Company Size & Timeframe
- $200 million subsidiary of $18B company
- 6 days/week for 7 weeks
Results
- Higher retention and offer acceptance due to comprehensive information and transparency
- 400% productivity increase within acquisition team to address worldwide employee questions
- Resolved issues more quickly and with better local knowledge of culture and working environment
- Increased morale with excitement and more positive view of acquisition
Company Profile & Position
- Interim HR Executive
Situation
- Was acquiring a division that was 3.5x its current size in over 30 countries
- Had gaps in expertise and bandwidth to properly execute within a tight timeframe
- Needed additional resources for senior-level HR experience with acquisitions, integration and global environments
Implementation
- Coordinated and implemented all aspects of retention and incentive program relating to acquisition for executives and key staff
- Created and coordinated Q&A process and forum worldwide
- Addressed situations from Q&A forum that had not come up during due diligence or the acquisition planning process
- Provided insights and responses on individual cultures to properly address the actual vs. perceived situations
- Worked with country HR leads, created global HR training and policy manual for all HR-related changes due to acquisition
Cerius Insights – Customer Quote
An interim executive inherently brings with him or her the role of the “outsider” with no personal or professional agenda, combined with experience of the M&A process. Often this combination can bring a degree of comfort to employees as they weather this season of change, and minimize disruptions in employee productivity at a time when you need to maximize your company’s value.
