Context   

A leading company in the building products industry needed help to support the acquisition of a smaller competitor. During due diligence, they leaned on their legal and finance teams but recognized the need for deeper HR insight, particularly around pay, benefits, union dynamics, HR systems, and cultural alignment. Without that expertise, they risked costly surprises and poor morale, post-deal. 

Beyond diligence, they also needed hands-on support with the people-side of the transaction, managing onboarding, pay and benefits, aligning policies and HR systems, and building a shared culture to set the integration up for success. 

Accomplishment  

The goal of this engagement was to lead the HR workstream for a strategic acquisition, including due diligence and post-acquisition integration planning. Our focus was on identifying risk, minimizing disruption, and creating a strong foundation for cultural and operational alignment. 

HR Project Planning: We built a comprehensive HR project plan aligned with the company-wide M&A timeline, covering both due diligence and integration. This included clearly defined deliverables, owners, milestones, and risks. 

Current-State Assessment: Working with stakeholders from both the acquiring and target companies, we assessed the full HR landscape, including: 

• Org structure & headcount 

• Compensation & benefits 

• Employment contracts & policies 

• Labor and union relations 

• HR systems & processes 

• Compliance history and employee relations 

• Culture and change readiness 

Findings & Leadership Brief: We presented a clear report to the client’s leadership outlining risks, opportunities, and projected employee impacts. Our recommendation supported moving forward with the acquisition—paired with a people-first integration approach emphasizing clarity, transparency, and empathy. 

Integration Execution Plan: We created a detailed HR execution roadmap outlining: 

• Transactional activities needed to onboard the new workforce 

• Individual-level impacts to pay, titles, reporting, seniority, and policies 

• Role mapping and system transitions 

Change & Communication Management: We developed a change management plan that segmented employees by the level of change impact. Tailored communication strategies were created for each group to ensure clarity, reduce anxiety, and maintain trust during the transition. We also developed communications and talking points for the employee’s of the client, who will be working alongside the newly acquired employees.  

Onboarding Experience: To support a smooth landing for new employees, we designed and delivered an onboarding experience that: 

• Introduced them to the company’s culture, people, and structure 

• Explained benefits, policies, and support resources 

• Highlighted growth and development opportunities within the larger organization 

Execution & Implementation: We coordinated all operational HR transactions, including:

• Generating new offer letters 

• Facilitating benefits training and manager 1-on-1s 

• Leading HR orientations 

• Setting up employees in the HRIS and payroll systems 

Outcome  

With Penon Partners’ support, the client successfully integrated the new employees through a smooth, well-organized onboarding process that minimized cost and disruption, preserved productivity, and maintained employee morale through clear, transparent communication.