Mergers and acquisitions can present a host of challenges. As a result, HR should be prepared to evaluate corporate practices and compare them with the company to be acquired or merged.
Communicate with the executive board or upper management to ensure it is familiar with the goals and purposes of the restructure. That information should drive the "due diligence" and "cultural compatibility" assessment that HR will perform.
HR should be vigilant to address and prevent loss of productivity before, during and after a restructure.