Enabling Smooth Workforce Integration for a Private Equity Firm
Client: A private equity company growing its portfolio across diverse sectors.
​
The Challenge
This business was in a period of rapid expansion, acquiring businesses of different sizes, workforces, and operational models. Each acquisition came with unique employee liabilities, TUPE obligations, and communication challenges. Their investment success hinged not only on financial due diligence but also on retaining talent and mitigating workforce disruption.
Our Approach & Outcome
Our Approach
We worked directly with a senior decision-maker in the business, acting as an extension of their in-house acquisition team. Our approach included:
​
-
HR Due Diligence: Review of employee liability information, identification of workforce-related risks (e.g., pension obligations, legacy grievances, absence trends).
-
TUPE Compliance: Ensuring legal obligations were met with clarity and consistency across acquisitions.
-
Strategic Communications: Crafting communications for the incoming workforce to foster engagement and transparency during ownership transitions.
-
Retention Strategy: Advising on early-stage workforce engagement and cultural onboarding to minimise post-acquisition turnover.
Measurable Impact
-
100% compliance with TUPE obligations across three acquisitions.
-
No legal challenges or staff unrest post-transfer.
-
Over 90% retention of staff three months post-acquisition, far exceeding the client's benchmark of 70%.
-
Reduction in integration time from 12 weeks to under 8 weeks compared to previous acquisitions without HR consultancy support.
Client Quote
“Having The Affable Partnership on board helped us protect the investment by ensuring we didn’t lose key people or miss critical legal obligations. Their communication strategy and hands-on guidance made a huge difference.”
Workforce Viability Assessment for a Business Acquisition
Client: Private investor assessing a distressed business purchase.
​
The Challenge
The client was considering the purchase of a company whose workforce was seen as underperforming and disengaged. The financials alone did not tell the full story. The client needed an HR expert to assess whether the business could be revitalised with the current team, or whether further investment in restructuring and capability building would be justified.
Our Approach & Outcome
Our Approach
We carried out a workforce viability audit that included:
-
Capability and Performance Review: Identified key productivity issues, absenteeism patterns, and skills gaps.
-
Cultural Assessment: Analysed workplace culture, leadership effectiveness, and change readiness.
-
Strategic Options: Presented a range of interventions from targeted development to restructuring, including timelines and cost models.
-
Scenario Planning: Provided clear financial implications of proceeding with or withdrawing from the deal.
Measurable Impact
​
-
Provided a full HR risk report within 10 days, critical to the client's bid timeline.
-
Helped the client renegotiate the purchase price, saving 12% based on anticipated restructuring costs.
-
Developed a post-purchase HR improvement roadmap which contributed to 20% increase in workforce productivity within six months (based on output per employee data).
-
Enabled the client to make a fully informed acquisition decision, leading to a strategic turnaround with minimal attrition.
Client Feedback
​
“What we thought was a risky deal became a strategic opportunity, thanks to The Affable Partnership's practical advice and detailed workforce insight. Without their input, we might have walked away, or worse, made the wrong decision.”