Acquisition Integration
HR due diligence and post merger integration for founders and CEOs
Fractional CHRO level executive people strategy for the moment when the transaction or business decision may be complete, but the organizational work is just beginning.
Lana Moss has spent more than 15 years in executive partnership roles across acquired startups and global enterprise environments. Her acquisition experience spans numerous transactions, including due diligence and operational integration. She served as Head of HR for four acquired companies during post merger integration, working directly inside the organizations as leadership, teams, operations, and cultures came together.
Common questions
- What does HR due diligence cover in an acquisition?
- HR due diligence looks at the people side of a transaction: leadership, teams, roles, operations, and culture, so leadership understands what it is acquiring and where integration risk may sit before the organizational work begins.
- Why does post merger integration need people strategy?
- The transaction may be complete, but the organizational work is just beginning. Leadership needs to protect productivity and momentum while people, roles, expectations, and relationships are changing around them.
- What experience does Lana Moss bring to acquisition integration?
- Lana's acquisition experience spans numerous transactions, including due diligence and operational integration. She served as Head of HR for four acquired companies during post merger integration, served on executive teams through integration, and directly advised CEOs of acquired companies.
- How does an engagement start?
- With a four week executive people strategy assessment that leads to a People Strategy and a 90 Day Roadmap. It starts with a conversation about what is changing and what leadership is seeing.