Situation

Our client, a small subsidiary of a large holding company was acquiring a division that was several times its current size, with operations in over 30 countries. This created gaps in expertise and bandwidth to properly execute within a tight timeframe. The company needed more senior level experience with acquisitions, integration and global environments.

It was clear one of the gaps was in human resources expertise. Once the company’s needs were understood, Cerius Interim provided candidates for the position and one was chosen and was brought on board. 

Actions

Very quickly, the interim jumped in and saw that the employees related to the acquisition needed a retention program. The interim coordinated and implemented all aspects of retention and incentive program relating to acquisition for executives and key staff.

Looking at the larger picture, a format was created for answering and responding to employee questions worldwide. During execution, there were some situations arising from the Q&A forum that had not come up during the due diligence or acquisition planning process and these were managed. The interim provided insights, understanding and responses on individual country cultures and business environments in order to properly address the actual vs. perceived situation.

As part of the plan, the team coordinated and led HR communications for initial launch regarding welcome, training and completion celebration.  This was followed by an effort to create a global policy manual taking into account all corporate stakeholders, to then be adjusted to local legal requirements in each company. 

Results

Demonstrable and tangible results were delivered by the interim, including these accomplishments:

• Improved employee retention and offer acceptance due to amount of information provided, responses and transparency.
• Increased productivity by 4x within acquisition team to address worldwide employee questions.
• Issues were resolved more quickly with better local knowledge of culture and working environment
• Raised overall employee morale with excitement and more positive view of acquisition

• Created and coordinated a format for answering and responding to employee questions worldwide. Coordinated questions, crafted answers for direct response and internal posting taking into account variations by country and existing company.  
• Provided insights, understanding and responses on individual country cultures and business environments in order to properly address the actual vs. perceived situation.
• Coordinated and led HR communications for initial launch regarding welcome, training and completion celebration.
• Created global policy manual taking into account all corporate stakeholders, to then be adjusted to local legal requirements in each company. 
• Increased productivity by 4x within acquisition team to address worldwide employee questions.