HR M&A Lead

The Role The HR M&A Lead leads the people strategy across the full lifecycle of mergers, acquisitions, divestitures, and joint ventures — from pre-deal due diligence through post-close integration. Acting as the bridge between Corporate Development, executive leadership, and the HR function, this role ensures that every transaction realizes its intended talent value proposition while delivering a smooth, human-centered experience for employees on both sides of the deal. This is a high-visibility, cross-functional role suited to an HR professional who thrives in ambiguity, moves quickly, and can balance strategic influence with hands-on execution.

Due Diligence (Pre-Deal) Lead HR due diligence on acquisition targets, including review of compensation structures, benefit plans, equity programs, employment agreements, labor relations, and HR compliance risks Assess cultural compatibility between organizations and surface people-related risks and liabilities that could affect deal valuation or structure Provide analysis and recommendations to Corporate Development and executive leadership on the HR implications of potential transactions Integration Planning & Execution Develop comprehensive HR integration plans covering organizational design, workforce planning, retention strategies, and Day 1 readiness Harmonize compensation, benefits, and equity programs across combined entities Identify key talent and design retention programs (stay bonuses, role mapping, development opportunities) to minimize regrettable attrition Manage organizational design work to identify deal synergies and address redundancies with fairness and legal rigor Oversee integration of HR systems (HRIS, payroll, benefits administration), policies, and practices post-close Change Management & Communications Design and execute employee communication strategies that build trust and reduce uncertainty throughout the transaction Establish two-way communication channels (Q&A forums, pulse surveys, feedback sessions) to keep employees informed and heard Lead cultural integration efforts, aligning values, ways of working, and leadership behaviors across organizations Program Management & Governance Drive execution against deal milestones; track progress, escalate roadblocks, and hold cross-functional teams accountable for deliverables Define post-close integration milestones and talent KPIs/metrics to measure integration success Partner closely with HRBPs, Total Rewards, Legal, Finance, Tax, IT, and the Integration Management Office throughout each transaction Build and maintain HR M&A playbooks, tools, and templates to create scalable, repeatable institutional capability Provide periodic updates to senior leadership on progress, risks, and recommendations Success Measures (First 12–18 Months) On-time, compliant Day 1 execution for all assigned transactions Retention of identified key talent above target thresholds Employee engagement/sentiment scores maintained or improved through integration periods Documented, reusable HR M&A playbook adopted across the function Qualifications Qualifications 8–10+ years of progressive HR experience, including HR Generalist or HR Business Partner roles with broad responsibilities 2–5+ years leading the HR/people workstream for mergers, acquisitions, or divestitures, including complex or international transactions (in-house or consulting) Deep knowledge of employment law, benefits, compensation, and compliance considerations in transactions Strong program/project management skills with the ability to run multiple workstreams simultaneously Exceptional communication and stakeholder management skills; able to influence without authority across executive, functional, and acquired-company audiences Comfort operating in ambiguous, fast-paced, confidential environments Expertise across acquisitions, divestitures, and joint ventures, including due diligence and carve-outs Experience with