Job Description

Role Purpose

The purpose of the GWT Specialist role is to provide end to end HR consulting and advisory during an M&A through giving inputs, presenting analysis, and insights from an HR perspective to multiple stakeholders and thus enable them to take key decisions regarding acquisitions.

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Do

1. Preparation of HR due diligence report

a. Prepare the HR due diligence report once the evaluation for an acquisition is triggered. This activity typically takes 5 to 6 weeks and involves gathering and analysing inputs from multiple stakeholders such as M&A team, Finance, Legal, Tax etc. and integrating and presenting a concise and comprehensive summary of the business impact of multiple HR aspects to the Investment committee in Wipro who are responsible for taking the final decision with respect to the acquisition.

i. Gather inputs and analyse multiple aspects such as org design, compensation and benefits, statutory benefits, benefits and policy comparison, potential fitment to Wipro, financial impact due to HR costs, processes/policies, tools, vendor reviews etc. through reviewing data in electronic data rooms, onsite workshops and key employee meetings to evaluate culture, fitment, aspirations, presenting the HR pitch and the Wipro story

ii. Analyse, conduct diagnostic study and determine risk across multiple areas (High/Medium/Low) and steps for mitigation

iii. Connect multiple inputs to present the final HR due diligence report with the executive summary

2. Review and determine Employment Contracts

a. Review, negotiate and determine the employment contracts

i. Compare the differences between Wipro and the company

ii. Analyse management incentive plans, restrictive covenants and implications

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3. Planning for Integration

a. Determine the HR integration plan based on the business integration plan by working closely with multiple stakeholders such as C&B, HRSS, payroll

i. Determine aspects that are negotiable/non-negotiable, whether to fully integrate or partially integrate

ii. Design the HR integration plan with milestones and continuously monitor progress and deliver it within expected timelines. This

typically takes around 90 to 100 days. The duration can reduce based on business priorities.

iii. Align the integration plan with the context of the BU

iv. Issue new employment contract, management incentive plans, communication plan (welcome kit, town hall, mailers) by working with the marketing team and the BU HR.

v. Handover the plan to the business HR for business as usual

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Deliver 

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