M&A activity is heating up in the land down under. Energy, mining and minerals have been at the heart of many large M&A deals in Australia in recent years but the middle market, private sector is quickly becoming the “bread and butter” of M&A activity. Many companies not only see Australia as a place for doing business locally, but with surrounding Asians countries as well – China, in particular. There are also other drivers fueling the M&A market like the $5b (AU) Asset Recycling Program, where public utilities are being taken private to fund upgrades to infrastructure, low interest rates and the China-Australia Free Trade Agreement. All these ingredients combined, create the perfect recipe for foreign investment.
Despite the glimmering hope of new markets and assets, dealing with the employment fall out from M&A can be a significant barrier to entry. For any company considering an acquisition in Australia, it pays to do the employment homework up front. Unfortunately, most of that homework is left to an already overworked, US based HR team who probably lacks a thorough understanding of the potential complications.
Here are three things your HR team should consider if your company is planning an M&A transaction in the land down under:
At Globalization Partners, we work with HR Departments large and small to help unravel the employment morass that comes with hiring overseas, post acquisition in 130 countries around the world. We understand the intricacies and nuances of long term service, mandatory benefits and best practices. We can help you figure out your transfer obligations and assist you with making a smooth rehire with far less risk, in far less time. But most importantly, we help you keep your most treasured employees on board, happy and moving your international venture forward.
Do you have a question about global hiring in general or post acquisition hiring overseas? Reach out to us. We’re here to help! email@example.com