Case Study – M&A and Organzational Design

Project goal

• Design a comprehensive target operating model that would facilitate and support future growth
• Lead the mobilizaiton and delivery of a post-merger People & Culture integration workstream. Activities included:
  • Cultural assessment identifying key areas of difference
  • Thematic reviews, e.g., bonus, benefits, policies
  • Workstream design and mobilization
  • Planning for deal completion (Day 1)
  • Design, mobilization and delivery of an integration roadmap
  • Stakeholder / Change management
• Support the design and delivery of non-integration related HR transformation initiatives

 Initial situation (why did the company approach you?)

• Lack of experience in operating model and organizational design
• Lack of experience designing and delivering post-merger integration activities
• Lack of capacity to focus on integration activities

Procedure (what did you implement?)

• Operating model designs for the future combined organization
• High-level organization designs, including resource and selection criteria
• Day 1 people communications and readiness checklist
• Post-merger integration roadmap / program plan
• Holistic portfolio management approach (i.e., transformation as well as integration activities)
• Detailed implementation plan for all people related activities including implementations support
• Program governance

Results

• Accelerated integration due to a structured approach
• Achievement of plan to time and budget
• Positive feedback on the engagement and integration activities

Project duration

• 7 months