Besides change management, what human capital work is done on a typical M&A project? What do the deliverables look like? Does that work differ on M&A execution vs M&A strategy projects?

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Your question is quite broad and would make more sense if you confirmed which section of the m&a lifecycle you’d like insight on. HC issues in diligence are highly focused on QoE and debt/debt-like analysis. In a nutshell, post-sign HC work is more focused on value capture and optimization related to harmonizing (or standing up) the HR org, comp and benefit platforms.

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I once did a really cool culture analysis to identify potential culture issues during the dd phase while / when acquiring a target. It was really tough to find data but the overall work was awesome

There’s a lot of org design work coming out of M&A activity - merging two organizations, carving out orgs for divestitures, eliminating duplicate functions, creating shared services etc

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And managing the talent data and selection process with HRBPs and the business leaders. It’s a mountain of work to let a lot of people go in a short time period.

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I'm working on post-merger integration now. Lots of op model, org design, and process design work. Also lots of talent optimization, compensation leveling, role mapping, and team effectiveness delivery. And you can't discount the change management work. That's critical.

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and strat comms, talent gap analysis, HCMO sizing, strategic workforce planning to include current state assessment,hiring planning, talent acquisition capability planning, standing up a workforce analysis shop if they weren't big enough to need one before, attrition modelling for pre/post go live. for a good example of doing it in fed, look up what is being done for the DCSA and NBIB merger right now.... well, for those at Deloitte.

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Job mapping, benefits comparison, culture assessment, all the prep for Announcement day, all the prep for Day 1 close, I’d say the more typical change management begins when the integration projects get prioritized and underway.

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Truth. Change management pre-close isn’t typical change management. More tactical

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Culture Integration Leadership assessment and selection Outplacement Total rewards opt HR Strategy Org Design

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PwC DDV is prioritizing M and above hiring right now, including in human capital. If interested, shoot me a DM

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Integration of management systems

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