7 Topics
5 Days
Programme Overview
Training Description
Who Should Attend
• HR directors and managers
• HR business partners
• M&A integration specialists
• Organizational development specialists
• Legal and compliance professionals
• Senior executives and operations managers
• Talent management and development leaders
• Employee relations specialists
• Business consultants specializing in M&A
• Anyone responsible for managing employees during a merger or acquisition
Session Objectives
- Understand the strategic role of HR throughout the M&A lifecycle.
- Master a comprehensive framework for HR due diligence.
- Conduct a thorough cultural assessment of both organizations.
- Develop a strategic plan for integrating people, processes, and systems.
- Navigate legal, regulatory, and compliance requirements in M&A.
About the Course
In the high-stakes world of mergers and acquisitions, the success or failure of a deal often hinges on a factor that is frequently overlooked: people. This training course is meticulously designed to equip HR professionals and business leaders with the strategic frameworks and practical skills needed to navigate the complex human side of M&A. By mastering a systematic approach to HR due diligence, you can proactively identify risks, unlock synergies, and ensure a seamless integration that safeguards talent, culture, and long-term business value. This program provides the essential blueprint for a new generation of HR leaders prepared to be a strategic partner in driving successful M&A outcomes.
This comprehensive curriculum offers a practical deep dive into the entire M&A lifecycle from an HR perspective, from assessing organizational culture to managing legal compliance and communicating change. You will learn how to use a structured approach to due diligence, develop a robust integration plan, and lead with empathy during a period of intense uncertainty for employees. The course focuses on real-world case studies and hands-on exercises, helping you to build the skills necessary to coordinate with legal and financial teams and secure buy-in from senior leadership. By the end of this program, you will not only be proficient in M&A HR best practices but also be prepared to champion a human-centered approach to organizational change.
Curriculum & Topics
7 Topics | 5 Days
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Subtopic 1.1:
The strategic link between HR and M&A success or failure.
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Subtopic 1.2:
The M&A lifecycle and the role of HR in each phase.
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Subtopic 1.3:
Identifying key risks and opportunities from a human capital perspective.
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Subtopic 1.4:
The importance of a dedicated HR integration team.
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Subtopic 1.5:
Case studies of successful and unsuccessful M&A integrations.
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Subtopic 2.1:
A structured approach to HR due diligence.
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Subtopic 2.2:
The key data points to collect and analyze (e.g., compensation, benefits, litigation).
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Subtopic 2.3:
Identifying hidden liabilities and organizational risks.
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Subtopic 2.4:
The importance of a red flag checklist.
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Subtopic 2.5:
Using data to inform a due diligence report for leadership.
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Subtopic 3.1:
The impact of organizational culture on M&A success.
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Subtopic 3.2:
A framework for assessing and comparing corporate cultures.
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Subtopic 3.3:
Designing a strategy for cultural integration.
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Subtopic 3.4:
The importance of employee listening and engagement surveys.
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Subtopic 3.5:
Building a new shared vision and values for the combined organization.
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Subtopic 4.1:
The critical role of communication in a merger or acquisition.
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Subtopic 4.2:
Developing a communication plan for internal and external stakeholders.
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Subtopic 4.3:
Strategies for managing change and minimizing employee uncertainty.
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Subtopic 4.4:
The importance of transparency, empathy, and consistency.
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Subtopic 4.5:
Training managers to lead difficult conversations and support their teams.
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Subtopic 5.1:
Navigating employment law, labor unions, and collective bargaining agreements.
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Subtopic 5.2:
Understanding pension plans, benefits, and legal compliance.
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Subtopic 5.3:
The role of HR in ensuring a smooth transition for employees.
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Subtopic 5.4:
The importance of a legal counsel and HR partnership.
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Subtopic 5.5:
Best practices for handling layoffs and severance packages.
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Subtopic 6.1:
A framework for aligning compensation and benefits philosophies.
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Subtopic 6.2:
Identifying and addressing pay equity issues across organizations.
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Subtopic 6.3:
The importance of a clear and consistent communication strategy.
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Subtopic 6.4:
Developing a new total rewards package that is fair and competitive.
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Subtopic 6.5:
The role of HR in managing a seamless benefits enrollment process.
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Subtopic 7.1:
Retaining key talent and high-performing employees.
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Subtopic 7.2:
A framework for succession planning in the new organization.
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Subtopic 7.3:
The importance of a clear and transparent career path for all employees.
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Subtopic 7.4:
Developing a new performance management and review process.
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Subtopic 7.5:
The role of HR in ensuring a fair and equitable promotion process.
