M&A deals have grown considerably in sophistication and complexity in recent years, and an increasing number of companies are realizing that people-related issues such as cultural adaptability and an understanding of local HR policies and practices have a strong impact on the long-term success of many deals. Underestimating or failing to address basic HR challenges that arise during due diligence on any merger or acquisition leaves companies vulnerable to legal incompliance, exposed to potentially large hidden costs and undeclared expenditures, and at huge risk of loosing key employees. However, many HR directors remain unclear as to what they should be doing. So how do you add value? We introduce ten essential steps HR needs to follow to ensure you add value during a merger or acquisition.