I'm leading the HR team in a multinational corporation that's merging with another company, and I'm struggling to integrate our SHRM strategies to ensure a smooth transition. What are the best practices for aligning HR policies during a merger to minimize employee turnover and maintain productivity?

We're in the early stages of the merger, and I've already tried mapping our existing HR frameworks, but there are conflicts in compensation structures and performance management systems. I've consulted some SHRM case studies, but I need practical advice on implementing a unified strategy that respects both company cultures while driving business goals forward.