RESTRUCTURING AND INTEGRATION

Restructuring and post-merger integration processes are perhaps the most challenging for organisations to manage as they tend to impact everything. We have extensive experience in these processes, and see that we end up taking certain specific roles:
 

• Strategic and operational discussion partner for top management

 

• Participating in, sometimes leading, the HR and change management work streams

 

• Supporting the HR function with defining competence needs, mapping existing
  competence, role descriptions, recruitment and matching people to positions

 

•  Developing desired culture. Fusing different cultures is perhaps the biggest
  challenge in all integration processes

 

• Leader training and support, building the competence and confidence required to

     provide employees with support and guidance