How do you make technology integration the easiest part of any merger or acquisition?

Bring people, processes and data together quickly while keeping costs under control

Connection Illustration DSI

Your options for HR technology integration during an M&A: How do they compare?

All-in-one HRIS


  • Centralized interface for all HR functions
  • Single source of truth for reporting purposes
  • Standard configuration for each module


  • Disruptive change management for incoming employees, having a negative impact on morale during an M&A process
  • Delays in visibility to workforce data
  • High implementation and subscription costs
  • Time-consuming integration
  • Does not adapt to complex business requirements
  • Expensive and time-consuming IT projects
  • Need specialized resources to administer and maintain
  • Business processes must be adapted to conform to system parameters

Multiple Best-of-Breed Systems


  • Minimized disruption during M&A by maintaining the status quo
  • Adaptable to your complex business requirements


  • Inconsistent employee experience/employer brand prevents harmonization across joined companies
  • Difficulty standardizing HR procedures and processes across systems and companies
  • Disparate data across systems, causing difficulties in reporting
  • Multiple log-in credentials, leading to lower user adoption
  • Difficult and unsecure information sharing
  • Different interface and UI for each system
  • Complex IT logistics and governance
  • High IT costs to maintain the entire tech stack
  • No single source of truth

PeopleSpheres Platform


  • Meet short-term communication and reporting requirements while putting in place long-term strategies
  • Minimized disruption during M&A by maintaining the status quo
  • Instant visibility to data across systems
  • Adaptable and customized to your complex business requirements
  • Centralized interface for all HR functions
  • Single system of record for reporting purposes
  • Ability to standardize processes and build workflows across multiple systems
  • Secure data and information sharing across the organization
  • Ability to connect cross-functional systems that are part of the employee experience (finance, CRM, operations, etc.)
  • Consistent employer brand; customizable employee experience


  • Requires deep knowledge of business requirements
  • Not an out-of-the-box, prepackaged solution
  • Every connected system maintains it original look & feel
  • Better suited for complex organizations
  • Not knowing what to do with all the time and money you saved

Making technology integrations stress-free


Restore confidence among employees

Introducing new people and procedures to well-established ones can be a challenge. With PeopleSpheres, you can personalize employee experiences to ensure a smooth transition between the two with as little disruption as possible.



Enable a ‘Best of Breed’ Approach

Rather than trying to force a certain way of doing things onto your new business partner, recognize and leverage the strong points in your shared tech stack. Fill in the functionality gaps as you go.


Quicker and easier change management

Support acquisition growth by quickly integrating technology to a centralized platform. As soon as you make acquisitions or divestures, you’re able to get them into your system or unravel them quickly.


Get Instant Visibility

No need to wait for complex integration projects that drag out for months. Plugging into PeopleSpheres gives you the ability to immediately address short-term needs while you focus on long-term IT transformation.

Why connect your systems to PeopleSpheres?

Be prepared pre-merger 
Put a structure in place that allows you to harmonize your HR tech stack from day one so you don’t have to spend hours looking for mission-critical information. Instead, you can approach the integration process with a strategic lens.

Make a smooth transition post-merger 
Deliver a personalized employee interface. At the same time, data and processes are unified with little to no IT costs. Give people the ability to access the tools they are familiar with without sacrificing cohesion across the organization.

Scale with future growth 
Change or add tools as needed. As your business requirements evolve, so can scale your HR tech stack. And with minimal disruption to your organization, you can continue to grow at a faster rate.

Change can be positive. But can your HR technology keep up?

If your business is growing by merger or acquisition, you could be introducing:

  • new management practices
  • union agreements
  • industry standards and protocols
  • local laws and regulations

PeopleSpheres adapts to your changing business requirements by allowing you to connect any system(s) on the market that give you the functionality you need. When those needs change, you have the freedom to switch or add systems to the platform. And your interface and data hub stay the same.

Do you have a plan in place that enables post-merger synergies and minimizes workplace disruption?

Our white paper, M&A Value Creation: The Role of HR in Mergers and Acquisitions, was written to help HR teams like yours develop a strategic post-merger integration plan for your growing workplace.

Why Customers Love PeopleSpheres

“We don’t have this feeling of a client-vendor relationship actually, we are really partners in the implementation of a solution that will allow us to do better”

Marc Mossenta
Enriched Human Resources Director, Vitamine T

Why PeopleSpheres instead of the traditional big software approach

Gretchen Ponts Senior HRIS Director

As a bank which grows by mergers and acquisitions, we had adopted a lot of systems that we used to manage our 5000+ employees. The problem we had was a frustrating employee experience resulting from too many disconnected applications. Process automation was also really difficult because our systems were rigid and required a lot of IT cost and time to modify.

We initially thought about standardizing on one of the big ERP systems, but that would have required replacing many systems. Some of those systems and years of business knowledge configured within them.

PeopleSpheres gave us a different option. PeopleSpheres provides a unified user interface which overlayed all of our existing systems. We were able to avoid costly system migration and quickly deploy integrated onbaording and other processes that our employees value. We can now easily respond to business changes because the platform allows us to change and modify functionality without IT resources.

Will personal data be protected?

Yes. PeopleSpheres is 100% GDPR compliant. PeopleSpheres is also designed for better data protection. With your data centralized, it eliminates the need to send personal data to team members via unsecured email.

Access and permissions management allows our customers to configure the system access to protect sensitive data accordingly.

Audit trails are available for all creation, modification or deletion of data directly from the application and an automatic purge system can be configured according to triggers established by the customer.

How do I ensure legal compliance across the entire organization?

Through quick consolidation and centralization of data and processes, PeopleSpheres empowers HR teams to collaborate with internal SMEs to ensure best practices in every sector and location your organization wants to expand to.

What happens when we acquire a new business?

We understand that acquiring new business can be a stressful and critical point for your organization. That’s why PeopleSpheres offers the freedom and flexibility to connect any system that you may acquire (even if only temporarily). In other words, you are able to add or switch systems in your PeopleSpheres platform as needed.

If you are already a PeopleSpheres customer, contact your account manager to let them know about your latest or upcoming acquisitions.

Where is the data stored? Is PeopleSpheres secure?

With PeopleSpheres, your data will be hosted in a secure data center in France. Our data center holds globally recognized certifications including: ISO 50001, ISO 27001, ISO 9001, ISO 22301, ISO 14001, Payment Card Industry Data Security Standard (PCI DSS), HDA / HADS, OHSAS 18001

We also take additional measures to reinforce PeopleSpheres’s commitment to data security such as a Zero Trust strategy, advanced permissions management, annual security audits, regular virus scans, continuous improvement efforts, and risk and crisis management committees.

If you have any questions regarding the protection of personal data, please contact our Data Protection Officer at

Is PeopleSpheres available in multiple languages?

Yes. The PeopleSpheres platform is currently available in English, French, Spanish, German, Italian, Polish and Portuguese.

With the exception of English and French, other languages are optional at an additional cost. However, all the customized fields and forms you create on the platform will be done by you and thus in the language(s) of your choice at no additional cost.

How long does it take to implement PeopleSpheres?

On average, the full implementation of PeopleSpheres takes eight weeks. Depending on the number of systems you wish to connect to the platform, your implementation timeline may vary. To learn more about our implementation process, visit our PeopleSpheres approach page.

Ready to get started with PeopleSpheres?

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