Technology and Human Resources Integration: Navigating a Complex Acquisition for a Heavy Engineering and Logistics Leader Down Under

Mergers and acquisitions are massive opportunities, but they come with plenty of challenges. Integrating a newly acquired company, particularly a large one, requires careful planning, meticulous execution, and a deep understanding of both organisations.

This story tells a tale of a partnership with a leading multinational heavy engineering and logistics company tackling a major acquisition in Australia. Having grown their presence through strategic acquisitions over several years, but this latest move doubled their local operations overnight.

The Challenge:

A comprehensive transition services agreement (TSA) was in place, which meant the acquired company had to be fully migrated onto the multinational's systems and platforms. They sourced and placed 50-100 interim and permanent skilled professionals across various functions to manage the integration. As a side note, the client had called on Christmas Eve needing a bunch to start on 1 January, which meant the family holiday in Sorrento came with a side of staffing logistics - thanks mate.

The Approach:

Human Resources and Human Capital Management:

• System Harmonisation: This wasn't just a matter of plugging one system into another. It was a full-blown implementation and harmonisation simultaneously of core HR systems, including Human Capital Management (HCM), payroll, and time & attendance. We're talking about migrating systems onto a unified suite of Workday, iChris, and Kronos (UKG). This involved meticulous data migration and integration, ensuring that employee information, payroll data, and timekeeping records were accurately transferred and validated. The functional team also worked closely with HR to ensure a smooth transition of policies, processes, and reporting structures, minimising disruption for employees and ensuring compliance with Australian regulations.

• Expert Team: They pulled together a team of experienced program managers, project managers, business analysts, and functional specialists across payroll, workforce planning, remuneration and benefits. This team ensured a smooth transition of HR processes, policies, and systems, including parallel testing and validation. They also provided training and support to employees on the new systems and processes.

Technology Infrastructure:

• Large-Scale Migration: More than 2,500 devices - laptops, desktops, mobiles - needed to be moved onto the multinational's standard operating environment. This wasn't just about swapping out hardware; it involved careful planning to minimise downtime, secure data transfer, and provide ongoing support for users across the country, including those in remote and regional locations.

• Technical Expertise: They brought in skilled project managers, system engineers, infrastructure managers, and helpdesk personnel to manage the migration. This involved configuring networks, setting up security protocols, deploying software updates, and providing ongoing technical support to ensure a seamless transition and uninterrupted access to critical systems.

• Strategic Coordination: The team played a critical role in managing resource allocation and deployment, staying on timeline and budget. It was all about communication and problem solving to keep the transition smooth.

Software Development and Transformation:

• Tailored Solutions: To support the company's expanded scale and operational needs, they facilitated the establishment of an onshore development and project team. This team didn't just work off-the-shelf solutions; they designed and built bespoke applications tailored to the company's specific requirements. This involved gathering detailed requirements, developing and testing software, and integrating new applications with existing systems. The result was a suite of tailored solutions that streamlined workflows, enhanced data management, and improved operational efficiency.

The Outcome:

Through careful planning, expert execution, and effective collaboration, the integration was successfully completed. The company seamlessly transitioned its new acquisition onto its systems and platforms, minimising disruption and maximising operational efficiency.

Key Takeaways:

• Right people, right time: Successful integration hinges on having skilled professionals in place when and where they’re needed.

• Adaptability matters: The ability to respond to changing conditions and unexpected challenges is crucial in complex integration projects.

• Clear Communication: Keeping everyone in the loop is the key to maintaining momentum and alignment.

• 
  

If your organisation is embarking on a merger or acquisition and needs expert guidance and support, let’s chat. We have a proven track record of success in navigating complex integrations and delivering standout results.