Mergers & Acquisitions
Whether Mergers, Divestitures, and Acquisitions are integral to your growth strategy or present a one-off opportunity, the crucial aspect is to pursue them in a manner that generates long-term value for your business.
Today, an increasing number of businesses across various sectors are opting to expand through M&A, looking beyond organic growth. However, many fail to realize the anticipated synergy benefits. Additionally, we often find that the people factor is overlooked, resulting in untapped value. With a proven track record, we specialize in providing end-to-end HR guidance and support during mergers & acquisitions, separations, and divestitures.
Our contribution enables you to leverage some of the key factors for success:
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HR Due Diligence: Conducting comprehensive HR due diligence allows you to identify synergies, utilize data analytics for fact-based HR valuation supporting negotiations, and outline detailed future organizational options scenarios, while also preparing for integration.
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Organization Integration Strategy: We guide business management in developing the desired end-state, capturing strategy, processes, structure, people, rewards, and governance, including establishing temporary service agreements to ensure business continuity.
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People Strategy: We swiftly create and execute a people agenda to ensure the retention and motivation of key personnel (such as commercial, technical, IT, and financial). We have an eye for (Cross-) Culture Integration and the development of Leadership programs.
Additionally, we offer robust program management, overseeing workstreams to enable your teams to excel.
Context
The BoD had agreed to acquire a competitor chain. In the run-up to the deal's finalisation, I was engaged to support the integration planning and implementation.
It would be critical to ensure that top- and bottom-line synergies were captured without disrupting the smooth running of the businesses while forging seamless collaboration and team spirit amongst talent from the acquired company.
Approach
My role was to design and oversee the PMO across the various HR workstreams and to conduct deep dives into specific topics where required. Drawing on benchmarks and comparisons from our experience, I supported the teams in rapidly identifying synergies and how they would be captured, forging an implementation program to be launched on day one.
From there, part of my team stayed on to help steer and seamlessly deliver the transition while helping the company identify and realise further improvements in the next optimisation round
Impact
The program was implemented according to plan, and its impact outpaced estimates. Following the integration, our next wave of optimisation initiatives delivered further bottom-line improvements at a scale matching the first wave’s targets.
Integrated a newly acquired B2B food company in the parent organization, delivering a smooth transition within the targeted synergies after successfully acquiring the business, including review and advice on the HR Due Diligence chapter.
With the support of different functional teams, I led the design and delivered the integration across all functions based on the 3/6/9/18 month plan with minimal disruption to operations.
We successfully brought the acquired organization into one organization.The integration ran on target and far exceeded financial expectations.
Post-merger integration B2B food company
Sector: Food
Service: Mergers & Acquisitions