Talk to Our Separation & Integration Experts
Whether you're facing a Carve-Out, Standalone, or Carve-In, we bring the structure, governance, and people expertise you need.
Separation & Integration Services
We help you navigate M&A Separations & Integrations with confidence
M&A projects move fast, but execution without structure risks synergy leakage and talent flight. We support you navigating your Carve-Out, Standalone, or Carve-In projects by steering the HR workstream to ensure business continuity and long-term value creation beyond closing.
Where Separation & Integration Gets Complicated
When facing Carve-Out or Carve-In scenarios, challenges are often unfamiliar, yet mandatory to tackle.
- High pressure to realize deal value quickly while ensuring business continuity
- Complexity of aligning organizations, processes, and governance models across entities
- Risk of talent loss and decreased employee engagement during separation or integration phases
- Limited transparency on people, cost, and organizational impacts across deal stages
- Insufficient readiness and execution capabilities to manage multiple workstreams in parallel
Our Separation & Integration Toolkit
We turn M&A complexity into structured execution, ensuring people, operations, and value stay on track.
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End-to-End Separation & Integration Roadmaps
Comprehensive roadmaps with clear governance, milestones, and decision points for business continuity, ensuring cost transparency and accelerated value realization
Target Operating Model & Organization Design
Interim and long-term operating models that align structures, roles, and processes across entities, reducing complexity and execution risk
Implementation of (interim) TOM
Executing the designed Target Operating Model (TOM), integrating HR IT landscapes and provider ecosystems to ensure a sustainable operating model
Change Strategies
Targeted change programs to mitigate attrition risks and maintain employee engagement during critical deal phases
Transfer Enablement & Special Employee Cases
Seamless employee transitions by proactively addressing complex regulatory and individual workforce scenarios in M&A contexts
How HR Creates Value in Carve‑outs
Read our article exploring the HR success factors that enable sustainable carve‑out execution.
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Our Separation & Integration Approach
We structure end-to-end M&A execution to ensure Day-1 readiness and maximum value realization.
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Define Deal Scope & Prioritize Value
Define objectives, identify key employees, prioritize value, and highlight critical topics
Design & Implement Target Operating Model
Design & implement future-state structures, roles, and governance for Day-1 readiness and long-term operating effectiveness
Establish Execution Governance & Deal PMO
Establish clear roadmaps, decision rights, and tracking mechanisms for structured execution across workstreams
Translate Deal Stratgey into Execution Levers
Translate deal strategy into actionable decisions on structure, roles, IT-Infrastructure, and cost levers to guide implementation
Enable HR Teams and Implement Change
Guide HR teams through operational execution and ensure the implementation of targeted change measures
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FAQs About Separation & Integration
Your most important questions answered clearly, so you know what to expect.
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Within the broad area of M&A, what specific parts of the M&A process can you support?
Within the broad area of M&A, we support end-to-end separations and integrations or focus on specific deal phases, depending on your needs. Our scope covers all HR related activities, like standalone readiness, operating model design, process alignment, and governance frameworks. We tailor our approach to the specific challenges at hand. We also offer explicit transaction and deal support.
What is the key role of HR in separations and integrations?
The key role of HR in separations and integrations is to ensure business continuity. HR ensures that all workforce‑, policy‑, and process‑related aspects of a transition are planned and executed reliably. This covers ensuring critical HR processes, compliance, managing infrastructures, and preparing the organization for new ways of working. HR acts as the orchestrator that keeps people operations running without disruption.
Can you support global multi-country separations?
Yes, we can support global multi-country separations by standardizing core processes while accommodating local regulations and labor laws. Our approach includes country-specific roadmaps that are aligned to a global blueprint, which has already supported clients across all continents.
How do you handle complex cultural or geographic differences during Separation & Integration?
We handle complex cultural and geographic differences during Separation & Integration by starting with an early assessment. We identify organizational and cultural differences at the outset and develop tailored approaches for communication, decision-making, and change management to ensure alignment and engagement across all regions and teams.
What does success mean for a Separation & Integration engagement?
Success for a Separation & Integration engagement means deal value is realized by ensuring the continuity of HR services and operations. The organization receives continued support for all HR measures, keeping employees engaged throughout the transaction. Thereby operational risks are minimized and workforce-critical processes keep running.
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