like there is a significant change from business as usual

Communication from the deal team is shared consistently but only with the key leaders; they cascade that information throughout their teams

Consistent communication messages are shared across various media, directly from the deal team, from senior leaders and also from people managers

Which of the following statements would be most effective when driving organizational culture change?

Share marketing collateral that drives the messaging on the new culture

Identify change champions to help drive the culture change from within the employee workforce

Align all HR systems (e.g. PMS, talent acquisition, competencies etc.) to the desired culture

How would you describe your ability to manage a change effort throughout an M&A scenario?

I share an overview of the planned change and expectations with business leaders and lean on them to cascade it through their teams

I create a comprehensive change plan, integrated across key workstreams

I create a comprehensive change plan, integrated across all workstreams and key touchpoints, leveraging various communication media and allowing for a feedback loop from the employees

Are You an M&A Expert?

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