Keep people connected
through business
change.
People and employment support for cross-border transactions — coordinating HR, payroll and benefits through mergers, acquisitions, divestitures and restructuring.
Support the workforce behind the transaction
Employment continuity
Discuss PEO and EOR arrangements for workforce administration during cross-border business change.
HR, payroll & benefits
Coordinate the employment administration needs of the newly merged or acquired business.
Local requirements
Bring tax and compliance questions into the people workstream, with recruitment support where needed.
Make responsibilities visible before change takes effect
Understand the change
Discuss the transaction type, workforce locations and intended operating model.
Review employment needs
Identify current arrangements, people impacts and appropriate local advice.
Coordinate administration
Align HR, payroll and benefits responsibilities under agreed terms.
Support the new structure
Discuss ongoing employment administration and recruitment needs.
Continuity starts with understanding the context
Mergers & acquisitions
Consider how employment administration will be handled as businesses come together or ownership changes. Review local requirements and responsibilities with specialists.
Divestitures
Identify how the workforce associated with a separated business will be supported and which administrative arrangements need to change.
Restructuring
Connect the proposed organisation with the actual employment relationships and people processes that must be reviewed.
This service is people and employment support, not investment banking or full financial and deal advice. Transition deadlines, legal outcomes and transaction success are not guaranteed.
Bring HR and local advisers into the plan
Workforce information
Prepare the countries, worker types and existing employment arrangements that are relevant to the proposed change.
Roles & responsibilities
Clarify the client, local employer and adviser responsibilities for payroll inputs, benefits, communication and ongoing administration.
Local review
Discuss whether consultation, transfer or other country-specific employment obligations apply before implementing workforce changes.
Build the right employment workstream
Employer of Record
Explore appropriate local employment administration.
Global Health Plan
Review plan administration and eligible worker support.
International Recruitment
Address talent needs in the evolving business.