Pre- and Post-Closing Activities

This is the phase in the M&A process for most transactions where the HR team will be most occupied with pressing tasks such as: 

• Managing employment-related activities for affected employees.

• Comparing and aligning the compensation and benefits of the affected organisations.

• Aligning certain employee policies and programs for Day 1.

• Engaging and communicating with affected employees.

• Addressing pre-closing HR-related matters as set out in the SPA.

• Planning and prioritising for post-integration activities 

Good understanding of the requirements expected from HR and its smooth execution during this phase can ensure that employees from both the acquiring and acquired organisations can experience a more pleasant transition experience, regardless of the outcome.   

Drawing from the integration plans that have been developed, companies now embark on its planned set of integration activities, hopefully to realise the value and as quickly as it can, from the transaction that it had envisaged.  Activities can include: 

• Restructure / refine the broader organisation structure and design.

• Change to workforce roles and positions.

• Review, align and/or revise employee policies and work programs.

• Enhance HR organisation and structure  

These activities typically span across varying periods, ranging from short-term (within the first 3 months, or often known as “First 100-days”), mid-term (between 3 and 12 months) and long-term (after 12 months).