M&A due diligence & integration · for businesses growing by acquisition
Big moves. Better outcomes.
I help ambitious businesses navigate acquisitions and accelerate growth by getting the people, processes and operating structures behind the business right.
14
years experience helping businesses grow and navigate complex internal changes
8+
businesses advised through due diligence & post-acquisition execution
0-500 FTE
people function built while merging three businesses into one
100s
of businesses advised on complex people matters
How I help
The people side of the deal, planned and supported.
Your legal and finance advisers cover their part. I work alongside your leadership team on the people, process and systems side by facilitating the decisions, building the plan and supporting implementation.
01 People due diligence that informs price, terms and risk
02 An integration approach that fits the deal rationale
03 Clear roles, reporting lines and decision rights from Day 1
04 Key people identified and retained through the transition
05 A practical plan your team can run, with clear governance
06 Leaders freed up to focus on the business case
The integration spectrum
Integrate as much as the deal needs. No more, no less.
Some acquisitions should be fully combined. Others work best left to run with a few shared standards. I help you decide based on the deal rationale, then plan the people, process and systems changes to match.
Level 1 · Stand-alone: keeps running as is. Align governance, reporting and key people.
Level 2 · Partial: share selected functions, systems and standards.
Level 3 · Full: combine into one business, one way of working.
People | structure, leadership, roles and culture: what changes, what stays, and who decides.
Process | which ways of working to align, which to keep separate, and how the two businesses hand off.
Systems | payroll, HR, data and reporting: shared where it adds value, left alone where it doesn’t.
How I work
Three steps, mapped to the deal.
I facilitate the decisions, build the plan with your leaders and support your team to deliver it with clear scope and board ready updates.
01 · Before you sign
Get clear on what matters
People & HR due diligence
Systems and process audit
Culture and leadership read
02 · Signing to Day 1
Build a blueprint for the future
Integration approach set by the deal rationale
Target operating model & org design
Integration roadmap & governance
Day 1 plan & communications
+ Deal after deal
Bespoke partnership
For serial acquirers: an experienced guide on call for this deal and the next, and a playbook that gets sharper each time.
03 · The first 180 days
Activate & embed
Implementation support alongside your team
Progress tracking & risk signals
Capability handover
Signature tool
The ChangeUp Culture Kit.
A ready-made structure for Day 1, Month 1 and Month 3, scaled to the level of integration — so your people know what to expect and your leaders know what to do.
K01 · Integration narrative — why the deal, what changes, what doesn’t
K02 · Cultural operating principles — 5–7 behaviours that set the standard
K03 · Integration experience map — Day 1, Month 1, the 90-day embed
K04 · Leadership playbook — how leaders show up in transition
K05 · Onboarding architecture — induction, capability, accountability
K06 · Risk signals — early warnings before people leave
When to call me
Wherever you are in the deal, or not.
Buying
You’re about to buy a business
A clear view of people liabilities, key-person risk, culture fit and the systems you’ll inherit — before you commit.
Recent: led people due diligence across environmental, not-for-profit and defence transactions.
Just bought
You’ve just completed a deal
Agree how far to integrate, then plan Day 1 and the first 180 days and support your team to deliver it.
Recent: merged three businesses into one and built a national retailer’s M&A people playbook.
Selling
You’re getting ready to sell
People, processes and systems in shape for a buyer’s scrutiny, so there are no surprises in diligence.
Recent: assessed people, processes and systems across an 80-person scale-up ahead of sale.
Need a sounding board
You just want advice on approach
Not at a particular stage of a deal, but want a second opinion, a playbook to work from, or someone to call when a people question comes up. On-demand advice, without signing up to a project.
Scaling your business a different way? · The Smart Scale Series
Scaling fast? From growing fast to growing intentionally.
Six focused modules for growing businesses. Each one starts with a problem you’ll recognise and ends with something your team can use. Take one, or a few in sequence. Not sure where to start? The Scale-Up Health Check gives you a one-page view of what’s working, what’s at risk and which modules matter most.
S01 · Let go to grow
“Everything still runs through me.” Leadership structure, decision rights and delegation.
S02 · Structure to scale
“The org chart has stopped making sense.” Organisation design and role clarity for the next stage.
S03 · People foundations
“HR is held together by goodwill.” Onboarding, performance, policies and compliance.
S04 · Systems that scale
“There’s a spreadsheet for everything.” HR tech, payroll, data and reporting.
S05 · Culture as you grow
“It doesn’t feel like it used to.” Operating principles and leadership expectations.
S06 · Ready for what’s next
“Investors or buyers are circling.” A readiness review before anyone else does one.
What clients say
“A huge thanks for stepping in and getting through the DD report. Feedback has been great, and the M&A and HR teams all enjoyed working with you!”
Director, Employee Relations · Acquisition due diligence
“Nat is one of a kind. Proactive, driven, commercial and people focused… so much more than a HR leader.”
Director · Post-acquisition integration
“Her insights were incredibly helpful and gave me a clear direction on how to approach the situation… it really made a difference!”
Small business owner · Advisory support
Why work with me
I’ve led this work in-house, so I know what your team is juggling.
I love helping clients navigate complexity and bringing ambitious visions to life through internal shifts.
I’ve run the people side of deals as the in-house program lead on due diligence, Day 1 and everything after. Now I work alongside leaders who are buying, merging or selling, and growing businesses that need the same structure without a deal.
I get across a new business quickly, work alongside your team and stay to implement. I’ve merged three businesses into one while building a people function from 0 to 500, written the M&A people playbook for a national retailer, and advised hundreds of businesses on complex people matters.
Natalie Shand · Founder, ChangeUp · Australia based, globally operating
Free download · Growing Smooth notes
The People Foundations Starter Kit.
The job description and performance review templates I use with clients, ready to use,
Next step
Doing a deal in the next 12 months? Time for a ChangeUp.
A 30-minute call. You walk me through the deal and what is keeping you up at night; I tell you honestly where I can help, and where you do not need me.