Restructuring &


More M & A Information

In periods of financial hardship, leaders face significant pressure to reorganize their enterprises in a manner that safeguards stakeholder value, business continuity, and employment prospects. To accomplish a prosperous recovery, a blend of financial restructuring and operational improvement is indispensable.

It is essential for success to align human capital strategy with strategic objectives. Conducting a workforce risk analysis at the outset of the restructuring process, rather than as an afterthought, is crucial. This analysis necessitates the same level of strategic emphasis as stabilizing operations and defining the turnaround strategy.

The Legacy


The Legacy Center specializes in advising distressed businesses. We are renowned for our ability to mitigate risks, maximize value, and moderate costs to create sustainable value throughout the restructuring and turnaround process. We have a proven track record of translating people risk into measurable outcomes and helping distressed clients to achieve sustainable value in all human capital aspects of their turnaround. From identifying cost savings to formulating strategies and implementing rapid change, we can help businesses achieve sustainable value in all aspects of their business.


“Success in business rises and falls on leadership…. turnarounds and restructuring are no exception.”


-Ron Cain

CEO and Chairman of the Legacy Center

Key M&A

Success Factors

It’s a shocking number, and the one thing all have in common is people. Mergers and acquisitions fail often not because key people leave, it is because teams don’t get along or demotivation sets into the company being acquired. One primary reason is the absence of a People inventory.


Planning and Executing the Integration Process


Conducting Due Diligence


Understanding Cultural Issues


Identifying, Screening and Prioritizing Targets


Developing M&A Strategy Early


Achieving Optimal Price


Negotiation Process

Our Expertise

Benefits and Policies

Understand, align and optimize benefits programs in more than 150 countries and organizations of all sizes.

Operating Model

Align the new entity’s operating model, governance parameters and decision rights with desired outcomes.


Identify culture risks to meeting the desired objectives, and build a comprehensive mitigation strategy to drive results.

Change Management and Communications

Conduct change management planning and integration focused on moving key stakeholders from both entities.

Talent Assessment, Retention and Onboarding

Maximize deal success by assessing talent, identifying and selecting leaders, and retaining critical employees.

Workforce Strategy

Determine critical roles and the talent needed to drive success. Formulate workforce strategies to address any gaps and risks.

HR Technologies

Create the needed HR delivery platform to support strategic objectives.


Design executive, sales and broad-based incentives aligned with objectives.


Understand, align and optimize pension plans and associated risk globally.

“The LEGACY Center team planned and implemented our entire organizational development program from scratch. The team consists of a number of seasoned cultural transformation leaders who are able to roll out a very unique program to our global, multicultural organizations in the U.S., Asia and Europe. By fully inserting themselves as “insiders”, the team members have been able to effect significant, positive changes successfully in just 1-2 years. We are very excited about the plans we have with the LEGACY Center team for the next couple of years.”

Alan W. Wong

President & CEO | Aavid Thermalloy

“The LEGACY Center cultural values assessment was most impactful in reaffirming and crystallizing our culture, creating a way to measure behaviors and accountability, and putting a process in place to maintain our culture as we grow and move forward. The LEGACY team was phenomenal in keeping our team fully engaged in their process, guiding us forward, and realizing amazing results!“

Lisa A. Brothers

LEED AP President and CEO | Nitsch Engineering

“We have used a variety of resources to develop our leaders and culture but lacked a cohesive, fully-integrated, and sustainable program. The LEGACY Center gave us the program and much more – they energized our entire company and our culture in precisely the way we had hoped but had never before achieved and gave us the means to carry it forward.”

John Eberle

| Ascentia

“Culture, communication and people make up more than 50% of reason JV’s or Mergers fail. A focus on Cultural fit and integration has to be top of mind for any successful merger.”

Ron Cain

CEO and Chairman | Legacy Center

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