Leadership Advisory
HR M&A Advisory
HR M&A Advisory combining pre-deal organizational due diligence with post-close integration execution — de-risking the people side of every transaction.
Our Methodology
Pre-Deal
Pre-Deal Methodology
Six diagnostic modules delivering a complete organizational risk picture before capital commits.
A1
Leadership Assessment
CapabilityChange DNACulture alignment
Impact:Validates leadership capability to execute the value creation thesis and identifies succession risks.
Deliverables:Viability Scorecard · Individual profiles · Succession risk map
A2
Culture Assessment
Decision-makingCollaborationChange DNA
Impact:Reveals lived culture vs. stated values to surface hidden friction for integration planning.
Deliverables:Culture Health Scorecard · Integration Risk Map · Change readiness
A3
Organisation Assessment
HeadcountSpans & layersEfficiency
Impact:Quantifies workforce efficiency gaps and restructuring potential for direct P&L impact.
Deliverables:Workforce Efficiency Scan · Org structure map · Restructuring potential
A4
Talent Capability
AttractionAttritionHR systems
Impact:Assesses if the organization can execute growth plans or faces structural talent decline.
Deliverables:3As Assessment · HR systems maturity · Employer brand review
A5
Workforce Compliance
ContractsFreelancersWorks council
Impact:Surfaces legal liabilities, contractor risks, and works council dynamics affecting deal price.
Deliverables:People Risk Radar · Compliance review · Works council briefing
A6
Risk & Retention Planning
Risk matrixRetention planComms
Impact:Consolidates findings into an actionable risk view, defining critical Day-1 retention needs.
Deliverables:Risk Matrix · Top-20 Retention Plan · 100-Day Comms Framework
Post-Deal
Post-Deal Methodology
A structured post-close program—from Day 1 communication to full integration and talent retention.
B1
Change & Communication
Cascade designLeadership calibration
Impact:Prevents leadership silence and ensures consistent messaging to reduce early attrition.
Deliverables:Day 1/100 Comms Playbook · Manager FAQ Toolkit
B2
Org Design & Workforce Planning
Target structureWorkforce plan
Impact:Translates the value creation thesis into org structure and resolves role overlaps.
Deliverables:Target org design · Role gap analysis · Redundancy plan
B3
Talent Retention & Development
Retention executionExecutive onboarding
Impact:Holds critical attrition below 5% and accelerates executive time-to-impact to 90 days.
Deliverables:Top-20 Retention Plan · Executive onboarding framework
B4
Culture Integration & Performance
Culture designPerformance tracking
Impact:Intentionally designs an integrated culture tied directly to value creation goals.
Deliverables:Culture integration plan · OKR/MBO alignment
B5
PMI — Strategic / Operational / Technical
Full integrationSystem migration
Impact:Governs full integration, ensuring compensation harmonization and HR system alignment.
Deliverables:Integration Design Sprint · Comp harmonization roadmap · HR systems migration
B6
Carve-Out & TSA (Conditional)
TSA mappingStandalone build
Impact:Prevents Day 1 operational failure and quantifies the timeline to independence.
Deliverables:TSA Dependency Register · Standalone build roadmap